Onboarding Essays (Examples)

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Onboarding Practices
PAGES 16 WORDS 4892

Onboarding Best Practices
Onboarding

As the procedure of recruitment progresses in most organizations, the term onboarding becomes used in human resources. The key to organizational capacity to execute policy and attain its objectives is a productive workforce. An exceedingly competitive business backdrop requires its entire workforce to perform at its best at both team and individual level. Onboarding is an intricate operation affected by numerous aspects relating to the newcomer employee and the institution. These factors include the characteristics and behaviors of an employee as well as the organizational efforts. Augmenting commitment of employees is paramount for productivity in any organizations. To achieve productivity, skills and attributes acknowledged in each novel employee requires adequate support and detailed introductory procedure. Effective onboarding is crucial to acclimation and socialization of new employees within their working place. The acclimation procedure is an accepted expansion of employee's orientation training. Advantages of productive onboarding entail maximizing novel….

Onboarding Program for New ConsultantsThis paper is my own work that I created specifically for this course and this section. All research or material I used in preparing this paper has been properly acknowledged within the assignment in accordance with academic standards for complete and accurate citation of sources.COVER MEMOTO: Mr. Anderson Green, Director of Human ResourcesFROM: (Name), Manager of TrainingDATE: October 26, 2023SUBJECT: An Effective Onboarding Program for New HiresRetaining top talent is crucial for any organization that wishes to maintain a competitive edge in the marketplace today. Failure to devise innovative ways to retain top talent places the organization at risk of incurring unnecessarily high costs in employee turnover. Available data from the Institute of Corporate Productivity shows that the cost of replacing a single employee in the US is between 90 and 200 percent of the employees annual pay (Walker-Schmidt et al., 2022). Fortunately, studies have shown….

Business Management
ecruitment, Selection & Onboarding

With the economy growing and hiring demands increasing, conventional methods of posting jobs and contacting candidates are losing effectiveness. ecruiters are taking ground-breaking approaches to finding talent. Even with the elevated volume of candidates in the marketplace, recruiters are most apprehensive with their ability to find qualified candidates quickly. Technology advancements and social media platforms are providing many opportunities for recruiters, which are seen as one of the most significant topics today. ecruiters and hiring managers are using technology and social media to get around conventional methods of posting jobs so they can unite with passive candidates directly (2010 ecruiting Survey esults the New Age of ecruiting, 2010).

The use of social media communication tools in business is so new that best practices are still emerging. It is no surprise that there appears to be some puzzlement among recruiters about the best ways to leverage these tools….

Business- Management
ecruitment, Selection & Onboarding

Current Process

The hiring process at Proctor & Gamble, headquartered in Cincinnati, OH is a very impressive one. Procter & Gamble is a global company that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. P&G is recognized as a leading global company and a company committed to creating a diverse workplace (Proctor & Gamble, 2011). Upholding this reputation can only be done by making sure that as a company they are recruiting, hiring and retaining the right talent. This is done by way of a process that involves recruiting, selecting and onboarding.

If one looks at P&G's career website they will find a lot of very useful information. The application process consists of many steps. The first step is to submit an application. Once the application is filled out then the applicant must fill out an assessment. P&G uses online assessments….

dissemination strategy would utilize a multifaceted approach. Onboarding in particular is an ongoing process. In many instances onboarding can take many months. Therefore a multifaceted approach towards disseminating information is warranted. The target audience is the entire clinical staff at Nightingale Home Care. The relevant stakeholders consisted of administrators, directors, finance managers, IT professionals, and front line employees. The dissemination plan will be designed to appropriately address all of the following stakeholders in a comprehensive manner.
As stated in the introduction, the dissemination plan will be comprehensive, multi-faceted plan. The plan will incorporate a video of media including print, video, electronic and verbal demonstrations. Each will be designed to impact specific stakeholders in a manner best suited for them. Directors, high level managers, and executives will be targeting using the verbal approach. One on one interactions are appropriate this regard because these individuals are key decision-makers within Nightingale Home Care.….

Human esources
The service provided by H to the employer by contributing to the creation of strategic advantage. The H function aligns itself with the overall strategy of the organization by ensuring that the right people are in the right roles, that they are sufficiently trained to perform to expectations, and that there are an absence of issues with respect to things like safety (SHM.org, 2016).

