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Concept
Onboarding
Summary
Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In standard English, this is referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.
Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations that outline the operations and culture of the organization that the employee is entering into. This process is known in other parts of the world as an 'induction' or training.
Studies have documented that socialization techniques such as onboarding lead to positive outcomes for new employees. These include higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.
The term "onboarding" is management jargon coined in the 1970s.
Researchers separate the process of onboarding into three parts: new employee characteristics, new employee behaviors, and organizational efforts.
New employee characteristics attempt to identify key personality traits in onboarding employees that the business views as beneficial:
Proactive personality is the tendency to take charge of situations and achieve control over one's environment. This type of personality is considered beneficial for employees in helping them to better adapt to the organization and become high-functioning organizational members, as well as increasing satisfaction and performance.
Curiosity is believed to play a substantial role in the newcomer adaptation process and is defined as the "desire to acquire knowledge" that energizes individual exploration of an organization's culture and norms.
Finally, employees are segmented based on Employee experience levels as it has a material effect on understanding and ability to assimilate into a new role.
Official source
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