Company Presentation - PowerPoint

Running head: ON-BOARDING

On-Boarding

ON-BOARDING

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MEMORANDUM

From:

To: Human Resource Director

Date

Subject: On-Boarding Process

On-boarding is the process of aligning, acquiring, accommodating, assimilating, and

accelerating new team members whether they come from inside or outside the organization

(Lundby and Joltn, 2010). On-boarding is the mechanism in which new employees receive the

necessary access and knowledge to be a competent employee. The purpose of this memorandum

is to discuss the on-boarding process and discuss the critical elements associated with on-

boarding in the global environment.

On-boarding Process

1. Develop an outline of the proposed on-boarding program: an effective on-boarding

program begins before the first day of employment. A successful program should focus

on a company’s goals and objectives and link back to their mission and vision.

2. Employee Engagement: employee engagement is crucial to the success of a new

employee. Engagement should be a representation of the organization’s culture. This is

an opportunity to introduce new hires to team members, the leadership team and

members of Human Resources.

3. Training and Resources: this phase includes new hire training such as system training,

protocols, and applicable workflows. It also provides an overview of the job

responsibilities and duties. It should also provide the employee with a list of resources.

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4. Practicum: this step provides the new hire with on the job training. They will actually

work with a senior employee to observe and have an opportunity to do the job before

being released to work independently.

5. Follow-up: the final step of the on-boarding process consist of the employee meeting

with their direct supervisor to discuss all aspects of the job and what they have learned

thus far. This gives the supervisor an opportunity to determine if the on-boarding was

successful and evaluate if the employee will continue on with their employment.

Critical elements to consider

It is important to identify the direction and purpose of the of the employees role and

responsibilities. Secondly, the on-boarding program should consider the culture and home

country of the incoming employee and compared to the company’s country and culture.

.

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References

Lundby, K. M., & Jolton, J. (2010). Going global: practical applications and recommendations

for HR and OD professionals in the global workplace. San Francisco: Jossey-Bass.