My Assignment#5

ON-BOARDING

On-Boarding

Cheryl Smith

Strayer University

BUS325

Professor Stacy Flood

November 19, 2015

On-boarding process outline

Statement: On boarding, also known as organizational association is a systematic mechanism through which new employees acquire the cardinal skills and organizational behaviour to become effectively integrated into the organization.

I. Hire ticket is submitted through HR; the hire ticket is submitted through the Service Request System, including attachments of the offer letter and Resume supplement. This allows an instigation of the on-boarding process.

II. HR generalist schedules on-boarding session; the HR generalist, under the supervisor, schedules an on-boarding session.

III. Email follow-up; the HR generalist sends a follow-up email to the new hire carbon copied to the supervisor with information regarding the on-boarding session. It is important that the concerned parties be on the same page when on boarding starts.

1. Date and time of session.

2. Parking information and directions.

3. Map of the venue.

4. Information documents required.

5. Request of birth date information for creating an employee ID.

IV. HR generalist creates a temporary appointment in ID; the generalist creates a temporary affiliate appointment in ID using NEWEMP. This will enable the new hire begin sessions smoothly and feel welcomed.

V. Relaying ID information to hiring supervisor; the next day, the HR generalist relays the employee ID information to the hiring supervisor through email. This enables the supervisor to set up an account for the employee and even register the employee for relevant classes if needed.

VI. On-boarding packets; the HR generalist creates personalized ofn-boarding packets for new hires prior to their arrival at the session. This is important in shaping perception.

VII. On-boarding session; new hire attends on-boarding session.

VIII. Email to the new hire and the supervisor; within one to two days of the on-boarding session, HR generalist emails the new hire and the supervisor.

1. Welcome email to the new hire

2. Email to the supervisor containing appointment information, benefits information and training reminders.

Conclusion: After the first day, the employee is enrolled onto the ethics-training program through the Learning Center.

The most important elements for consideration are:

The outlook the new hire has about being intergarted into the organization. This will greatly influence the sucess of the on-boarding program and therefore should be considered with strong insight. With this in mind, particular attention should be paid to the first day of the on-boarding session because it will determine the first impression the new hire has about the organization, which will go a long way towards dictating their performance and comfort.

The intergration of the new hire. This plays a pivotal role in smoothing out the first few days of onboarding and the employee's morale. If an employee finds issues with his information or account functionality, they may get the idea that they are not taken seriously or regarded with warmth and may consequently deliver substandard performances. Therefore, a lot of attention should be paid to detailing the hire's ID and account information.