In the treatise, I will develop an onboarding plan that the management will use to orient warehouse employees joining company A. As research suggests, for a company to perform maximally, there is need to employ sufficient measures geared towards the organizational culture, vision, and mission (James and Lahti, 2011). Company A is in the production industry and it requires sufficient human resources. However, to improve production efficiency, there is a need to enhance high employee productivity. With the help of on onboarding programs, the management team will be better equipped to enhance employee productivity. The management team will have a clear outline of the training modules, their descriptions, and manner of administration.
Employee Code of Conduct
The employee code of conduct is both a public declaration of Company A's position on set values, standards, beliefs, and principles and an internal commitment to a standard of beliefs and behavior (Adam and Rachman-moore, 2004). Once Company A, hires new warehouse personnel, there is a need to make them feel like part of the company. However, employees are new to each other and factors such as habits, behaviors, biases, and inclinations may bring about negative emotions leading to poor productivity of the company. The employee code of conduct aids in streamlining how employees behave towards the management and their colleagues thereby bringing unity and setting the goal to achieve the company's mission and vision in the industry.
Employees need to understand the various policies in and affecting the company such as the intellectual property, contracts, and federal regulations. Under the intellectual property policies, the employees need to understand that sharing crucial information with competitors or external individuals is highly forbidden as the company values its mission and vision and employs adequate and extensive research to remain relevant in the industry by introducing better and novel products. Under the contracts policies, the employees should be ensured of their jobs thereby reducing employee turnover and increasing the productivity of the company. Adequate and well-understood contracts between the employer and the employees safeguard the company in its quest to achieve its goals since everyone understands and knows what is expected of them (Stupariu, 2013).
According to Giancola (2012), employee benefits play a crucial role in reducing staff turnover and increasing employees' commitment to work. Company A should introduce or increase the employee benefits to enhance employee contention in the company. Benefits such as insurance covers paid time off such as vacation days and sick days, and retirement benefits, increase the employees' commitment at the workplace since they want to enjoy them. Additionally, promotions in the workplace should be dependent on an employee's performance and once promoted the benefits should increase. When such measures are put in place, the employees will work harder increasing the company's productivity levels thus realizing the company's mission and vision.
Employee safety should never be compromised in any industry as it may lead to litigations (Huang et al., 2003). There is a need to introduce training modules on employee safety thrice in a year to enhance the security of the employees. Training modules offered at given intervals ensure the personnel remembers all the required steps when performing a task. During the orientation program, various safety lessons should be offered at given intervals maybe after an hour then a break. Each lesson should focus on a particular safety feature discussed in detail and allowing employees to ask questions where they fail to understand. The best media to employ during the training module would be pamphlets and on a big screen using a projector for all to see and understand. The pamphlets will act as general reminders of the steps covered in the slides projected by the projector hence enhancing their understanding. To understand whether the program was successful, the management team should supervise the employees as they work to ensure the steps are well carried out.
According to Bellot (2011), organizational culture represents the beliefs a company has that are accepted by employees and clients. It revolves around the company's constraints and opportunities. When appropriately implemented, organizational culture can be an effective tool to achieve internal control and utilize the opportunities of the company. Additionally, it enhances how groups and people interact with each other, including employees, clients, and partners. In company A, the organizational culture is well defined and the management team needs to enhance its effectiveness by ensuring new hires understand the culture thereby enhancing how they will interact when in the company. Moreover, training modules on the subject should dwell on the company's values, mission, and vision for the employees to understand.
Orientation programs are differentiated from psychological contracts, realistic job previews, socialization, and training. The appropriate framework for new hires would be Realistic Orientation Programs for new Employee Stress (ROPES). The management should understand that future research on employee orientation should use experimental designs, borrow liberally from similar inquiry areas, follow a clear definition of the conceptual domain, and be conducted in field settings.
Adam, A. and Rachman-moore, D. (2004). The Methods Used to Implement an Ethical Code of Conduct and Employee Attitudes. Journal of Business Ethics, 54(3), pp.223-242.
Bellot, J. (2011). Defining and Assessing Organizational Culture. Nursing Forum, 46(1), pp.29-37.
Giancola, F. (2012). Are Employee Benefit Programs Being Given Enough Credit for Their Effect on Employee Attitudes?. Compensation & Benefits Review, 44(5), pp.291-297.
Huang, Y., Chen, P., Krauss, A. and Rogers, D. (2003). Quality of the Execution of Corporate Safety Policies and Employee Safety Outcomes: Assessing the Moderating Role of Supervisor Safety Support and the Mediating Role of Employee Safety Control. Journal of Business and Psychology, 18(4), pp.483-506.
James, K. and Lahti, K. (2011). Organizational Vision and System Influences on Employee Inspiration and Organizational Performance. Creativity and Innovation Management, 20(2), pp.108-120.
Stupariu, I. (2013). The Effect of Companies' Transformations on Legally Binding Contracts. SSRN Electronic Journal.
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