Recommendations for Implementing an Effective Onboarding Program

This memo to the Human Resource Manager evaluates the current lack of an onboarding program within the organization and recommends the implementation of a comprehensive onboarding process. The memo highlights the importance of onboarding in connecting new employees with their teams, developing job knowledge, and reducing employee turnover. It emphasizes the need for the program to address workplace culture, business background, mission, and objectives to ensure new employees are well-prepared. The report suggests a five-step approach, including program outline creation, engagement, training, and support, using best practices, and follow-up to integrate the onboarding program effectively within the organization's human resource policies. The memo references relevant academic research to support its recommendations.

Running Head: On-boarding
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Memo
To: Mr. Human Resource Manager (Name)
From: Manager
Subject: Onboarding program
Date: 22/2/2018
I have evaluated the internal scenario of the organization. On the basis of collected information, I
have identified that our organization does not follow the onboarding program to aware the new
employees about the organization and its internal or external environment (Ho et al., 2017). In
order to enhance the company productivity and generate satisfied employees, it becomes
necessary for the organization to adopt onboarding program practices in favor of its employees.
In the absence of an onboarding program, the company cannot utilize the overall potential of the
employees and generate profit in the internal and external market. On the basis of international
and domestic internal analysis, I have identified that the company needs the onboarding process
for different reasons. The first and foremost reason is to connect new employees with their team
members. I have evaluated that the new employees feel comfortable within the internal
environment of the organization. That's why they become failure in utilizing their overall
capacity and leave the company within five or six months. If the company has the appropriate
onboarding process, they can make familiar the new employees with existing ones. Therefore,
the onboarding process is necessary to move ahead and get significant profit from the existing
industry.
On the other hand, the second and foremost reason behind the use of onboarding training process
is to develop job knowledge among hired employees. I can say that the disclosure of company's

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working, its aim, objectives, and working methods is important to enhance the performance of
the new employee and generate significant outcomes. In addition to teaching vision, values, and
culture of an organization, proper onboarding ensures that new employees effectively understand
their roles and how they related to the organizations big picture operations. Moreover, another
reason behind the use of onboarding training is to reduce the turnover within the company. So, I
can say that the onboarding process should conduct to improve current and future productivity of
the organization.
I also identified that our company needs to consider some important elements of onboarding
training program while organizing process on an international level. The first element is
workplace culture and business background (Klein et al., 2015). In order to improve the global
working of hired employees, they should have significant information about the workplace
culture like language, personality, and history as well. The information about the company and
culture background will strengthen their existing knowledge, and they can prepare themselves
for international challenges. On the other hand, the second and foremost element is disclosure of
mission, objectives, and undergoing projects. The information about these elements will prepare
the new employees to shaper their behavior and culture according to the requirements. So, I can
say that onboarding program should conduct to satisfy the new employees and make them
familiar with our culture (Dikli et al., 2018). In order to demonstrate the effective establishment
of the onboarding training program, we need to carry out the five different steps. These steps are
the creation of a well-planned program outline, engagement, training and support, use of best
training practices and follow up. With the help of these steps, onboarding training program can
significantly add within the human resource policies of our organization.

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References
Ho, Y., & Anderson, R. (2017). Workforce Development Strategies for the City of Brooklyn
Park.
Dikli, S., Rawls, R. S., & Etheridge, B. C. (2018). Reflecting on New Faculty Training:
Internationalized Learning Essentials. In Curriculum Internationalization and the Future of
Education (pp. 203-215). IGI Global.
Klein, H. J., Polin, B., & Leigh Sutton, K. (2015). Specific onboarding practices for the
socialization of new employees. International Journal of Selection and Assessment, 23(3), 263-
283.