Employee retention and turnover is an issue that most organizations face. A significant amount of money is spent each year in the hiring and orientation of new employees. Programs specific to welcoming and orientating new employees are referred to as New Employee Orientation (NEO) and On-boarding. In most circumstances, the Human Resources department is responsible for development of these programs.
Journal articles were reviewed to gain a better understanding of the NEO and On-boarding process. This paper explores the two programs as they relate to organizational culture, the purpose, methods used, and effectiveness. It will also discuss the reasons why organizations should utilize these programs and the barriers to overcome in implementing the programs. HR.com (2007) indicates that most employers not only fail to impress new employees but also fail to “build upon the strengths and weaknesses of the employee” (para. 1). Therefore, this paper will also discuss be the issues and barriers faced by both the employee and employer.
New Employee Organization and Onboarding
Thousands of dollars are spent each year training and acclimating new employees to an organization’s work culture. Training and its effectiveness is an issue that most companies deal with on a continual basis. In this section we will explore the purpose and outcomes of New Employee Orientation (NEO) and On-boarding. Topics that will be examined will be the processes used, their effectiveness, goals and development.
The questions to be addressed in this exploration paper include:
What is New Employee Orientation (NEO) and On-boarding?
Why should organizations utilize these programs?
What are effective, and ineffective, practices for orienting and socializing new employees?
What are the intended outcomes of NEO and On-boarding programs?
What approaches can be used to develop and implement NEO and On-boarding programs?
What are potential barriers to effective design and successful implementation; and how can the barriers be overcome?
New Employee Orientation is used to introduce new employees into an organization. It often includes the completion of necessary paperwork, a welcome by the CEO, an overview of the company, its practices and expectations. Employees then spend time orientating for their specific job assignments. It should be an opportunity to put new employees at ease and present them with the foundation they need to perform their jobs.
On-boarding could be described as the socialization process. Janger and Winkler (1998) state, “Effective socialization processes have played important roles in the retention of employees (as cited by Hellman, 2007, p. 17). Socialization is an introduction into the work culture. Work culture is the way things are done within the organization. It may involve dress code to policies. New employees receive a tour of the facility and introductions to co-workers. ...