onboarding
Sign in to savethumb|A model of onboarding (adapted from Bauer & Erdogan, 2011) Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In varieties of English other than American English, this may also be referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.
Article
27 sectionsContents
- Antecedents of success
- New employee characteristics
- New employee behaviors
- Employee and supervisor relationships
- Tactics
- Van Maanen and Schein model (1979)
- Collective and individual socialization
- Jones' model (1986)
- Formal orientations
- Recruitment events
- Mentorship
- Online onboarding
- Advantages of online onboarding
- Disadvantages of online onboarding
- Employee adjustment
- Role clarity
- Self-efficacy
- Social acceptance
- Knowledge of organizational culture
- Outcomes
- Limits and criticisms of onboarding theory
- Executive onboarding
- Socialization in online organizations
- Recommendations for practitioners
- See also
- References
- Further reading
thumb|A model of onboarding (adapted from Bauer & Erdogan, 2011) Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In varieties of English other than American English, this may also be referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.
Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations that outline the operations and culture of the organization that the employee is entering into. This process is known in other parts of the world as an 'induction' or training.