Introduction

On-boarding is a process of acclimatizing to a new work environment by learning about the work environment including the responsibilities, the organization’s process and the colleagues. On-boarding is not only limited to new hires, but also to internally promoted staff because it is well planned, customized support that aims at ensuring the employee comfortably fits in the new position. On-boarding is advantageous because it increases the effectiveness of a new employee, boosts employee productivity and reduces employee turnover (Snell, Morris & Bohlander, 2015).

Importance of On-Boarding in Global Environment

Globalization has created a global village where potential employees and employers are connected regardless of their geographical locations. Furthermore, businesses are expanding to new regions with the aim of gaining competitive advantages. As such, the work force in organizations is more diversified than it was previously.  The diversity in terms of culture, language, beliefs and values need to be harmonized for purposes of reducing work-related conflicts.  On-boarding helps in integrating new employee with existing employees so that seamless association among employees exists (Snell, Morris & Bohlander, 2015).  On-boarding helps organizations to share their policies, values and performance objective early enough with the new recruit. Importantly, on-boarding helps new hires and internally promoted employees to reduce any stress and anxiety associated with the new job.  The on-boarding process helps in early employee engagement, which maximizes the individual’s impact on the organization, a situation that increases the overall productivity of the work force and reduces new employee turnover (Cable, Glno & Staats, 2013).

Outline of On-boarding

The process of on-boarding starts during the recruitment stage; during this stage the hiring personnel explain information about the organization such as company culture, company expectations, and the native business habits. The importance of starting the on-boarding process at the recruitment stage is to ensure that the final recruit is the best fit for the responsibility and to the organization (Cable, Glno & Staats, 2013).

The second phase is after recruitment, it is done during the first month, the new recruit should be explained to the details of the organization, which should include; the departments in the organization, the organizational policies and regulations. Importantly, the hiring personnel should explain the expectations from the new recruit and is introduced to colleagues in the department where he or she is assigned.

Departmental on-boarding is the third step that is carried out during the first 3 months; the hiring personnel continue building engagement with the new recruit and communicate the mission and goals of the organization. At this stage, the departmental head continue giving regular informal feedback to the new recruit and offers support where necessary.

The fourth step is the on-going on-boarding which is carried out after three months. At this stage, on-boarding is now continuous process; it entails clarifying performance objectives and expectations, reviewing any challenges experienced and providing positive coaching aimed at building self-confidence and esteem.

Factors to Consider when On-boarding

In a global environment, it is important to consider the organizational culture. It means that the hiring personnel should emphasize the organizational culture to the new employee and why it is important.  Secondly, the on-boarding process should also consider the expectations of the organization in relation to the business environment.  In this case it should encourage new employees to use their strengths to meet the organizational expectations (Cable, Glno & Staats, 2013)

References

Cable, D. M., Glno, F & Staats, B. R (2013). Reinventing Employee Onboarding.  MIT Sloan       Management Review, 54(3), pp. 22-30.

Snell,S. A., Morris, S & Bohlander, G. W (2015). Managing Human Resources, 17th edition.            Washington DC: Cengage Learning.

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