(Mt) – Orientation and Onboarding Discussion peer review

Peer 1 The first few minutes of new employee orientation, if done right, can lead to happier and more productive workers and, ultimately, increased customer satisfaction. Unfortunately, a lot of companies do it wrong. In many firms, employee orientation focuses solely on corporate culture and identity of the new workplace. There’s a lecture about the firm’s history and another about standard operating procedures. There’s a packet of information from Human Resources, emblazoned with the firm’s logo, and maybe a coffee mug to match. The underlying message: Welcome. You should be proud to work here. Please fit in accordingly. The most frequent complaints about new employee orientation are that it is overwhelming, boring, or that the new employee is left to sink or swim. Employees feel as if the organization dumped too much information on them which they were supposed to understand and implement in much too short of a time period. The result is often a confused new employee who is not as productive as he could be. He/she is also more likely to leave the organization within a year. It is costly to both the employer and the employee. Multiply this by the number of employees that the company hires each year, and the cost of turnover becomes significant. But research suggests that employee orientation ought to be less about the company and more about the employee. In their paper “Breaking Them In or Eliciting Their Best? Reframing Socialization around Newcomers’ Self-expression,” published in the March 2013 Administrative Science Quarterly, a research team finds that shifting the focus to an employee’s personal identity leads to an increase in both employee retention and customer satisfaction; “Employee orientation programs are much more successful when they are less about the company and more about the employee,” according to new research by Daniel M. Cable, Francesca Gino, and Bradley R. Staats. Gino discusses the research in this story by Carmen Nobel, which first appeared on the HBS Working Knowledge website. Previous studies have shown that employees are especially productive and happy when employers encourage them to use their individual signature strengths on the job, but historically those studies did not consider the employee onboarding process, Gino says. The researchers hypothesized that companies would see positive performance results by emphasizing employee individuality from day one, testing their hypothesis through a series of field and lab experiments. The most important principle to convey during orientation is your commitment to continuous improvement and continual learning. That way, new employees become comfortable with asking questions to obtain the information that they need to learn, problem solve and make decisions. A well-thought-out orientation process takes energy, time and commitment. However, it usually pays off for the individual employee, the department, and the organization. One such example is Mecklenburg County’s (North Carolina) success in revamping its employee orientation program. The employer wanted to live up to its credo of employees being the organization’s greatest resource. In 1996, as part of a larger initiative to redesign services to meet customer needs, the Mecklenburg County Human Resources Department staff made a smart decision. They viewed new employees as part of their customer base and asked their customers what they wanted. These two articles can relate to the additional material of the module as an addition of ed material. The two articles I provided in this discussion help to understand how new hires feel during an orientation session and what employers can change in order to make this sessions more dynamic and inclusive for new hires, so for the long-term, keep a larger employee retention rate. As personal experience, I’ve been through numerous New Hire orientations, but the one that really cared about make the employee to fit in the organization was the Wynn Las Vegas, not simply because the different activities, but the way supervisors opened for the new workforce in answering any questions regarding the property/job. References: Brown, Judith. “Employee Orientation: Keeping New Employees on Board Why orientation is key to retaining new employees.” Retrieved from: https://www.thebalancecareers.com/employee-orientation-keeping-newemployees-on-board-1919035 (Links to an external site.) HBS Working Knowledge. “First Minutes Are Critical in New-Employee Orientation.” Retrieved from: https://www.forbes.com/sites/hbsworkingknowledge/2013/04/01/first-minutesof-new-employee-orientation-are-critical/#3a1732104830 Peer 2 In the article, “New Employee Onboarding Guide,” the author discusses how employee onboarding works. The author breaks down what onboarding is, how it starts, how long it lasts, and many other topics like what role HR plays in the onboarding process. The article starts off by talking about creating an onboarding program and how the HR should be thinking about the onboarding process before the new employee even arrives. “Rather than having a stack of papers waiting for their signature, send them out to the employee beforehand, for electronic signature. Give them their benefits selection. Find the technology to help you automate the paper-pushing process” (Maurer 2019). The article then moves to talk about the first day of the new hire. “Employees need to have crystal clear ideas about what their job duties and responsibilities are on Day 1” (Maurer 2019) Ensuring the employee knows their job’s objectives is ultracritical, without it, they will not be as effective and efficient as once thought, and to no fault of their own. “Employees who know what to expect from their company’s culture and work environment make better decisions that are more aligned with the accepted practices of the company” (Maurer 2019). Maurer then transitions from the first day to the first few months of employment. “Reviewing and giving thoughtful feedback on your new hire’s early contributions are also important during onboarding” (Maurer 2019) The author discusses how training needs to be continued well after the first few weeks. The article quotes that 41% of HR professionals felt they needed to update training during onboarding. A powerful statement made in this portion of the article is about an employee’s choice to say with the company or leave. “nearly 90 percent of employees decide whether to stay or go within that first six months. ‘You have a huge impact on that choice. Sometimes you just have to show that you sincerely care” (Maurer 2019). Keeping employees onboard after the onboarding process is not an impossible task, but it does take some maneuvering. If the employee does not feel cared for, they are more likely to leave. The article ends talking about the first year of the employee’s time at the firm. During this time a yearly performance review is conducted, and the manager and the employee discuss how that first year went. There is also an apparent shift in the employee’s demeanor and objective at the firm. “Shift from on-the-job training to continuous development. It’s also a great time to have the compensation conversation” (Maurer 2019). Making sure that the employee knows that their performance is checked, valued, and personally appreciated is very important. This review also allows the firm to have a compensation conversation that has clear data that the employee, as well as the firm, can use to make sure that the employee is paid exactly what they deserve. The article’s last words are about how the employee will thank the hiring managers and HR for setting the employee up for success at the company, not only turning them into seasoned employees but loyal employees as well. This article is a perfect relation to what I will be intaking during this week’s lesson. Ensuring that an employee is set up for success, happy, and prepared is of the utmost importance. Without these three factors set up, a business can collapse. Although the article may not be point for point close to the other mediums during this week’s lesson, its outside input is valuable to the education process for this week. Maurer, Roy. (2019) “New Employee Onboarding Guide” https://www.shrm.org/resourcesandtools/hr-topics/talentacquisition/pages/new-employee-onboarding-guide.aspx (Links to an external site.)

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