Question

HR Manager Rebecca and HR Specialist Charlotte decided to discuss on-boarding process at their company -The Apple. Rebecca said, “ I know what it was like for me when I started at The Apple. I signed my offer from Alex, then I didn’t hear anything from the company until my start day. When I arrived, I waited in the lobby for maybe half an hour before Alex had time to come and get me. He showed me around and introduced me to everyone who was at their desk, although I remember losing track of names after the fifth or sixth person. Then he dropped me off with you, and you had me sign a bunch of benefit and payroll forms. Eventually, I was kind of left alone in this office. I remember feeling a little lost. I remember asking you a lot of questions in the weeks that followed. But, still, it probably took me a month before I began to feel comfortable.” After taking a sip of her lukewarm coffee, she continued, “We need a plan to train new people and get them onboarded effectively. We need people to connect to us right away and we want them to start contributing as soon as possible. This company is trying to grow, and we have to do more to help new employees hit the ground running. Let’s figure out what we’re going to do.”
1. What Rebecca and Charlotte should do next? *
5 points
Ask financial department about the budget
Define acceptable performance criteria
Talk to their supervisor
Finish their coffee
Decide on conditions under which training is to occur
Set up the objectives
2. Which outcome The Apple can expect if the on boarding program will remain the way it was for Rebecca? Choose all correct answers *
5 points
Reduce errors
Unclear job expectations
Turnover rate will increase
Turnover rate will decrease
More mistakes
Increase instances of corrective discipline measures
Improved performance
3. Which main areas you would recommend Rebecca and Charlotte to focus on when developing orientation program? *
5 points
Socialization, HR, history
Organizational aspects, HR-related policy and procedures, role expectations and performance.
Disciplinary regulations, tour of the locations, overview of production process
Job safety requirements, Insurance, retirement, employer-provided services, names and titles of key executives
4. What mistakes have been made during Rebecca's orientation process? Choose all correct questions
Has been waiting too long
Not offering a coffee
Didn't have a break
Didn't get paid for this time
Hasn't received information before the orientation
Overwhelmed with information
No socialization
To add the socialization aspect to orientation program can Rebecca and Charlotte develop a recognition system which will reinforce and reward new hires for demonstrating valued organizational norms? *
Yes
No

Answer 1

1) Since Rebecca and Charlotte had been discussing about the shortcomings of the current onboarding process and taking steps to onboard new hires more effectively, the next step in their discussion should be:

Decide on conditions under which training is to occur

2) The onboading process for Rebecca was not done in a systematic way and it may lead to disastrous consequences if it remains the same. The consequences will be:

Unclear job expectations
Turnover rate will increase
More mistakes

3) Orientation program is the first step a new hire takes when he joins an organization. Orientation programs should be introductory in nature that includes basic information such as:

Organizational aspects, HR-related policy and procedures, role expectations and performance.

4) Rebecca's onboarding was done in an unorganised and unplanned way that included basic mistakes such as:

Has been waiting too long
Hasn't received information before the orientation
No socialization

5) Socialization aspect can be added through a reinforcement and reward system to new hires for demonstrating organizational norms. Reward system will motivate the new hires to effectively imbibe the organizational values.

Yes