Reinventing Employee Onboarding PDF

Preview

Summary

Detailed article...

Description

1

Name of the article: Reinventing Employee Onboarding Name of the journal or website: MIT Sloan Management Review Date of publication: Spring 2017

Firstly, in every organization, it is necessary to introduce the work place and company policies to the employees. they should know what special features they consist of. This is termed to be onboarding and during this period, the new employees are made to fit to the organization. But according to the author there were several drawbacks in the traditional process of onboarding. Traditionally, the employees are made to accept organization identity. At that moment, the new comers are missing their personal identity. It is upsetting the new employees psychologically. So, they are not staying in the organization for a long run. The management of Wipro, India made a new form of onboarding processing which constituted of socializing the employee's personal identity. It consists of aspects such as introducing themselves to the organization, colleagues about their personal information, their unique factors etc. It gives an encouragement to the new comer to engage highly with the company and its culture. This also improved the job satisfaction level of new comers and made them to stay longer in the organization and show no likeliness to quit the job.

2

Response In my perspective, each and every employee should be some onboarding programs during their initial days of their company. this will make their bond strong along with the organization. For instance, when I graduated and got placed in a manufacturing company, I was given some orientation program for one week and made to learn all about the organization, its policies, the work I need to accomplish, etc. I agree with the author in saying that traditionally, the onboarding process lacked some important factors which made the new comers unsatisfied. They traditionally constituted of introducing the company to the new comers but not new comers to the company. This means that the employees are made to learn all the company policies in their onboarding but the employees are not introduced which lacked their personal identity. this give some dissatisfaction and some people quit the job. for instance, when I was working in a manufacturing company, one of my colleagues who came along with me was dissatisfied with the level of identity the organization has given to her and finally quit the job within 3 months. I also agree with the fact that along with things that the management introduce their policies, it is also necessary to make the new comers interact with the employee groups, management about their personal strengths, weaknesses, the uniqueness they have in different aspects, etc. By this, the personal identity can be improved and the employees are not likely to quit the job easily. for instance, when I joined google.in, I got some onboarding done for few days, it constituted of introducing myself to the members in organization, management and every group, presentations about the work place. There used to be some cultural programs during my

3

onboarding. I was so impressed with these things. By then people used to recognize me and I was also satisfied with the things I am tackled with and I also felt happy to work with the organization.

4

References Cable, D. M., Gino, F., & Staats, B. R. (2013). Reinventing employee onboarding. MIT Sloan Management Review, 54(3), 23. Retrieved from: http://search.proquest.com/docview/1323893232?pqorigsite=summon&accountid=13211...