Sample Answer for HRM-635 Topic 4 DQ 2 Included After Question
Topic 4 DQ 2
What formal and informal onboarding or assimilation processes exist in your organization or an organization with which you are familiar? Identify the factors that contribute to the effectiveness of the onboarding or assimilation processes. What changes do you recommend making to the current onboarding or assimilation process to improve their efficiency when orientating new employees?
A Sample Answer For the Assignment: HRM-635 Topic 4 DQ 2
Title: HRM-635 Topic 4 DQ 2
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My organization has both formal and informal onboarding processes and they are similar to previous organizations where I worked. First, as a new employee, we meet with the administrative assistant to make sure we get acclimated on the first day. I work remotely, therefore, I had to test out computer equipment and report any issues before signing in on my first day. The equipment comes with instructions to log in then we meet with IT to finish the setup. I experienced informal on-the-job training with the colleagues I work with most. It was important to my manager that I felt like a part of the team so he built a sense of community by welcoming me to the team members and supported my decision to have one-on-one meetings with everyone to introduce myself (Carucci, 2018). We have compliance training on the computer that prepares us to handle risk in our roles. The change I would make to the onboarding process is requiring everyone to go to credit college within the first month of joining the bank versus the first two years; this is a training that is necessary as soon as one is hired to do their job effectively.
Carucci, R. (2018). To Retain New Hires, Spend More Time Onboarding Them. Harvard Business Review Digital Articles, 1–5.
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Working from home has changed the way that employees have been onboard because there is more of the at home setup like you describe. When doing the setup at home their can be so many issues for people that are technologically challenged. I have a personal example when my dad had to switch to working at home, they sent him home with a duel monitor setup, laptop and company router that he had no idea how to setup. He tried calling tech support but they could not explain the setup process to him in a way he could understand what to do so I had to go over to their house and set it up for him and show him what to do if certain items become unplugged. Everything else was similar to your situation where he was able to do the rest of his job and become familiar with his coworkers during the rest of training.
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According to SHRM, “the remote-work revolution dramatically altered many aspects of the employment experience, but onboarding is not one of them. The fundamentals and objectives of onboarding remain crucial to successfully integrating new employees into the organization.” As we have gone through the pandemic and many of us worked remote, one thing has been the same for our organization, and that is being clear about the objectives the staff person will have. We all work remote for some part of our days; however for the times we cannot work remote, we have learned to develop a culture that is welcoming and inviting to those who may only be in the office 2 -3 times a week.
Maurer, R. (2022, September 15). Rethinking onboarding for the remote-work era. SHRM. https://www.shrm.org/hr-today/news/hr-magazine/summer2022/pages/rethinking-onboarding-for-the-remote-work-era.aspx
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Making sure your employees do know what to do and how to do it is the purpose of orientation and training. (Dessler, 2020) My organization has a formal and somewhat informal onboarding or assimilation process. When I started in the department that I am in now, my manager at that time, called me to introduce himself and welcome me to the team. That process was likely manager specific and since the organization is very large, I found it to be a very personable approach. The admin to the regional claim leader is responsible for providing new hires with their, initial login info and access to all claims related systems needed to do the job. Since we are now in a remote environment, the onborading process is a little more straightforward and less personable, once a candidate has accepted the position, current employees are told that a new employee is joining the team and if the candidate is an internal candidate they are added to the team chat so we can welcome them. New hires are then registered for cohorts and learning courses to be completed over a 3-6 months time frame and then are partnered with a mentor to help guide them with their claims questions once they are released to the “floor”.
Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780
