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    Boarding

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    Muhammad Adeel
    On boarding refers to the process of integrating new employees into an organization and its culture. It involves tactics like orientations and training to introduce newcomers to their jobs and help them acquire necessary skills. Effective on boarding leads to positive outcomes for new employees and the organization, such as higher satisfaction, better performance, and lower turnover. However, on boarding approaches need to be tailored to individual employees and may involve both formal and informal elements. While on boarding seeks to reduce uncertainty, it can potentially cause role confusion if responsibilities are not fully clarified once training ends.

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    Boarding

    Uploaded by

    Muhammad Adeel
    20 views7 pages
    On boarding refers to the process of integrating new employees into an organization and its culture. It involves tactics like orientations and training to introduce newcomers to their jobs and help them acquire necessary skills. Effective on boarding leads to positive outcomes for new employees and the organization, such as higher satisfaction, better performance, and lower turnover. However, on boarding approaches need to be tailored to individual employees and may involve both formal and informal elements. While on boarding seeks to reduce uncertainty, it can potentially cause role confusion if responsibilities are not fully clarified once training ends.

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    On boarding refers to the process of integrating new employees into an organization and its culture. It involves tactics like orientations and training to introduce newcomers to their jobs and help them acquire necessary skills. Effective on boarding leads to positive outcomes for new employees and the organization, such as higher satisfaction, better performance, and lower turnover. However, on boarding approaches need to be tailored to individual employees and may involve both formal and informal elements. While on boarding seeks to reduce uncertainty, it can potentially cause role confusion if responsibilities are not fully clarified once training ends.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    20 views7 pages

    Boarding

    Uploaded by

    Muhammad Adeel
    On boarding refers to the process of integrating new employees into an organization and its culture. It involves tactics like orientations and training to introduce newcomers to their jobs and help them acquire necessary skills. Effective on boarding leads to positive outcomes for new employees and the organization, such as higher satisfaction, better performance, and lower turnover. However, on boarding approaches need to be tailored to individual employees and may involve both formal and informal elements. While on boarding seeks to reduce uncertainty, it can potentially cause role confusion if responsibilities are not fully clarified once training ends.

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    © All Rights Reserved
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    of 7

    On boarding

    On boarding, also known as organizational socialization refers to the


    mechanism through which new employees acquire the necessary
    knowledge, skills, and behaviors in order to become effective
    organizational members and insiders. It is the process of integrating a new
    employee into the organization and its culture. Tactics used in this process
    include formal meetings, lectures, videos, printed materials, or computer-
    based orientations to introduce newcomers to their new jobs and
    organizations. Research has demonstrated that these socialization
    techniques lead to positive outcomes for new employees such as
    higher job satisfaction, better job performance, greater organizational
    commitment, and reduction in stress. These outcomes are particularly
    important to an organization looking to retain a competitive advantage in
    globalized workforce.
    The most important thing to remember is that on boarding is not one-size-
    fits-all. Different employees, depending on the level of their career, job
    function, geographic etc. will require different on boarding techniques to
    ensure success.
    On boarding is a multifaceted operation influenced by a number of factors
    pertaining to both the individual newcomer and the organization.
    Researchers have separated these factors into three broad categories: new
    employee characteristics, new employee behaviors, and organizational
    efforts. New employee characteristics are individual differences across
    incoming workers, ranging from personality traits to previous work
    experiences. New employee behaviors refer to the specific actions carried
    out by newcomers as they take an active role in the socialization process.
    Finally, organizational efforts help facilitate the process of acclimating a
    new worker to an establishment through activities such as orientation or
    mentoring programs. Employees with proactive personality traits and
    experiences adjust to an organization more quickly. "Proactive personality"
    refers to the tendency to take charge of situations and achieve control over
    one's environment. This type of personality predisposes some workers to
    engage in behaviors such as information seeking that accelerate the
    socialization process.
    Tools used for on boarding:
    Formal orientations: Formal orientation programs can facilitate
    understanding of company culture, and introduces new employees to their
    work roles and the organizational social environment. Formal orientation
    programs consist of lectures, videotapes, and written material. More recent
    approaches, such as computer-based orientations and Internets, have
    been used by organizations to standardize training programs across branch
    locations. Orientation programs are successful in communicating the
    company's goals, history, and power structure.
    Recruitment events: Recruitment events play a key role in identifying
    which potential employees are a good fit for an organization. Recruiting
    events allow employees to gather initial information about an organization's
    expectations and company culture. By providing a realistic job preview of
    what life inside the organization is like, companies can weed out potential
    employees who are clearly a misfit to an organization; individuals can
    identify which employment agencies are the most suitable match for their
    own personal values, goals, and expectations. New employees who
    receive a great amount of information about the job prior to being socialized
    tend to adjust better. Organizations can also provide realistic job previews
    by offering internship opportunities.
    Employee Adjustment:

