Posted: February 17th, 2022
Onboarding Discussion Questions
Onboarding Discussion Questions
Onboarding is an important part of employee integration into an organization. Onboarding can be described as a new employee’s orientation into a company, and Osama will report to work as Hammad’s Auto Detailing Shop, customer sales associate. A sales associate is the company’s public face dealing with all the customer needs, questions and concerns. Therefore, I would integrate Osama’s individual goals with the organization’s strategy by getting his views on customer-employee relations. Additionally, it would be effective to make him feel confident in his approach and share the organization’s perspective, such as its current target priorities and their likes. Moreover, Osama needs to feel appreciated and needed as a new hire; hence I would set up a buddy system to get guidance from a long-serving employee to help him settle in and accomplish his individual goals confidently. Ultimately, making Osama feel like a trusted company face will motivate him to achieve his tasks effectively, benefiting both his career advancement probabilities and the company’s sales margin.
An inclusive onboarding system motivates an employee to achieve their best, and the failure to integrate Osama’s goals into the company’s strategy would have several repercussions. For instance, Osama would eventually experience job dissatisfaction reducing his performance motivation. Additionally, the employee might look for alternative employment leading to a high turnover and last but not least, he might experience low self-esteem due to discrediting his goals (Chicago Busines Press, 2019). Excluding his plans would therefore affect the company sales margin.
An effective onboarding program should have all the components associated with the job offer. For instance, the program should include facility tours, a benefit and new hire contract paperwork, an employee guidebook and salary negotiation. Moreover, the program should consist of executive introductions and organization culture training (Bauer, 2015). Ultimately, the program should set clear expectations, build employee confidence and define roles and boundaries. However, a good onboarding program should exclude a poorly explained objective plan that does not clearly explain the organization’s culture, values, and expectations. Moreover, the program’s process should not be too fast to enable new hires to understand their roles and settle in. Last but not least, a program without a performance follow up would be a hallmark for failure (Caldwell & Caldwell, 2016). Ultimately, an onboarding program can make or break a worker’s experience.
An effective onboarding system has four basic components. The components are compliance, clarification, culture and connection (Connor, 2019). Compliance will help Osama understand the company’s guidelines and employee benefits. Additionally, clarification will help him establish performance goals, while culture will enable him to fit in with the team. Last but not least, a connection will give him access to the needed resources to achieve his purpose (Connor, 2019). Therefore, incorporating the four onboarding aspects will equip Osama with the company’s external and internal environment knowledge and resources to help him execute his duties successfully.
Bauer, T. N. (2015, December). Onboarding: The power of connection. Research Gate.
Caldwell, B. G., & Caldwell, C. (2016). Ten Classic Onboarding Errors – Violations of the HRM -Employee Relationship. Research Gate, 5 (4).
Chicago Busines Press. (2019). Strategic and General Considerations. Chicago Business Press, 56.
Connor, A. (2019, December 2). What Are The Goals & Benefits Of Employee Onboarding? Retrieved January 24, 2022, from A.J Connor: https://www.ajoconnor.com/onboarding-goals-and-benefits/
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