![]() via video rather than in-person Morrison, 2021 Rodeghero et al., 2021). The move to more online onboarding has not just changed how and by whom information is communicated (e.g. Bhakta and Medina, 2021 Stewart et al., 2021). This frequently includes internal representatives such as the supervisors, team members, senior management representatives, human resource professionals, mentors, as well as external stakeholders such as major clients and customers (e.g. These more formal activities are usually complemented by informal activities that usually include meetings and social activities involving the various actors within the organisation that the new hire will work with. This means key informational aspects are also combined with key activities to support employees' development of interpersonal connections in order to also introduce them to information networks. Kowtha, 2018) – expanding traditional compliance-oriented onboarding processes accordingly (see Benzinger, 2016 Chao et al., 1994). In the last two decades, socialisation and the use of various tactics have become more and more important in onboarding (e.g. Onboarding today often includes both the traditional induction elements and the socialisation components. ![]() “Organizational socialization is the process through which newcomers learn the requisite social and task knowledge in order to resolve role uncertainty and become organizational insiders” ( Kowtha, 2018, p. Socialisation is another important concept that is often mentioned in connection to both induction and onboarding. Onboarding also shares a significant overlap with induction, which can be defined as “any arrangement made to familiarise the new employee with the organisation, safety rules, general conditions of employment and the work of the section or department in which they are employed” ( Skeats, 1991, p. While some transitions are more formal, featuring the paperwork and the necessary training to succeed in the role ( Adler and Castro, 2019), more informal onboarding practices are also being employed that are more individualised and less structured. These transitions can vary in terms of content, formality, timing, budgeting, and customisation vs. It introduces new hires to team and organisational practices, processes, policies, and values to support the adjustment and positive early experiences of new hires ( Klein and Polin, 2012 Caldwell and Peters, 2018). Onboarding represents a meaningful transition for employees as they enter new work environments, become part of teams and take on new responsibilities ( Adler and Castro, 2019). ![]() The full terms of this licence may be seen at Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Published in Journal of Work-Applied Management. Copyright © 2021, Debora Jeske and Deborah Olson License
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