Hiring and retention are two key areas of importance for H. Basically, an organization requires good people who can execute their roles effectively. It is not always easy -- depending on the role -- to find such people. So where H adds value with respect to strategy is by finding such people in the first place, and then putting the policies in place to retain such individuals (Mayhew, 2016).

The first practice that can be improved is the two day onboarding. You can't just blitz new employees….

Learning Quest: Neo and on-Boarding
The critical thinking assignment module utilizes a Learning Quest. You participate explorer a quest learn New Employee Orientation (NEO) On-boarding. As explorer, search information practices utilized NEO-On-boarding programs.

Learning quest: NEO and onboarding

New employee orientation comes immediately after selection as the next process in the human resources management activities. Orientation of new employees to the organization and to their positions is essential to establish a productive and successful working relationship. The first interactions of the employee with the organization are essential to create a positive and lasting impression on the department and therefore time should be spent in planning and executing the new employee orientation activities to ensure their first days, weeks and months at work greatly improve their chance of succeeding at the position. New employee orientation goes hand in hand with on-boarding whereby the employee is taught the necessary behaviors, knowledge and skills for them….

For instance, according to Mcgillicuddy (1998), "A successful new employee orientation serves not only to answer employees' fundamental questions about health insurance and other benefits, but also to begin the ongoing communications and training that helps employees succeed in their jobs" (p. 551). The intended outcomes of these programs, then, involves not only helping new hires in making the transition to the new organization but establishing a long-term relationship with them as well.
Approaches to Developing and Implementing NEO and On-Boarding Programs

One of the best approaches to developing and implementing these types of new employee orientation programs is to help new hires become self-directed in the process. Therefore, providing new employee with various resources and materials concerning the organization that can help them determine any other information they may require in order to make the orienting and socialization process more self-directed should be supplemented by the following actions on the….

PODCAST: Customizing the Employee Orientation Process for Optimal Benefit
Conducting employee orientations that are a good fit with the organization and with new hires is challenging. A home health agency in La Mesa, California was considering ways to address the organizational challenges of onboarding newly hired registered nurses who are positioned to serve a majority of geriatric patients in the San Diego County. For the project that is central to this discussion focused on a total of five full-time nurses who were newly hired to home health within the last six months to a year.

Sharp Home Healthcare experienced similar challenges to those described for the home health agency located in La Mesa. Specifically, the challenges that Sharp Home Healthcare needed to address included: 1) Keeping newly hired nurses interested and preventing or decreasing turnover rates; 2) properly providing a well-designed orientation program; 3) training the skills needed for the home health….

Human esource Management
Human resources departments play several important functions in a company. Key roles including the recruitment and retention of talent, administration of benefits, and adjudication of disputes. Increasingly, the human resources role is being viewed as strategic in nature, and can even be a source of competitive advantage in the information economy (ay, 2016). This paper will outline some of these key roles for H, and explain why they are important to exceling in the modern business environment.

The first role is with hiring/recruiting of employees. In today's business environment, knowledge is power. Workers are easy to find, but talented ones are scarce, and there is intense competition for quality workers. So one of the most important roles for H is to continue to bring good people into organizations, as this will help the organization to remain competitive and innovative, if it has the best people (Mcgrath, 2008).

Onboarding new employees….

Staffing Plan
Comprehensive Staffing Plan

Engineering and manufacturing requires many individuals who are adept at skilled labor. Additionally, there are unskilled laborers who can also be of use to a company that engineers and manufacturers goods. In a city such as this one, however, there are large challenges, such as a lack of a skilled workforce and many people who are on public assistance. College graduates and professionals are not that common, because many of them leave and move to others areas where high-tech hubs can be found. While the company in question here cannot focus its efforts on stopping that tide of workers who are leaving, there are ways in which it can reach out to and recruit people who have the skills - or are developing the skills - for which the company is looking. That can go a long way toward a company that workers want to consider….

