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1、Commonwealth of MassachusettsOnboarding: Guidelines for Conducting New Employee OrientationFebruary 2005Onboarding: Guidelines for Conducting New Employee Orientation Introduction2Who is Responsible for Orientation?3Objectives of Onboarding3Guidelines and Recommended Activities5The Buddy System10Sug
2、gested Onboarding Checklist for New Employees12IntroductionOnboarding and new employee orientation are terms that can be used interchangeably. Onboarding (as defined by the Corporate Leadership Council) is:“The process of performing all the agency actions that support new hire assimilation. These ac
3、tions occur in the period between offer acceptance and full integration of the new hire into the agency. Our collection of new employee orientation materials can also be referred to as an orienteering kit. These guidelines are based on a collaboration of best practices found on New Employee Orientat
4、ion.First impressions are important! An effective employee orientation provides new employees with a positive impression of employment with the Commonwealth and greatly impacts the new employees motivation, productivity and job satisfaction. An employee who gets off on the right foot is more likely
5、to have better job performance and to want to stay on the job longer. Recruiting and training a new employee involves considerable staff time and effort and you want the investment to be a long-term one. It is key to prepare for a new employee orientation in advance of the new employees start date.
6、The last thing you want a new employee to say on the first day is “Nobody knew I was starting today.” At the end of their first day and in subsequent weeks, you want new employees to be able to confirm/believe that they made the right decision to accept the position. Starting a new job can make new
7、employees feel that it is sink or swim time. Be careful not to overwhelm employees during their first few days on the job. Meeting and trying to remember names of 20 or more people per day can be very stressful. Being assigned the task of reading voluminous materials for hours at a time can also cru
8、sh enthusiasm for the job as new employees feel there is no “real work” to do yet. Who is Responsible for Orientation?Most orientation programs are centralized and conducted at the agency level. However some cabinets may chose to do a central program for all agencies while in other agencies programs
9、 can be offered by unit or geographic location. Some agencies may offer a formal program in a group setting while others may offer informal individual one-on-one sessions. It is important for agencies to use their own discretion in determining the type of orientation program they want to offer inclu
10、ding the frequency, duration, location, based on the level of their recruitment activities and available resources/staffing. While a Human Resources Representative may play a role in recruiting new employees and ensuring they have received all relevant policies/forms, the managers and supervisors of
11、 new employees should “own” or take the lead on the rest of the orientation process. There are many reasons for this, including: The work team needs to understand how important it is to get new team members assimilated and performing successfully. Managers and supervisors are responsible for getting
12、 new employees “up to speed” at work, and they are the ones who will be negatively impacted if the orientation is not done correctly.The new employees manager, supervisor, co-workers, and buddy if assigned (i.e. someone to help answer general questions about the workplace) are the ones who can most
13、effectively listen to and understand what the new employee needs in order to succeed. Some agencies may decide it is beneficial to include hands-on training, rotation, or job shadowing as part of the onboarding process.Objectives of OnboardingAccording to research conducted by the Corporate Leadersh
14、ip Council, it is critical for new employees to: Acclimate to the environment Assimilate into work group Affiliate with colleagues Foster a sense or purpose and belonging Socialize with others in department including those outside the work unit Transition into the organizationAdvantages to Onboardin
15、g from the Employer/Commonwealth Perspective Promote Commonwealth as employer of choice Reduce grievances/complaints/lawsuits over misinformation or lack of information Enhance communication with employees about what is expected Reduce questions and mistakes by sharing information at the start of employment Reduce attrition if people are confused or undervalued they may leave a position early in their career Reduce amount of time a supervisor or colleagues of a new employee spend reviewing the subjects of the Orientation GuideThe Corporate Leadersh
