FACULTY OF BUSINESS AND MANAGEMENT

BA264 - BACHELOR OF BUSINESS IN SERVICE MANAGEMENT

(HONOURS)
HRM433 – HUMAN RESOURCE MANAGEMENT
TITLE OF ASSIGNMENT : (CHAPTER 3 : ONBOARDING AND TRAINING)
CLASS : TBA2641A
SUBMITTED TO :
Madam Nik Fazlin Hiryati Binti Nik Jaafar
PREPARED BY :
NAME STUDENT ID
KARIMAH BINTI MAT ALI 2025379567
NUR FARAHANIM BINTI DARWIS 2025186993
NUR FATIN IZZATI BINTI SAKARREE SAREEMA 2025379655
NURUL ALIA BINTI ALIAS 2025109493
SALSABELA BINTI MOHD YUSOF 2025325053

SUBMISSION DATE : 31August2025

 ACKNOWLEDGEMENT

All praise be to Allah, the giver of bounty and the giver of mercy in the
accomplishment of this assignment in the course of HRM433. His will enabled us to be
focused, motivated, and determined through the challenges. We are deeply grateful, and
we hope that this work will lead to useful results. Also, be accepted as a part of our
experiences in search of knowledge and act as a significant step on the way to our
academic and personal development.

We would like to express sincere appreciation to our lecturer in HRM433, Madam

Nik Fazlin Hiryati binti Nik Jaafar, thank you again and we applaud her constant
encouragement, very understanding interactions, and feedback all through the course.
Her clear explanations, structured approach, and dedication to teaching have greatly
enhanced our understanding of the subject. The constructive comments and
encouragement she consistently provided were instrumental in refining our work and
ensuring the successful completion of this assignment.

Lastly, we wish to convey our heartfelt gratitude to all group members which is,
Karimah Binti Mat Ali, Nur Farahanim Binti Darwis, Nur Fatin Izzati Binti Sakarree
Sareema, Nurul Alia Binti Alias, and Salsabela Binti Mohd Yusof for their cooperation,
dedication, and commitment in completing this assignment. Each member’s time, effort,
ideas, and skills, combined with a positive and supportive attitude, made the process
smoother and more productive. Without such strong collaboration and determination, this
project would not have been possible, and I truly value the effort and contribution shown
by every member.
1.0 Introduction

According to Human Resources Management 433, creating a productive and engaged

workforce depends heavily on successful employee integration. These terms refer to distinct
roles within the broader field of human resource management. Training and onboarding are
two types of processes that support this integration and are required to encourage long-term
retention, employee success, and their fulfillment.

The first step after hiring someone can be defined as onboarding. Onboarding is a
process that usually starts once an offer is accepted by the new staff, so they need to get used
to their new job and start contributing to the company. Onboarding's purpose is to create the
basic ideas, structures, or conditions that allow something larger to develop later. Through
this process, strong connections can be built with their group of colleagues, and they can
learn a lot about the company as a new team member.

Furthermore, training is essential to ensure employees or new trainees learn and

improve how to do their jobs well. This process shows that an organization's effort not only
improves individual skills but also gives them a chance to develop any skills or knowledge
that are related to their job. By investing in employee development, organizations can
respond quickly to changing industry needs while following the trends of demand and keep
their best talent for the company itself. Effective training should lead to noticeable change. Its
goal is to enhance an employee's current performance.

All of the processes that happen while onboarding and training in any organization
can have such a good impact on fresh graduates or new learners. This is because they need to
go through a few stages, which are pre-arrival, orientation, and integration. People who
experience good onboarding can feel more supported and are more likely to stay with their
starter company. Employees who receive training could gain some skills and knowledge as
they need to do their jobs well. This shows that onboarding and training can boost staff
performance, enhance job satisfaction, and improve their organizational results.
2.0 Onboarding Process

The onboarding process is an important process in Human Resource Management

(HRM) that helps the employee to successfully adjust to the organization. It's not just a short
brief orientation but instead emphasizes a comprehensive one that helps the employee
understand their responsibilities, adapts to the organization's culture, and builds co-worker
morale. An effective onboarding process may reduce early turnover, improve job satisfaction,
and accelerate the productivity of employees. In HRM433 on Chapter 3, onboarding is
generally separated into three phases which is pre-arrival, orientation, and integration. By
using these practices and benchmarking successful organizations, these organizations can
build a foundation for involvement in long-term employee performance.

The pre-arrival stages occur before the employee’s first day of reporting to the
organization. In this phase, HR will send an offer letter, company handbook, or provide
access to an online portal as initial preparation. The IT department will provide facilities for
work such as official email, identification card, laptop, and necessary systems access.
Furthermore, the supervisor also needs to contact the new employees via message or call to
welcome them. This step has a positive impact to new employees, they feel valued and ready
to start work.