Feldman Socialization
PAGES 3 WORDS 929

They will be trained in what the employee needs to know right away. So whether this is certain functional skills or for a low-level retail job it is more likely to learn about the organizational culture, that manager will be able to convey only the needed information during this initial encounter phase.
An important component during the encounter phase is to have a series of seminars over the first few weeks -- perhaps with multiple new employees -- where the employees can receive supplemental training that reinforces what they are learning from their supervisors and from the first trainer. It is also important to have a mentor at this stage. I find that the mentor can be somebody who is in the same position, but who has been around a while and is a good representative. The role of the mentor is just to help the new recruit learn more….

Practicum Project in Health Informatics
Strengths

• This practicum thesis allows the student to work on developing informatics-based applications while also applying informatics science and skills.

• Uses technology to help streamline processes that ultimately aid in the patient experience

• Lowers costs while increasing efficiency

Weaknesses

• Does not focus on the "human component" of technology

• Focuses on the benefits of informatics but does not take into account the costs as it relates to onboarding. People must be training on the technology; stakeholders must know how to fix problems that arise. All employees must be willing to adopt the technology.

• Does not properly take into account the threat of cyber security and its implications on training nurses. A hack may disrupt the overall application of the technology

"Preceptor Training and Nurse etention"

Strengths

• Strong emphasis on a team approach as it relates to training and retention

• Use of preceptorship

• Emphasis on training programs and rotational environments

Weaknesses

•….

budget process, "make" or "buy" decisions, and non-financial performance measures.
The initial budget process starts with the existing budget, and the information in this budget should be verified, and reconciled against actual performance. You have to know that your starting point is accurate. The second step in the budgeting process is to determine the information flows and measures that will be used to create the budget. A budget depends on having accurate information, and this step is necessary to ensure that the information is accurate. The third step in the budgeting process is to determine a methodology that will be used. When you have an existing budget and an ongoing business, that is usually the starting point, but there are still several different choices of methodology that can be used. Choose the one that is optimal for the type of business and its situation. The final step is to make….

Training is one of the critical areas that SEIIC needs to address in order to maintain its advantages in human capital. The company has experienced turnover in recent years, and this increases the need for it to improve the talent base of those who remain. There are a number of trends in training at present that SEIIC can adopt in order to improve the training of its employees. The first is with respect to new employee training and onboarding. The learning curve is steepest for new employees, but they need to know not only critical task skills but also about the organizational culture and the soft skills that are expected of them. etention is also added through better onboarding, as the onboarding training relates to having better task clarity, which in turn allows employees to enjoy better performance.
The early stages of onboarding are said to be a critical point in….

Onboarding and employee retention management are two of the primary concerns of HR professionals because retaining qualified and competent employees should be HR’s main objective.  In fact, the ability to find competent employees, welcome them to the company in a way that encourages them to continue to pursue their career goals with the company, and provide incentives and opportunities for them in a way that increases employee loyalty actually helps reduce the potential problems that you could have from other HR issues that develop from people being unhappy in the workplace and high turnover rates.

Some....

Perhaps the biggest challenge when selecting a topic for a dissertation is trying to choose something unique.  You want to be able to add something new to your field, but in an area like human resources, it is not like you are likely to be creating new research.  We have noticed an increased interest in two particular aspects of human resources: globalization and aptitude testing.  Therefore, either of those broad topics would make a good jumping-off point for a thesis about human resources. 

Some topics to consider include:

  1. Fairness in HR benefits in global....

I. Introduction
A. Overview of Summit Financial and its HR challenges
B. Thesis statement: Outline of key HR recommendations for Summit Financial

II. HR Issue 1: Low Employee Engagement
A. Factors contributing to low engagement (e.g., lack of recognition, limited career growth)
B. Proposed solution: Implementing an employee recognition program and revised career development plan

III. HR Issue 2: High Employee Turnover
A. Causes of high turnover (e.g., poor onboarding, lack of training)
B. Proposed solution: Enhancing onboarding process and expanding employee training programs

IV. HR Issue 3: Poor Communication
A. Obstacles to effective communication (e.g., unclear communication channels, lack of transparency)
B.....

