Onboarding is a
critical component in the development of new employees. The first
12-18 months is the most tentative portion of an individuals
employment, with most employees making the decision to stay or
leave during this time (Bennington, 2011; Wiley Manager, 2012).
After the time and effort taken to recruit and hire talented and
capable employees, organizations must use this period to their
advantage through an effective onboarding process. This process is
used to integrate and familiarize an individual with the
organization, its workforce, and the position that will be held
(Noe, 2012, p. 404). It is during this period that new employees
acquire the skills, knowledge, attitudes, and behaviors they will
need to be effective in both their
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This component
seeks to ensure that new employees have a clear understanding of
their job description as well as the performance/behavioral
standards of that position (Bauer, n.d., p. 2). New employees could
easily access a complete job description utilizing the
organizations intranet (Noe, 2012, p. 324); the organization could
develop an internal website that listed this, along with any other
valuable information, that is accessible to its workforce. This
would give the employee a basic understanding of the content and
requirements of their positions. Mentoring (Noe, 2012, p. 394)
would compliment the technology element. Through a mentoring
relationship with the employees manager, he/she could come to
understand the intricacies of their position and what would be
required of them directly from the individual charged with their
development and
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This element
revolves around an employee
learningand
experiencing the values, visions and mission of the organization
(Wiley Manager, 2012) as well as the norms of interaction and
behavior-both formal and informal (Bauer, n.d.). Learning about an
organizations culture could be accomplished through an employee
social network (Noe, 2012, p. 336). This type of social media would
allow for informal communication between employees, sharing
organizational anecdotes, advice, and experiencesall helping to
communicate the culture and norms of the company. This information
could also be imparted through coaching and/or mentoring (Noe,
2012, p. 394) between the new hire and more
experienced
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