Engaging new employee into the organization

on

Also called Organizational socialization, where New Employees learn the attitudes, knowledge, skills and behaviours required to function effectively within an organization (Antal, 2013). In any successful organization socialize new employees into becoming organizational insiders, new employees feel confident regarding to performance, being accepted by the company, understanding and sharing norms and values that are part of the organization’s culture (Sanchez-Hernandez1, 2012). In perspective of new employees, relationship building or networking is another important behaviour new employee (Antal, 2013). These gives a higher job satisfaction, stronger organizational commitment and longer tenure with the company (Ferri, 2010). 

Onboarding is something that is often handled, but also not well done, for new hires. Too frequently, onboarding consists of handing a pile of forms to a new employee and letting a boss or HR specialist walk the employee around the premises, making ad hoc introductions (Hayward, 2010). Onboarding is often mistaken for orientation. While orientation may be required to complete paperwork and other routine activities, on a lengthy process that can take up to 12 months involving management and other employees (Hayward, 2010). A Gallup study showed a correlation between engaged workers and the profitability of a company (1 Mann, 2016). A successful onboarding strategy provides a perfect chance to improve employee engagement (Crim, 2006). When onboarding is done well it lays a groundwork for the employee and the employer to achieve long-time success (Crim, 2006).

Figure 01: Engaging new employee into the organization. 

    (Maurer, 2015)

 

The HR role of engaging new employees

The new recruit should be moved smoothly from the candidate to an effective employee by HR professionals, it should be understood by HR practitioners that new hires present possible risks to current employees (Eastman, 1999). Onboarding is mostly about the employer’s contact with the employee. The business has to do a nice job of onboarding in order for an organization to be ship-shape (Eastman, 1999).

Browns Engineering & construction’s view on new employees.

Browns Engineering & construction company believe there should be a minimum tenure requirement for an employee to share their perspective on the company culture. This often results in excluding brand new employees from feedback process (Browns, 2019). An employer may want to grant more weight to the feedback of employees who have been with the company for many years. Research shows that how employees perceive the organization's culture follows a U-shape (Koonce, 1995). Employees tend to be more critical as they gain experience and then the perception becomes more positive later in their tenure. Experienced employees have a better understanding of the organization (Eastman, 1999). Investing in engagement from the start pay off in the long run (Eastman, 1999). Hiring new hires will be working hard to fit in and to prove themselves on the job. Soliciting their feedback will help them do both (Browns, 2019).

 

 

References

1 Mann, A. a. H. J., 2016. https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/onboardingandassimilationprocess.aspx. Managing the Employee Onboarding and Assimilation Process.

Antal, A. B., 2013. https://doi.org/10.1386/jaah.4.1.67_1. Journal of Applied Arts & Health,, Volume 4, Number 1, pp. pp. 67-76(10).

Browns, 2019. Browns Engineering & Construction profile, Colombo: Brown's group.

Crim, G. H. S. a. D., 2006. What engages employees the most or, The Ten C’s of an employee, London: Ivey Management Services.

Eastman, L. J., 1999. https://doi.org/10.1177/1059601199243004. Group & Organization Management, Volume 24, issue 3.

Ferri, J., 2010. 8841cb7bc22d0c5efca0879845babd55.pdf. The Keys to Engaging Millennials, Volume 33, Iss. 1, pp. 31-33..

Hayward, S., 2010. https://doi.org/10.1108/14754391011040028. Engaging employees through whole leadership, Volume 9, No.3, pp. pp. 11-17.

Koonce, J. C. a. R., 1995. Engaging organizational survivors, [accessed 02 Dec 2020]: Association for Talent Development (ATD).

Maurer, R., 2015. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/onboarding-key-retaining-engaging-talent.aspx. Onboarding Key to Retaining, Engaging Talent.

Sanchez-Hernandez1, I., 2012. https://www.redalyc.org/pdf/549/54924501004.pdf. Internal marketing for engaging employees on the corporate.

 

 

Comments

  1. Malika de MelNovember 30, 2020 at 11:30 PM

    While I agree on the facts you have mentioned about the HR Role in Employee engagement, if you could have included the HR Initiatives For Employee Engagement to your blog, it will certainly carry more weight. Some of the initiatives are 1. Motivate And Inspire Employees.2.
    Safeguarding Company Culture, 2. Understanding Company Objectives, 4. The Individual’s Contribution and 5. Appreciating Staff And Their Contribution (My hub, 2019).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 5, 2020 at 3:37 PM

      Hi Malika Thank you for your valuable comment in addition, when it comes to employee engagement, just surveying workers isn't enough. According to researchers, what truly tells workers they're being listened to is behavior (Ferri, 2010).

