Recognize motivation theories and their link to employee performance.
Discuss employee retention strategies.
Defining Onboarding and Orientation
Onboarding: Comprehensive integration process for new employees.
Orientation: Short-term program that introduces new employees to the organization.
Key elements include familiarizing employees with organization culture, policies, job requirements, and colleagues.
Purpose of Onboarding and Orientation
Helps new employees understand their roles and organization goals.
Fosters belonging, reduces uncertainty, and enhances job performance.
Aims for quick integration to ensure effectiveness.
Benefits of Orientation
Greater employee security and reduced stress.
Enhanced understanding of contributions to employer.
Improved relationships between new hires and existing staff.
Reduced turnover and quicker productivity.
Reasons for Ineffective Onboarding
Lack of time or ability from supervisors.
Misplaced emphasis on paperwork and outward organization promotion.
Insufficient attention to employee engagement and adaptation.
Responsibility for Onboarding
Multiple stakeholders involved: Supervisors, HR, mentors, and new employees.
Each has distinct roles, from providing information to supporting integration.
Scope of Orientation
General and specific departmental orientations are essential for effective onboarding.
Important to include an employee handbook that guides policies and organization culture.
Approaches to Orientation
Formal Orientation: Planned activities at designated times.
Informal Orientation: Self-directed learning facilitated by peers.
Verbal, Written, Audiovisual, Systems-based, Digital: Combination of methods to convey information effectively.
Planning Orientation
Requires 3-6 months, considering goals, budgeting, and participant needs.
Key personnel and flexibility should accommodate diverse employee backgrounds.
Evaluation of Orientation Programs
Assessing effectiveness through feedback and statistical insights.
Continuous improvement necessary to maintain relevance and effectiveness.
Problems in Onboarding Process
Issues like information overload, lack of engagement, and failure to adapt hinder onboarding success.
Definitions of Motivation Theory
Key theories include Maslow’s Hierarchy, Alderfer’s ERG Theory, and Herzberg’s Two-factor Theory.
Motivation drives performance and influences employee behavior through various factors.
Retention of Human Resources
Retention focuses on managing the psychological contract between employees and employers.
Employee expectations include fair treatment, safety, job security, and recognition; employers expect dedication, quality work, and adherence to standards.