Share an Onboarding Experience

Share an Onboarding Experience

Introduction

Onboarding is a process that allows new individuals to be integrated into an organization or institution. Through onboarding, an individual is made aware of the culture and norms that govern the specific entity. They also obtain information and the necessary tools to perform their roles. In an employee’s context, this process should last significantly longer to ensure that inexperienced staff members are fully integrated into an organization’s plans and are optimally productive. Failure to perform the onboarding process leads to ‘lost’ employees who are likely to voluntarily leave these jobs for other opportunities (Maurer, 2022). Therefore, organizations that conduct onboarding utilize the chance to avoid high turnover rates and increase retention significantly.

My Onboarding Experience

Immediately after I completed my certificate program in business administration, I got the opportunity to work as an intern at a local entity. The organization had operated within the area for a decade and was reputable. Orientations characterized the first day at work. The orientation program provided basic information about the organization. Subsequently, the orientation was performed in a group for all new hires and interns. It was concluded by appending our signatures on forms that stated our desire and willingness to comply with the rules, regulations, and policies.

The following day, we all reported to our respective departments. I was posted to the human resource unit during the first two months. The internship period was expected to last for six months. During this period, I was supposed to work in three key departments. Thus, I would work for two months in each department. I was assigned to a specific individual in the HR department who would orient me further. I would ask them questions after the briefing on various work activities. I was expected to receive assignments from the individual. When they gave assignments, I had the chance to learn about the company’s procedures. Two weeks in the department passed without significant familiarization with the various procedures and work roles. Consequently, I could not perform any activities without guidance from another individual. This situation evoked feelings of diminished significance in the department. It also interfered with my learning process because time was running out, and I could not work independently despite having the knowledge.

Based on my experience in the HR department, the onboarding experience lasted for two weeks but had a minimal positive effect. By the end of two weeks, I could not perform any roles independently. The HR assistant who was my mentor could not allow me to do so because of fear that I would make mistakes.

Using Technology to Improve the Onboarding Experience

The onboarding experience determines the retention rate of an organization. A negative experience leads to high turnover rates. At least 33 percent of new employees seek new jobs during the first six months at a new position. It takes at least eight months for a new employee to attain optimum productivity (Ferrazzi, 2015). These two statistical aspects highlight the urgent need to utilize technology to improve the onboarding experience (Reilly, 2016).

In my case, the HR department could have created a video that compiles the daily activities and responsibilities for each employee’s position in the section. Providing the respective video for the various positions would have been a reliable and convenient source of information throughout the two months. Viewing the video on the first day and having someone explain the roles as I carry them out would have promoted further learning. In addition, I would have referred to the videos severally later on. This information would have intensified my significance to the department. If it would have such a constructive impact on interns, I am positive that utilizing such technology would have significant effects on the new employees and the organization at large. Most importantly, the initiative would have reduced the onboarding period considering the limited time I had in each department (Ferrazzi, 2015).

Using a Competency Model to Improve Onboarding

Competency models are designed to eliminate fear, doubt, and uncertainty, leading to high employee turnover during the first few months of employment. A competency model would have been used to ascertain the critical aspects of corporate culture within an organization. It could have been important in establishing the sets of skills and knowledge that I required to perform optimally in various positions. With this information, new employees can fill the gaps that exist between their situation during the hire and the ideally successful employee at the organization, gaining competency (Lasse, 2016). With competency models, employees and other unfamiliar staff at an organization do not feel ‘lost’ and tend to meet expectations faster and more effectively. The models give a sense of direction leading to goal orientation as each employee works to achieve the highlighted skills.

Conclusion

Onboarding is an important aspect that improves employee retention rates in an entity. An organization that conducts onboarding can use technology to improve the process and competency models. These additional features increase the chances of successful onboarding, prepare employees, and reduce the time required for onboarding.

References

Ferrazzi, K. (2015). Technology Can Save Onboarding from Itself. Harvard Business Review. Retrieved from https://hbr.org/2015/03/technology-can-save-onboarding-from-itself

Lasse, C. (2016). How to Use Competency Models for Onboarding. Retrieved from https://www.td.org/insights/how-to-use-competency-models-for-onboarding

Maurer, R. (2022). New Employee Onboarding Guide. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/new-employee-onboarding-guide.aspx

Reilly, C. (2016). 4 Reasons Technology Is the Future of Onboarding.

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Share an Onboarding Experience

Overview:

 For this assignment, you will reflect on a time that you went through an onboarding process (starting a new job or school, joining a new club, etc.) and discuss how it could have been better and what you would have done to improve it.

Instructions:

 Describe your “onboarding experience.” Include the following in your discussion:

• The length of the onboarding process and who it was conducted
• How could have technology improved the experience?
• How could the use of a Competency Model improve your experience?

Requirements:

• Include an Introduction in your
• All works should be written in proper APA
• Your paper should be 2-3 pages with additional cover and reference pages. On your cover page, include the name of the assignment, your name, the date, and the course.
• Use at least two (2) references to support your work. You may use your textbook as a resource.