Next, the orientation stage typically takes place when employees are in their first or
second weeks of work. During this stage, employees start formally introduced the
organization by their mission, vision, policies, and culture on the organization used. They are
required to complete the important documentation at the same time, such as employment
contracts, tax documents and so on. In addition, training on compliance, safety, and basic use
of the work is also provided. New employees must be introduced to colleagues and managers
to build a friendly environment and enhance teamwork.

Subsequently, the integration stage occurs during the first three to twelve months an
employee’s time with the organization. At this stage, ongoing support are provided to help
them to adjust to their roles and responsibilities. Often, a mentor is assigned to guidance and
advise a new hire, while supervisors conduct regular feedback sessions to access performance
and provide support. In addition, employees are also involved in career development
planning, performance appraisals, and active participation in projects. Through integration,
new hires not only learn how to perform their tasks efficiently but also develop a sense of
belonging within the organization.
 Effective onboarding requires a structured approach that starts well before day one
with a welcome email, training module or introductory video. Step-by-step programs provide
clarity, while social integration such as team activities, lunch with colleagues and mentoring
help employees feel connected. Role clarity is also important by setting expectations, KPIs
and their link to organizational goals. The use of technology such as BambooHR facilitates
documentation and training, while ongoing feedback at 30, 60 and 90 days and evaluations
through turnover rates and productivity levels ensure that the effectiveness of onboarding is
measurable.

For instance, in a real company Petronas exhibits a proper onboarding process.

Petronas has a systematic and comprehensive onboarding process to facilitate new employees
in adapting to the environment efficiently. Through a corporate orientation programme,
workers are introduced to the vision, mission, and core values of the organisation, in addition
to acquiring technical training suitable for the oil and gas industry. In the process, Petronas
also prioritizes safety, by providing separate modules of safe operation standards, so that they
understand the policies and maintain it. Additionally, new hires are guided by mentors or
supervisors who help them understand the work culture, manage challenges, and plan for
long-term career development. This strategy not only makes the integration process faster,
but also creates a sense of ownership and loyalty towards the organization.
3.0 Employee Training: Types, Methods, Advantages, and Challenges

Employee training is the best thing a company can do to help workers do their jobs
better, adapt to change, and remain competitive in business today. Companies have to keep
changing to accommodate new technology, changes in the marketplace, and new regulations.
For this reason, employee training has become part of every company's strategy. It's not
merely about showing new people around or teaching new facts. It's about building stronger
competencies that last and helping shape the kind of behavior and thought that goes on in the
workplace.

A great deal goes into training employees. This can be learning specialized job
competencies, building ways to work with other people, or learning rules so everyone
behaves properly. There are several ways to offer this training, too. Some are taught on the
job, some in classes, or even on the internet where many can be trained simultaneously. It is
important for every business to know about the different kinds of training, how and why they
are delivered to staff. This is how to keep all teams healthy and performing well now and in
the future.

3.1 Types of Employee Training

Technical or job-specific training is one of the most common types through which
people learn on the job. It helps to educate individuals in the skills needed in a specific job.
This training normally helps individuals learn how to use special tools and programs or do a
specific task their job needs.

For example, in a factory, one can be trained to install a machine and the quality is
maintained. In IT professions, the employees can be trained in things like new coding
language or information security. It has been seen in research that when people are given this
kind of training, they do their job better and commit fewer mistakes. This also works in favor
of the firm because processes become easier and everyone delivers better (Sung & Choi,
2014).

However, since new technology and ways of operating are coming out so fast
nowadays, what you know now can be obsolete next. That is why there is a need to keep
learning and update your skills every once in a while. Still, this training goes a long way in
making sure the work goes as smoothly as possible. It avoids expensive mistakes and keeps
all the workers at their best. This is the reason that training for a particular job should always
be a sturdy part of any work training scheme.

Technical skills are required, but nowadays' companies know that soft skills also
weigh heavily. These are interpersonal skills and the way we relate to each other on a day-to-
day basis. Soft skills training may involve things like how we know that people feel,
problem-solve with others, deal with people of other cultures, and create new solutions to
intractable problems. Others say that these soft skills contribute a great deal to why people
are successful in their careers. You can't acquire soft skills in school or from a textbook, as
opposed to technical skills. They've got the tendency of evolving over time through
experience, actual use, and learning from people around them. That is why longer and more
hard work are required to acquire soft skills. However, when a team invests time in soft skills
training, they're likely to find teams working better, customers happy, and employees present
becoming engaged.

