this is the fianl paper for this class I need help with

On-Boarding

LaTesha Hubbard

Strayer University

Professor: Tara Mc Nealy

November 20, 2016

On-Boarding

Outline of an on-boarding process

Employee on-boarding refers to a certain process through which employees who have just been hired to work in an organization are introduced into the operations and ways through which an organization operates. Newly hired employees are mostly provided by the opportunity because of certain knowledge and ability that they have, which the organization values and believes could be of assistance. These individuals are however not aware of how the organization operates and thus for that reason, a proper introduction of its operations requires to be made (Hampel, & Lamont, 2011). There are certain steps that most organizations follow as they proceed on with employee onboarding, which are the contents of this outline.

1. Greetings and warm welcome

i. Mainly takes place on the first day at work

ii. Helping employees feel at ease with the new work environment

2. Orientation

i. Showing the employees around the work environment. (inclusive of facilities like the washrooms)

ii. Showing and introducing employees to the various departments of the organization

3. Thorough explanation of organizational operations

i. Explaining how each department of the organization operates

ii. Explaining the main aim of the organization

4. Explanation of the role the employee is required or was hired to play.

i. All the duties and responsibilities that the employee is tasked with

ii. The hierarchy of organizational management

iii. The people and contact of the individuals the employee should consult for any queries or emergencies.

The two most critical elements to consider in the process

Among all these contents of the outline that I have listed, there are two main and most important aspects of employee onboarding. The first aspect is the orientation stage, followed by the last step of explaining the role the employee is required to play in the organization. The orientation stage, to begin with, involves showing the employee around the workplace environment, inclusive of all important places that employees utilize now and then. Every organization aims at having all the newly employed individuals begin providing value to the organization as first as possible. These elements play a major role in introducing the employees to the organization and making them feel at ease with the environment. With an understanding of all the premises of the organization, the employees can concentrate on the duties and roles that they are required to play, without having to keep asking and worrying about issues like where the washrooms are located or how to access certain resources. It is with such concentration that they can provide high-quality work without having to waste too much time (Jackson, Ones, & Dilchert, 2012).

The explanation of the employee roles that they are required to play within the organization is the other highly important element of an employee onboarding. In this step of the process, employees are provided with a clear explanation of what is required of them, and how the organization expects them to provide and fulfill those expectations. If for example the employee is hired to be an information technology expert, he or she is provided with a clear explanation of how the information technology department operates, the resources that are utilized by this departments and who operates them. The employee is then shown the roles that the Department requires him or her to play, and provided with the working station where he or she will provide the required services. With this explanation and understanding, the employee is made ready to begin working. This step, therefore, ensures that the employee is well conversant with what is required of him or her, and thus he or she can commence working without further delay (Hampel, & Lamont, 2011).

References

Hampel, B. & Lamont, E. (2011). Perfect phrases for new employee orientation and onboarding hundreds of ready-to-use phrases to train and retain your top talent. New York: McGraw-Hill.

Jackson, S., Ones, D. & Dilchert, S. (2012). Managing human resources for environmental sustainability. San Francisco, CA: Jossey-Bass, A Wiley Imprint.