Strategic On-boarding Process: Build up an Engaged Environment for Engaging New Hires

There is no secret behind the scene of having engaged workforce other than doing the right things from their first on-boarding days. After all efforts of recruitment and selection to achieve the on-boarding of best-suited ones, organizations move to the next challenge of endorsing the fit of people-organization and people-job.
Strategic on-boarding program has its two-fold benefits – effects on employees at individual level and then, influencing on the overall organization.

Why is the on-boarding program important? Many motives to state; and, directly, it is the premise for individual decisions of staying or leaving, at least in the first six months of joining (Abbas, et al., 2018). Fortunately, HR could do a lot of things to impact their decisions through the wise use of strategic on-boarding.  A well-structured of on-boarding program has the power of creating engagement, enhancing productivity and sustaining retention period (LaShawn, 2007).
Generally, the design of on-boarding process could be considered in four phases during the first year of joining. From HR perspective and based on their scope of responsibility, their collaboration is emphasized in the first; while since the second the congruence role of line managers is undeniable. Depending on positions, job levels and other organizational settings, first phases of on-boarding process should be taken place in first few months for new hires to stay happily while empowering them to shape the course of new career paths.

Four phases of strategic on-boarding to build an engaged environment for empowering new hires

Through phases, employee experience with the organization will be created and directed to a specific behaviors underlying by employees’ attitudes from real investigations of spending efforts with the job – the organization. A year goes by and new hires have been able to reap recognitions of organizational efforts on them while performing in a unique way by individual differences and emotions.

Empowering new hires through four phases with clear goals

The consideration of how many phases with attached activities in each phase would be various as organizational settings. Yet the important implication is the necessity of splitting into rational phases due to the complicatedness of employee experience across phases. There are different kinds of interactions, touch points and decisive focal in the business. That, phase splitting facilitates the gradual formulation of suitable affection and cognition at individual level, while enhances immediate and pinpointed improvements at organizational one.

Written by April, T. – MD, Strategic Planning & Expansion of J.A.Experts
J.A. Consulting by J.A. Experts
Ho Chi Minh City, Vietnam

Abbas, W. F., Ismail, S. H., Haron, H., and Hariri, W. N. A. W. (2018). Enterprise integration of employee on-boarding process using Zachman framework. International Journal of Engineering & Technology, 7(4.31), 46-51
LaShawn, T. (2007). On-boarding: maximizing productivity and retention. PM Boulevard.

Next thoughts: What are key benefits of the right strategic on-boarding? How does it connect with employee engagement?