Compliance training is a major type of training. It teaches employees the laws, rules,
and company policies that control what they are doing at work. The training covers topics
like workplace safety, anti-harassment laws, data laws, and legal compliance in many
industries. The main goal is minimizing the possibility of lawsuits and making sure people
follow the rules at the workplace.

This is extremely important. When one rule is broken, it could be astronomical fines,
bad press, and losing the confidence of others. In professions like finance, medicine, and
flying, this kind of training must be completed. Some guidelines include that the business
must preserve evidence when the training is conducted. Others may think that this kind of
training is just something you do. But effective compliance training has the ability to create
feelings of responsibility and trust within the workplace. It reinforces company values solid
and not merely rules.

3.2 Methods of Employee Training

On-the-job training (OJT) is still one of the most common ways of training. It is good
because workers start to use new skills as soon as possible. By OJT, you acquire knowledge
while doing your regular work, and someone more experienced like a colleague or supervisor
shows you.
 This technique enables one to learn the skills they need directly in the workplace.
Trainees also help in getting work done in the process. If there is no plan, however, some
people will learn more than others and the training might not be systematic. The quality also
relies greatly on the expertise of the instructor. As a result of this, effective OJT should be
done with a good plan, clear goals, and regular feedback.

E-learning, or online training, has gained a lot of popularity as it is convenient, user-

friendly, and saves costs. Most organizations utilize computer-based learning platforms so
that their employees receive training at any time and from anywhere. This accommodates
individuals who work from various locations or use both office and home configurations.
Large organizations such as IBM and Cisco report that they saved up to 60% when they
transitioned from outdated classroom-based training to computer-based learning.

E-learning uses materials like videos, interactive problems, and self-adjusting

materials that accommodate your learning style. These activate you and allow you to
remember what you learn. But whenever people learn on the internet, they lose out on
interpersonal communication. It may lead to less real-time discussion, slower feedback, and
less social time with other people than what you would get in a classroom.

Therefore, many modern-day companies integrate online courses with in-person workshops
or courses led by an instructor online. This way, they try to solve problems that come along
with solo online study.

Seminars and workshops are a vital part of instructor-led training (ILT) in the
majority of types of work. These learning approaches allow people to interact in groups, learn
from each other, and explore on their own. This is advantageous when the topic has the need
for people to work together or bring new concepts. ILT will be effective if the lesson is
challenging because a teacher can explain things while they are encountered and adjust how
they are instructing to fit the group.

Workshops take much time, space, and planning. But they facilitate easier
participation of people and remembrance of what was learned, particularly if follow-up
activities are undertaken to refresh the lessons later.

Blended learning takes advantage of both online and classroom methods in a smart
way. The goal is to utilize the best of each method and minimize their problems. For
example, a company can teach basic things through the internet first. Later on, people can
meet in a room where they can implement what they learned in real contexts or by imitation.
This way, people can learn according to what is most suitable for them. It also helps to save
time and achieve quality results. Blended learning can be adjusted when needed, thus it is
ideal for areas where people learn differently, work at different hours, or come from different
places.

3.3 Advantages of Employee Training

The benefits of appropriate training at work are easy to observe. For each person,
appropriate training allows a person to perform a job better, feel good about what they can
accomplish, and have a better time at work. This can keep people at their workplace for
longer periods of time. When each person has appropriate training, the whole company
operates efficiently. More is being produced, the production is better, and there are more
creative ideas.

Sung and Choi (2014) showed how organizations with strong training programs have
employees who are better informed, share what they know, and help their company excel for
decades. Training also helps them prepare emerging leaders. Companies are able to spot and
train new talent to move into key slots when needed.

From a financial standpoint, training keeps large saving money over time. E-learning,
for instance, reduces expenses on travel, accommodation, and venue costs to conduct
training. It also keeps staff away from the desk for less time. Besides that, rule training avoids
workers from committing mistakes that will result in trouble and penalties because they get to
learn and comply with the proper rules and laws. Places with lots of danger, like buildings or
manufacturing items, do safety training to reduce the frequency of people getting injured
while working. That reduces the insurance cost and leads to fewer monetary claims.

3.4 Challenges of Employee Training

One of the most significant challenges is making sure that what people learn in
training is used when they go back to work. Baldwin and Ford's (1988) initial model suggests
that people who come into the training, how the training is structured, and where people work
all have a part for this. Even the best training plan can fall apart if employees have no chance
to put what they've learned into practice, or if the company is not willing to accommodate
new methods. Tracing how well training is going is also hard. It typically needs to be gauged
over a long period of time and involves satisfactory means of measuring how training goes,
which takes time and effort.

