New Hire Orientation Versus Onboarding
Onboarding is an extension of the new hire orientation process
Posted on 09-18-2018, Read Time: Min
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Approximately 89% of managers believe that employees leave their jobs for more money. However, approximately 88% of employees said they left their jobs for reasons other than money.1
Interesting disparity, wouldn’t you agree?
Employees actually do not leave their jobs; they leave their bosses. If employees do not respect, appreciate, get along with, or even like those they are accountable to, they are more likely to leave.2
Socialization is the process of acclimating individuals to critical elements of an organization’s culture and helping them connect to those there are accountable to and for partnering with professionally. It can have a pervasive impact on new-employee adjustment. It bridges the potential of a new employee’s talent with the opportunity to actualize it.3
Onboarding is the new talent-engagement process that focuses on acclimating employees both functionally and socially.
What does this mean?
Onboarding is the new talent-engagement process that focuses on acclimating employees both functionally and socially.
What does this mean?
- Functional acclimation is about understanding the company’s philosophies, completing tasks, and performing activities.
4 - Social acclimation is about integrating into the company’s culture and becoming a part of the group.5
How are these different?
It is the difference between New Hire Orientation and Onboarding!
Here are some high-level distinctions below.
New Hire Orientation addresses employee’s functional acclimation including:
It is the difference between New Hire Orientation and Onboarding!
Here are some high-level distinctions below.
New Hire Orientation addresses employee’s functional acclimation including:
- General policies and procedures
- Job descriptions, tasks, and expectations
- Organizational culture and values
- General policies and procedures 6
Clearly, each of these is necessary for new employees to get started on the right foot at their new company. Notice however, the tactics employed to deliver new hire orientation is information dissemination and content mastery.7
This is necessary, but often incomplete.
Onboarding is an extension of the new hire orientation process.
Onboarding addresses employee’s social acclimation including:
This is necessary, but often incomplete.
Onboarding is an extension of the new hire orientation process.
Onboarding addresses employee’s social acclimation including:
- Integrating new employees into their company’s culture
- Socializing new employees as a part of their team
- Informing new employees of “who” they need to know (orientation often covers the “what”)
- Expediting the learning curve to full productivity 8
A successful strategy for new employees includes both!
Reference List:
Reference List:
- William, R. (2003). Organizational entry: Onboarding, orientation and socialization. Mellon learning curve research study. New York: Mellon Corporation. In 2002, the United States Department of Labor.
- Buckingham, M. & Coffman, C. (1999). First break all the rules: What the world’s greatest managers do differently. New York, NY: Simon & Schuster.
- Ashforth, B. & Saks, A. (1995). Work-role transitions: A longitudinal examination of the Nicholson model. Journal of Occupational and Organizational Psychology, , 157-175.
- Truesdell, W. (1998). New employee orientation: Starting off on the right foot. The Management Advantage, Inc. retrieved August 6, 2010, from http://www.management advantage. com/products/free-ee2.htm.
- Dai, G. & De Meuse, G. (2007). A review of onboarding research. Los Angeles: Korn/Ferry International. Retrieved July 2009, from pdf1/Review_OnboardingLiterature.pdf.
- Truesdell, W. (1998). New employee orientation: Starting off on the right foot. The Management Advantage, Inc. retrieved August 6, 2010, from http://www.management advantage. com/products/free-ee2.htm.
- Adelsberg , D., & Trolley, E. (1999). Running training like a business: Delivering unmistakable value. San Francisco: Berrett-Koehler.
- Suggs, G., (2014). Maximize the Success of New Employees, Onboarding: A Flightplan for Taking Your Workforce to New Heights, Charleston: BFP Books.
Author Bio
| Gia Suggs, EdD, MPH, MA, is an Organization Development Consultant. She manages a private practice and is a Distinguished Adjunct Professor at Olivet Nazarene University and serves as Adjunct Faculty at the University of Illinois at Chicago.Gia combines her educational accomplishments and professional consulting experience to ensure she remains current in both the academic and business worlds. She is the author of Onboarding; Maximizing the Success of New Employees (Suggs, 2013)and Shattering the Glass Ceiling; How to Break Through Without Breaking Down (Suggs & Suggs, 2017). Visit www.DrGia.com Follow @DrGiaConsulting Connect Gia suggs |
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