    Role clarity: Role clarity describes a new employee's understanding of


    their job responsibilities and organizational role. One of the goals of an on
    boarding process is to aid newcomers in reducing uncertainty, making it
    easier for them to get their jobs done correctly and efficiently. Because
    there often is a disconnect between the main responsibilities listed in job
    descriptions and the specific, repeatable tasks that employees must
    complete to be successful in their roles, it's vital that managers are trained
    to discuss exactly what they expect from their employees. A poor on
    boarding program may produce employees who exhibit sub-par productivity
    because they are unsure of their exact roles and responsibilities. A strong
    on boarding program produces employees who are especially productive;
    they have a better understanding of what is expected of them.

    Social acceptance: Social acceptance gives new employees the support


    needed to be successful. While role clarity is important to a newcomer's
    ability to meet the requirements of a job, the feeling of "fitting in" can do a
    lot for one's view of the work environment and has been shown to increase
    commitment to an organization and decrease turnover. In order for on
    boarding to be effective employees must help in their own on boarding
    process by interacting with other coworkers and supervisors socially, and
    involving themselves in functions involving other employees. The length of
    hire also determines social acceptance, often by influencing how much an
    employee is willing to change to maintain group closeness. Individuals who
    are hired with an expected long-term position are more likely to work
    toward fitting in with the main group, avoiding major conflicts. Employees
    who are expected to work in the short-term often are less invested in
    maintaining harmony with peers.

    Knowledge of organizational culture:


    Knowledge of organizational culture refers to how well a new employee
    understands a company's values, goals, roles, norms, and overall
    organizational environment. For example, some organizations may have
    very strict, yet unspoken, rules of how interactions with superiors should be
    conducted or whether overtime hours are the norm and an expectation.
    Knowledge of one's organizational culture is important for the newcomer
    looking to adapt to a new company, as it allows for social acceptance and
    aids in completing work tasks in a way that meets company standards.
    Overall, knowledge of organizational culture has been linked to increased
    satisfaction and commitment, as well as decreased turnover.

    Successful on boarding programs provide:

     Ongoing, clear, concise and consistent channels of communication


     Facilitate learning at every organizational level.
     Clearly align new hires to key business strategies
     Set milestones to gauge new hire success
     Present information in easily-digestible amounts
     Provide the employee with both standard on boarding elements and
    individualized on boarding elements
    Limits and criticism of on boarding:
    The outcomes of organizational socialization have been positively
    associated with the process of uncertainty reduction, but are not desirable
    to all organizations. Tactics are related to commitment, but negatively
    correlated to role clarity. Because formal socialization tactics protect the
    newcomer from their full responsibilities while "learning the ropes," there is
    a potential for role confusion once the new hire fully enters the
    organization. Depending on the culture of the organization, it may be more
    desirable to increase ambiguity, despite the potentially negative connection
    with organizational commitment. Additionally, socialization researchers
    have had major concerns over the length of time that it takes newcomers to
    adjust. There has been great difficulty determining the role that time plays.
    Assignment
    On
    On boarding
    Human Resource Management
    Submitted to
    Sir Imtiaz Ahmed Mohar
    Submitted by
    Muhammad Adeel
    Enrollment # 01-222181-010
    23-11-2018

    Department of Management sciences (MS)


    BAHRIA UNIVERSITY, ISLAMABAD.

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