Introduction Employee retention and turnover is an issue that most organizations face. A significant amount of money is spent each year in the hiring and orientation of new employees. Programs specific to welcoming and orientating new employees are referred to as New Employee Orientation (NEO) and On-boarding. In most circumstances, the Human Resources department is responsible for development of these programs. Journal articles were reviewed to gain a better understanding of the NEO and On-boarding process. This paper explores the two programs as they relate to organizational culture, the purpose, methods used, and effectiveness. It will also discuss the reasons why organizations should utilize these programs and the barriers to overcome in implementing the programs. HR.com (2007) indicates that most employers not only fail to impress new employees but also fail to “build upon the strengths and weaknesses of the employee” (para. 1). Therefore, this paper will also discuss be the issues and barriers faced by both the employee and employer. New Employee Organization and Onboarding Thousands of dollars are spent each year training and acclimating new employees to an organization’s work culture. Training and its effectiveness is an issue that most companies deal with on a continual basis. In this section we will explore the purpose and outcomes of New Employee Orientation (NEO) and On-boarding. Topics that will be examined will be the processes used, their effectiveness, goals and development. Exploration Questions The questions to be addressed in this exploration paper include: What is New Employee Orientation (NEO) and On-boarding? Why should organizations utilize these programs? What are effective, and ineff... ... middle of paper ... ...and contribution of employees? (Order No. 3509449, Saybrook Graduate School and Research Center). ProQuest Dissertations and Theses, , 232. Retrieved from: http://search.proquest.com/docview/1019809712?accountid=38569. (1019809712). Hellman, S. W. (2000). An evaluative study of the impact of new employee orientation on newcomer organizational commitment. (Order No. 9962339, Pepperdine University). ProQuest Dissertations and Theses, , 105-105 p. Retrieved from: http://search.proquest.com/docview/304680044?accountid=38569. (304680044). Lockwood, S. L. (2001). Enhancing employee development: Development and testing of a new employee orientation protocol. (Order No. 3007089, California School of Professional Psychology - San Diego). ProQuest Dissertations and Theses, , 166-166 p. Retrieved from http://search.proquest.com/docview/304742145?accountid=38569. (304742145).
Aamodt, M.G. (2010). Industrial / Organizational Psychology: An Applied Approach. Belmont, CA: Wadsworth Cengage Learning
... Factors affecting employees’ organizational commitment–a study of banking staff in Ho Chi Minh city, Vietnam. Journal of Advanced Management Science 2(1), 7-11
... Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007. doi:10.1037/0021-9010.89.6.991
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
Orientation, written by Daniel Orozco, is a first-person narrative of an employee’s first day at a new job where the employee must learn the all the rules and people around the office. Orozco uses short sentences throughout the short story to illustrate the lack of job security. Orozco frequently mentions “you may be let go” (Orozco 1) upon inadequate completion of a task. The short sentences also create a theme of unrest or anxiousness evidenced when Orozco vividly describes each person in the office. Every employee has an unusual quirk that makes people uneasy.
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
We reinforce the NextGen mission by fulfilling ANG’s needs for talented employees and the materials, equipment, and workspace they require to succeed. Providing these services while building and maintaining a workforce of diverse personnel is a high priority for our organization. We support the Agency’s efforts aimed at implementing and/or revising performance evaluation methods to the managers Equal Employment Opportunity performance standard. We have developed internal mechanisms and procedures to notify managers of requirements related to onboarding new employees as they are
Allen,N.J. and Meyer, J.P. (1990) `The measurement and antecedents of affective, continuance and normative commitment to the organization' Journal of occupational Psychology in L. Fulop and S. Linstead, Management: A Critical Text, Macmillan, South Yarra, 1999, pp 259
Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2005). Organizational Behavior. 9th edition, Chapter: 9. New York: John Wiley & Sons, Inc.
Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.
Levy, Paul E. Industrial Organizational Psychology. New York: Worth, 2013. Print. The. Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton.
Sonnenberg, M.; Koene, B.; Paauwe, J. (2011) Balancing HRM: the psychological contract of employees - A multi-level study, Personnel Review, 40(6), 664-683
In the future, employing organizations will face a wide range of issues and challenges in meeting their workforce requirements. These periods of difficulties generally will center around the effects of external environmental influences on the organization and the manner in which it manages ongoing issues. Many of these external factors filter down and influences an organizations roles and responsibilities for talent scarcity, changing products or services, shifting demographic composition and their consumer preferences, etc.
A follow up and evaluation process has to be done in order assess the new employees progress beyond the first day of arrival in the organisation . This follow up and evaluation will assist in establishing whether there are any obstacles in integrating the new employee in this new environment, they could be either political , socialism and whether mentor support is sufficient to integrate the new employee in this new environment. It will also serve as enquiry toll to establish if is there are any training needs needed by the employee further to those that have been offered by the employer.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...