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16 Pages
Essay

Careers

Onboarding Practices

Words: 4892
Length: 16 Pages
Type: Essay

Onboarding Best Practices Onboarding As the procedure of recruitment progresses in most organizations, the term onboarding becomes used in human resources. The key to organizational capacity to execute policy and attain…

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17 Pages
Research Paper

Business - Human Resources

New Consultants Onboarding Program

Words: 5058
Length: 17 Pages
Type: Research Paper

Onboarding Program for New ConsultantsThis paper is my own work that I created specifically for this course and this section. All research or material I used in preparing this…

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5 Pages
Term Paper

Careers

Recruitment Selection and Onboarding

Words: 1523
Length: 5 Pages
Type: Term Paper

Business Management ecruitment, Selection & Onboarding With the economy growing and hiring demands increasing, conventional methods of posting jobs and contacting candidates are losing effectiveness. ecruiters are taking ground-breaking approaches to…

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3 Pages
Term Paper

Careers

Recruitment Selection and Onboarding

Words: 998
Length: 3 Pages
Type: Term Paper

Business- Management ecruitment, Selection & Onboarding Current Process The hiring process at Proctor & Gamble, headquartered in Cincinnati, OH is a very impressive one. Procter & Gamble is a global company that…

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2 Pages

Health

Target Audience and Stakeholders

Words: 442
Length: 2 Pages
Type:

dissemination strategy would utilize a multifaceted approach. Onboarding in particular is an ongoing process. In many instances onboarding can take many months. Therefore a multifaceted approach towards disseminating…

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2 Pages
Essay

Human Resources

Retention Strategies and Training

Words: 794
Length: 2 Pages
Type: Essay

Human esources The service provided by H to the employer by contributing to the creation of strategic advantage. The H function aligns itself with the overall strategy of the organization…

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8 Pages
Essay

Careers

Learning Quest Neo and On-Boarding the Critical

Words: 2710
Length: 8 Pages
Type: Essay

Learning Quest: Neo and on-Boarding The critical thinking assignment module utilizes a Learning Quest. You participate explorer a quest learn New Employee Orientation (NEO) On-boarding. As explorer, search information practices…

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9 Pages
Thesis

Careers

Learning Quest Neo and On-Boarding

Words: 2510
Length: 9 Pages
Type: Thesis

For instance, according to Mcgillicuddy (1998), "A successful new employee orientation serves not only to answer employees' fundamental questions about health insurance and other benefits, but also to…

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2 Pages
Term Paper

Nursing

Using Needs Assessments to Individualize New Hire on Boarding for Home Health Nurses

Words: 924
Length: 2 Pages
Type: Term Paper

PODCAST: Customizing the Employee Orientation Process for Optimal Benefit Conducting employee orientations that are a good fit with the organization and with new hires is challenging. A home health agency…

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2 Pages
Essay

Human Resources

Human Resources and Onboarding

Words: 625
Length: 2 Pages
Type: Essay

Human esource Management Human resources departments play several important functions in a company. Key roles including the recruitment and retention of talent, administration of benefits, and adjudication of disputes. Increasingly,…

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4 Pages
Case Study

Careers

Staffing Plan Comprehensive Staffing Plan Engineering and

Words: 1363
Length: 4 Pages
Type: Case Study

Staffing Plan Comprehensive Staffing Plan Engineering and manufacturing requires many individuals who are adept at skilled labor. Additionally, there are unskilled laborers who can also be of use to a…

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3 Pages
Essay

Business - Management

Feldman Socialization

Words: 929
Length: 3 Pages
Type: Essay

They will be trained in what the employee needs to know right away. So whether this is certain functional skills or for a low-level retail job it is…

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3 Pages
Research Paper

Health

Healthcare Professionals and Technology

Words: 869
Length: 3 Pages
Type: Research Paper

Practicum Project in Health Informatics Strengths • This practicum thesis allows the student to work on developing informatics-based applications while also applying informatics science and skills. • Uses technology to help…

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3 Pages
Case Study

Accounting

Financial Decision and Budget

Words: 1024
Length: 3 Pages
Type: Case Study

budget process, "make" or "buy" decisions, and non-financial performance measures. The initial budget process starts with the existing budget, and the information in this budget should be verified, and…

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5 Pages
Term Paper

Sports - College

Recent Trends in Human Resources

Words: 1841
Length: 5 Pages
Type: Term Paper

Training is one of the critical areas that SEIIC needs to address in order to maintain its advantages in human capital. The company has experienced turnover in recent years,…

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