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).
However, before a hired employee enrolls in a training program, they must go through orientation. Orientation provides new employees with the information they will need to succeed in a company (Woods 163). Orientation helps reduces the stress of beginning a new job, gives an overview of the business, and provides the employees with the expectations within the workplace. After orientation, the employee will begin training. Training is specialized to the position that the new employee is about to enter. Training should encompass the knowledge and skills that one should know to be able to complete the day-to-day tasks. For a training program to be successful, it should include the following
Williams, A. (1998). Organisational learning and the role of attitude surveys. Human Resource Management Journal, 8(4), 51. Retrieved from http://search.proquest.com/docview/199385282?accountid=38569
Economic growth and employee turnover is one of the most critical issue facing corporate leaders today. As a result there is a shortage of skilled workers. We have explored several aspects of the workforce stability. The employee retention issue continues in the face of unprecedented churning in the employment market. Human Resource Managers are provided with a wide range of tools to control employee turnover. Workforce stability can be a HR Manager’s competitive advantage in these turbulent times. This is one of the hottest topics for corporate leaders in all fields in the United States and globally.
A review of employee motivation theories explains the retention and behavior of an employee within the organization. Throughout this essay, I will provide you examples of SAS inc, and how using employee motivation theories can help you succeed. Why is it necessary to keep employees? Fitz-enz (1997) stated that the average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization.(Sunil Ramlall, Book)
Schermerhorn, JR. jr., Hunt, J. G., Osborn, R.N. (2000). Organizational behavior. NewYork: John Wiley & Sons, Inc.
This case analysis paper; will discuss the issues found in the recruiting process made by Carl Robins for the new hire class. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully.
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
Moorhead, G. & Griffin, R. Organizational Behavior: Managing People and Organizations. Boston: Houghton Mifflin Company, 2001.
“As the demands on organizations keep changing, it is critical that organizations implement training and development activities to ensure that their staffs have the requisite knowledge, skillls, abilities, and other characteristics to confront these new challenges” (Pynes p.276). Lastly, our employee handbook has not been revised in over 5 years and should also be available online. I am suggesting that a new employee handbook is a priority as well as having brief seminars for new employees, within the first 30 days, that go over the important features as research has shown that most employees are unaware or don’t understand their benefits
The purpose of this assignment is to develop an understanding of Induction and Coaching within the workplace. New employees need to be inducted in to the workplace to ensure they are able to work safely and effectively as soon as they start with the Organisation. The success of an Organisation depends on the right skills and abilities of their employees.
McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY.
According to Rue and Byars (2010), “orientation is not a one-time obligation, but an ongoing process” (p. 207). Training of employees can also be defined by this statement. Having an effective orientation and training plan is essential to the success of new employees and the organization as a whole. Ineffective training and orientation creates dissatisfaction with new employees which reduces morale and increases turnover (Giangreco, Sebastiano, & Peccei, 2009). The first step to successful entry of the new employee is planning the orientation.
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.
Kreitner, R. (2010). Organizational Behavior (Ninth Edition Ed.). New York: McGrawl - Hill Irwin. (Original work published 1989)
Sonnenberg, M.; Koene, B.; Paauwe, J. (2011) Balancing HRM: the psychological contract of employees - A multi-level study, Personnel Review, 40(6), 664-683