Limited budgets are yet another problem, especially for small and medium businesses
that do not have much money. It might be costly to put in place efficient training schemes,
and sometimes you may not even notice the impact instantly. Some employees could also be
hesitant to undergo training because they feel it does not fit their work or that it would be
wastage of time. To help with this, one must expose themselves on how the training can assist
them, illustrate how it relates to their career goals, and make learning fun and allow people to
engage.

The quality and how useful the training content is will determine whether it will suit
people. Courses that are same for everyone and not up to what the company is seeking or
what is required by the job will not have good results. This is a big problem with online
training. With online training, people get distracted if it is not fun or does not help them in
their careers. To rectify this, organizations currently employ needs checks, learner comments,
and report information to plan better for training and lessons.

Overall, training workers on the job broaches a great deal of topics, and there are
different methods of doing it. Each approach has its positive aspects and areas that prove
difficult. Training on specific jobs helps with principal skills an individual needs currently.
Acquiring soft skills means teaching people to coexist. Acquiring knowledge about the rules
and the laws means making things safe and in place in the workplace. Some of the manners in
which you can acquire it is by doing the work itself, learning through the internet, attending
workshops, or mixing these methods together. All of these methods can work, depending on
what people need and what the activity requires.

When the people are put to work on training, there can be good effects on how they
execute their tasks. They may be happier, and the company will save costs. But for the
training to somehow be effective and help the company, it must have good planning, correct
lessons, useful environments, and ways of applying what they learn by everyone. So, when
things change so rapidly with new technology and more competition, those companies that
focus on good and steady training can grow, excel, and keep up better than others.
4.0. Impact on performance
Effective onboarding and training are critical components of successful human
resource strategy. Regarding on chapter 3, the emphasis is placed on how these practices
shape of employee engagement, competence, and long-tern performance. This report explores
how structed onboarding and ongoing training directly affect individual productivity and
overall organizational effectiveness.

Firstly, the importance of onboarding, goes beyond just orientation. It does helps new
hires to understand the company’s culture, policies, and expectation. Other than that, a well
structed onboarding process makes employees feel supported and confident, its allowing
them to contribute to the team goals faster. However, studies shows that effective onboarding
reduces turnover, improves performance in the first years and strengthens employees
connection to the company’s mission.

Secondly, training is equally important. It equips employees with the knowledge and
skills that they needed, from technical and role specific training to soft skills, compliance,
and leadership development. Training regular and targeted trained to builds confidence,
reduces errors, boosts morale, and encourages innovation and problem solving. It also leading
to better productivity and performance.

In addition, when onboarding and training are integrated into performance

management, it helps employees get clearer expectations and ongoing feedback. This
continuous development supports long-term growth and consistent improvement across the
organization. It shows that onboarding and training can help in performance management.

Lastly, there are actually common challenges such as generic onboarding, one-off
training sessions, and lack of follow up or performance tracking. In hence, organizations
should create role specific onboarding plans. Other than that, introduce mentorship programs,
and evolute training effectiveness through feedback and performance data.

In summary, onboarding and training are actually not just administrative tasks but
they are also strategic tools for driving performance. Companies that invest in these processes
will enjoy higher engagement, lower turnover and stronger results that helping them to stay
competitive in the long run.
CONCLUSION

To sum up, the onboarding and training are strategic Human Resources tools and
not a mere administrative matter. Good onboarding will instil confidence, engagement,
loyalty in employees and they will feel supported in their jobs. In the meantime, sustained
training enables employees to be more competent in the product, in soft skills as well as
compliance skills which will keep them motivated even in the long run competitiveness.
Coupled, onboarding and training enhance job satisfaction, performance and retention.

Organizations with such investments have high productivity and low turnover.
Well executed processes, both can bring an organization sustainable competitive
advantage. In addition, they instil the spirit of innovation, where employees give
suggestions and seek to better the workplace. Investment in the development of employees
is a win-win motivation to an individual and the performance of the firm at large.
Conclusively, the onboarding and training ensures that human resources can be utilized as
a strategic resource as opposed to a mere administrative role.
RECOMMENDATION

 Make clear and set role-based start plans to fit different job types.
 Give all-time chance for employees to learn new things like tech skills, soft skills,
rule-follow, and leadership skills.
 Set up guide plans to help and back new employees.
 Use technology like HR tools and e-learning platform to speed up start & teach plans.
 Check if plans work well with feedback, score rates, and how long staff retention.
 Grow a learn-all-life feel to ensure employees meet work shifts and new challenges at
work.
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