      Delete
  2. janaka ChandradasaDecember 2, 2020 at 7:29 PM

    Employee engagement isn’t just about employees being happy at work, it’s about having employees that are committed and excited to contribute ideas and work together with team members to accomplish a mission Today’s workforce wants to be recognized and rewarded for their achievements and thanks to technology, it’s now easier than ever for HR leaders to maintain their focus on the foundation of their organization- their people. HRMS can help boost employee engagement by
    Streamline Employee Onboarding
    Encourage Collaboration
    Increase Workplace Transparency
    Empower Your People with Self-Service Functionality
    Provide Real-Time Feedback (Edwards,2018).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 5, 2020 at 3:46 PM


      Organization socialization is where New Employees learn the attitudes, knowledge, skills and behaviors required to function effectively within an organization. In any successful organization socialize new employees into becoming organizational insiders (Antal, 2013).

      Delete
  3. Ranga KodagodaDecember 2, 2020 at 8:08 PM


    New employee onboarding is the process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team. Onboarding new hires as an organization should be a strategic process that lasts at least one year, staffing and HR experts say (Roy, 2015).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 5, 2020 at 4:01 PM

      Thank You Ranga for I agree with your idea in addition, Onboarding new hires as an organization should be a strategic process that lasts at least one year, staffing and HR experts say (Ferri, 2010).

      Delete
  4. Sonali NonisDecember 5, 2020 at 10:04 PM

    According to SHRM, onboarding should be a strategic process, which will last at least a year. This is crucial for the organization because how the employee perceives his experience during the first few days, weeks and moths will be a deciding factor for longer retention. And as you have rightly stated must not confuse the onboarding process with orientation ( Maurer, SHRM).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 5, 2020 at 10:26 PM

      Thank You Sonali I agree with you, onboarding should be a strategic process that will last at least a year according to SHRM. Onboarding with orientation should not be confused with ( Maurer, SHRM).

      Delete
  5. Asitha RanasingheDecember 6, 2020 at 12:40 AM

    Onboarding is the process of assisting the new commers to fall in line with the organization’ social and performance aspects swiftly (Bauer, SHRM). As you had stated, yes this should be a strategic approach and organizational culture holistically decides the kind of strategy to be implemented that best fit the circumstantial need. The different levels of onboarding such as passive, high potential and proactive can vividly be evaluated based on aspects like; compliance, culture, clarification and connection. Proactive strategy level seems to be so far the most ideal honoring the satisfaction of all above aspects (Bauer, SHRM).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 6, 2020 at 12:04 PM

      Thank you Asitha agree with your comment in addition for new employees, onboarding is something that is always handled, but often not well performed. Research by Gallup found a link between engaged employees and a company's profitability. A good onboarding plan presents a great opportunity to enhance the commitment of employees (Crim, 2006).

      Delete
  6. KELUM PERERADecember 6, 2020 at 1:24 PM

    Specially for the new entrants, the process of training and development is very important and same creates an avenue to acquire more and new knowledge and develop the skills and techniques to function effectively in the organization (Isyaku, 2000).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 6, 2020 at 8:19 PM

      Thanks Kelum agree with you, especially for the new entrants, the process of training and development is very important (Antal, 2013).

      Delete
  7. Kanishka SugathadasaDecember 7, 2020 at 1:48 AM

    Organization has to provide the necessary condition for new employees in order to make a good impression about the organization and the work environment from the beginning for them to feel wanted (Dragomiroiu et al, 2014). It is essential to develop good habits related to work and to be able to work at the job which he or she was hired (Dragomiroiu et al, 2014).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 7, 2020 at 8:37 AM

      Thanks Kanishka for your valuable comments, an organization's socialization is when new employees acquire behaviors, knowledge, skills and abilities (Ferri, 2010).

      Delete
  8. Eranga SemageDecember 7, 2020 at 11:11 AM

    Hi Malinga, employee engagement strategies allow people to do the best they can, and this can only happen if they are respected, connected, heard, guided and appreciated by themselves and those who work with them, further they are motivated, give their best to make it a success - it brings a number of benefits to the organization and individuals alike (Laurie, 2016).

    ReplyDelete
    Replies
    1. Malinga DunuweeraDecember 11, 2020 at 10:45 PM


      Thanks Eranga I agree with you, employee engagement methods encourage employees to do the best they can, and this can only happen if they are valued and related (Crim, 2006).

      Delete
  9. V.ThusjanthanDecember 26, 2020 at 10:15 PM

    Robinson et al. (2004) defines employee engagement as “a positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of the business context and works with colleagues to improve performance within the job for the benefit of the organisation.” Markoset al. (2010) argues that employees that are not engaged are more likely to waste their efforts on low priority tasks, fail to fully commit to tasks and will only remain with the business for a short period of time.

    ReplyDelete

Post a Comment