Question

Assignment Objectives:

Plan for onboarding, ensuring that new hires obtain the knowledge, skills and relationships they need to perform successfully.

Evaluate the difference between effective onboarding and orientation plans and ineffective ones.

Purpose: A successful onboarding process can make a big difference in not only how quickly a new employee reaches effective productivity levels, but also to their ultimate success in their role. As managers, we need to make sure new employees have not only a structured initial orientation, but also ongoing training that addresses their information and acclimation needs.

Assignment Description:  Based on the scenario entitled “Diary of a Troubled Onboarding Process” on pages 200-201 in the Hernandez and O’Connor text, assume that you are the new practice manager described in the scenario. Your task is to prepare an evaluation of the orientation and training that was provided to you in the scenario, and produce recommendations for a more effective onboarding program for new employees. Your paper should evaluate the effectiveness of the activities that are described in the scenario, and suggest an alternative plan for the following key elements of onboarding and training : Pre-Start Preparation, Employee’s First Day, Employee’s First Week.

Please organize your evaluation as follows, addressing each of the listed elements:

Introduction: In your opinion, how would you assess the overall effectiveness of the onboarding process described in the scenario?

Part 1: Evaluate the effectiveness of the activities that are described in the scenario for Pre-Start Preparation, and present a case for how the process should be improved. What changes do you recommend, what specific steps should be addressed before a new employee arrives? Assess the potential for improved productivity if your changes are implemented?

Part 2: Evaluate the effectiveness of the First Day Activities that are described in the scenario, and defend your suggestions for an improved process. (For example, should some of the standard information be offered in e-learning modules? Should new employees spend more of their first day in their new departments, as opposed to a facility-wide orientation? Should there be a schedule for more than one day of orientation?) Include recommendations for specific activities and timelines, feel free to create checklists as an evaluation guide. Assess the potential for improved productivity in your new approach compared to the scenario?

Conclusion: Justify why your new recommendations would have better outcomes than the onboarding/orientation that you received in the text scenario. Summarize the potential for improved productivity in your new approach compared to the scenario

Parameters: Your paper should be a minimum of 3 pages (excluding cover and reference pages) following APA 6th ed style. Include at least one outside reference in addition to your textbook.

Answer 1

Onboarding vs. New Employee Orientation

Onboarding is one of those terms that has been misunderstood especially in the Federal government. I often hear new employee orientation (NEO) described as onboarding. I feel compelled to clear up this confusion as well as help organizations create effective and sustainable onboarding programs.

Onboarding is not an event, it is the process of bringing employees into new organizations and roles to ensure that they have what they need to be successful in the shortest amount of time.

Onboarding Characteristics

•Strategic in nature

•—Starts before first day through first year

•—Supervisor & senior leadership involvement

•—Integrates multiple offices, functions and individuals

•—Addresses employees’ needs

•—Maximizes employee engagement and retention

Orientation is an event to welcome the new hire and officially establish them as part of your company. This event generally occurs the first week on the job for all new hires, regardless of their role. Orientation, or “bootcamp” as it's often called, introduces a new employee to your company’s culture and offers socialization with other new hires. It’s your opportunity to make a great first impression and help validate they made the right choice in coming to work for your company.

What makes a great orientation event?

There’s no cookie-cutter approach to designing a world-class orientation. Some important factors to consider include:

•Geographical diversity: Are your new hires co-located or spread across multiple regions and/or countries?

•Hiring patterns and volume: Creating opportunities for socialization and networking may be very different if you hire 1-2 individuals each month as opposed to larger cohorts.

•Availability of leadership and business area speakers: The value for top leadership to meet face to face with new hires can’t be underestimated; however, it’s not always feasible because of travel and other commitments.

•In-person vs. remote events: We look for unique ways to create that sense of connection even when in-person events aren’t an option.

Most organizations have invested heavily in developing orientation materials and content. HR and corporate training departments play a valuable role in defining the essential information that new hires need to begin their job duties, such as information on the organizational and departmental structure, policies and procedures. When evaluating the maturity of an organization’s existing orientation, we collaborate with internal stakeholders to create an experience that is memorable and aligns new hires with the company’s brand and connects them to go-to people within their business area and across other areas.

Orientation Characteristics

•—Transactional in nature

•—Usually occurs within the first week

•—Executed by HR Office

•Addresses organizations’ needs

•—Focused on completing paperwork

Onboarding Characteristics

•Strategic in nature

•—Starts before first day through first year

•—Supervisor & senior leadership involvement

•—Integrates multiple offices, functions and individuals

•—Addresses employees’ needs

•—Maximizes employee engagement and retention