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Comprehensive Onboarding Guide

Onboarding refers to integrating new hires into an organization through orientation and training activities. It involves introducing employees to the organization's structure, culture, values and more. Onboarding programs vary in length from one day to several months and generally include preboarding, orientation, foundation building, and mentoring components. Responsibilities are shared between HR, training, supervisors, coworkers, executives, and mentors/buddies. Onboarding delivery approaches can combine various components using innovative practices like games, videos and team-building exercises.

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85 views7 pages

Comprehensive Onboarding Guide

Onboarding refers to integrating new hires into an organization through orientation and training activities. It involves introducing employees to the organization's structure, culture, values and more. Onboarding programs vary in length from one day to several months and generally include preboarding, orientation, foundation building, and mentoring components. Responsibilities are shared between HR, training, supervisors, coworkers, executives, and mentors/buddies. Onboarding delivery approaches can combine various components using innovative practices like games, videos and team-building exercises.

Uploaded by

REDDY TEJA
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

"Onboarding" refers to the processes in which new hires are integrated into

the organization. It includes activities that allow new employees to complete


an initial new-hire orientation process, as well as learn about the
organization and its structure, culture, vision, mission and values. For some
organizations, the onboarding process consists of one or two days of
activities; for other organizations, this process may involve a series of
activities spanning one or many months.
Program Components

While there are many ways to design an onboarding program, some


components are integral to the process:
PREBOARDING
ORIENTATION
FOUNDATION BUILDING
MENTORING AND BUDDY SYSTEMS
Roles and Responsibilities

"Onboarding is everyone's responsibility" is an often-used phrase in organizations, but


without actionable items and accountability, onboarding programs will never succeed.
While every organization is unique in how the onboarding responsibilities are shared
throughout the organization, there are some general guidelines for allocating
onboarding duties and accountability:

• HR department. Completing and collecting employee paperwork (e.g., forms,


benefits); reviewing work hours, the history and background of the organization,
and the organizational chart; touring the facility.
• Training department. Delivering the onboarding program elements; guiding lectures
and discussions about organizational culture, goals and objectives; reviewing
company videos.
• Supervisor. Discussing duties and responsibilities, work behaviors, and standards
and expectations; introducing team members and other members of the
organization; touring the department; reviewing other roles and relationships within
the department.
• Co-workers. Sharing how the group works as a team, how to get things
done, how to find/requisition tools and equipment, and where to turn for
support.
• Executive team. Helping the employee understand the organization's
mission, vision, values, strategic goals and objectives; reviewing roles and
responsibilities at a higher level; describing organizational culture.
• Mentor/buddy. Introducing team members and others within the
organization, reviewing informal rules and policies, answering day-to-day
questions.
Onboarding Delivery Approaches

Various components of an onboarding program can be delivered using different approaches


and methodologies combined to suit the organization and available resources.
Some employers are using innovative practices, such as games, video, and team-building
exercises, to get new hires excited about joining the company. They're also working to make
sure people can hit the ground running with functional workstations and equipment. Some
examples of this include:

• Facebook has its "45-minute rule," which means all new employees can begin to work
within 45 minutes of arriving because all of their systems and devices have been set up
before they report for their first day.
• Leaders at Suffolk Construction, a national construction firm based in Boston, invite entry-
level hires to participate in a variety of team-building exercises, including rowing the
Charles River.
• New employees at Bedgear, a Farmingdale, N.Y.-based manufacturer of performance
bedding, take a walking tour of downtown Manhattan to visit other retailers that sell
customized products, including Warby Parker and Samsung.

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