Orientation and Socialization

Learning Outcomes

• Types and process of orientation

• Socialization process and strategies
 Introduction and Meaning

Onboarding is the process of helping new hires adjust

to social and performance aspects of their new jobs
quickly and smoothly.

Also known as organizational socialization, it is an

important part of helping employees understand their
new position and job requirements.

In Fortune 500 companies alone, about 500,000

managers take on new roles each year.
 How long does On boarding takes?

Onboarding may last anywhere from a few weeks to a

year, but the most effective onboarding usually lasts at
least a few months.

HR professionals recommend that an onboarding

process should last about 90 days, while some
professionals recommend extending the process for as
long as a year.

A thorough process ensures employees have the

resources they need to get to know the company,
internalize their training, and feel comfortable doing their
job as expected.
 On boarding practice

The company supports on boarding with a two-year, six-part

integration program called “L’Oreal Fit.” The program includes:

Training and roundtable discussions.

Meetings with key insiders.

On-the-job learning supported by line

management.

Individual mentoring and HR support.

Field and product experiences such as site visits and

shadowing programs.
 On boarding activities

• Job offers
• Salary negotiation
• New hire paperwork
• Policy and culture training
• Job training
• Employee handbook training
• Benefits paperwork
• Benefits education
• Facility tours
• Executive introductions
• Team introductions
 Types of On boarding

Informal on boarding is the process by which an

employee learns about his or her new job without an
explicit organizational plan.

Formal on boarding are written set of coordinated

policies and procedures that assist an employee in
adjusting to his or her new job in terms of both tasks and
socialization.
 On boarding process for a new employee

The best on boarding processes will include relational on

boarding, which includes:

• Setting expectations
• Building relationships with other employees
• Creating confidence and trust
• Creating a clear definition of roles and boundaries
 IBMs “Assimilation Process”

IBM executives recognized that the firm had some

success with new employees, but it was stuck at
Level 2—High Potential On boarding.

Realizing that new hires have different needs than

longer-tenured employees, IBM created the Assimilation
Process, which consists of three steps: affirming,
beginning and connecting.
 IBMs “Assimilation Process”

Affirming occurs prior to a new employee’s start date and includes

welcoming the new employee, preparing a workstation and
assigning a coach.

Beginning occurs during the employee’s first 30 days. On the first

day, strict rules are in place to ensure that the new worker is met in
person, introduced to the team, has a functional area in which to
work, completes paperwork and is introduced an intranet on
boarding platform, known as “Your IBM.”

Connecting occurs during the employee’s first year on the job and
consists of three phases. After two months, an “ask coach” checks
in to make sure things are on track.
On boarding Process
Socialization Process

Pre-arrival stage

Encounter stage

Metamorphosis stage