the onboarding
BY TONY PALLADINO
Employee orientation is certainly not a new concept. Organizations have been using various levels of orientation for many years with varying degrees of success or return on investment. In recent years, orientation has been recognized as a key element in the lifecycle of employees and has been expanded to help bridge the gap between recruitment and retention. It has long been recognized that the initial impression and experience of new employees during the first hours and days of a new job has long-reaching and permanent effects toward the successful motivation and retention of that employee.
While typical orientation/induction programs vary from one to five days, onboarding expands this concept, evolving simple orientation into a more effective nurturing strategic vehicle that provides fast-tracking new talent through the organizational and cultural maze of the new employer, and creating a pathway to ensure a productive and engaged employee. It is an
It is an element of the talent management process and represents the first training initiative that organizations provide.
Onboarding has become a major strategic factor in many organizational talent retention programs as its importance to financial stability and long term planning has been recognized. Companies today must do more than just attract new talent. They also need to lay the groundwork that will encourage new employees to grow and stay. Investing in effective onboarding helps new employees get up to speed quickly, equips them
with the information they need to excel at their jobs, and creates a sense of commitment to the organization.
It has become an essential first step in employee training and development practices, demonstrating the organization’s commitment to ensuring successful alignment with the company’s core values, philosophies, and culture.
Workforce Development
14 | TRAINING MAGAZINE MIDDLE EAST NOV 2014
training initiative
BY ALLAN GARDNER