week 5 assinment 2 (1).docx - Running Head HRMN 400...

Running Head: HRMN 400 Assignment 2 1
HRMN 400 Assignment 2
Onboarding and Performance Management
Chris Rudisill
September 19, 2019

HRMN 400 Assignment 2 2
Question 1.
Hubbs went through a three-week training period where he should have learned departmental
methods, procedures and gotten familiar with company products. This training period should
have prepared Hubbs for his first writing assignment. Hubbs also attended project meetings
during this three-week period. In these meetings, Hubbs met employees from the other
departments involved with the product group and learned the status of the current project. In the
research paper New Employee Onboarding Programs and Person-Organization Fit: An
Examination of Socialization Tactics, written by Kaylee L. Pike, Pike describes onboarding
programs as a way to help employees become productive faster and to reduce the shock that new
hires may experience with the new company. Effective onboarding process will reduce turnover
rates and in turn, turnover costs as well as help the new employee embrace the organizations
culture and values. With the skill, sets that Hubbs claimed to have had during the hiring process
the orientation process he went through should have been sufficient. However, it is vital that
every employee understands and knows how to use the material presented during orientation.
Effective training methods that are useful during the onboarding process are online training for
software skills, safety procedures, or other technical skills. Hands on training to teach the use of
copiers or other equipment. Training performed by leadership to teach “soft” skills such as
coaching, team-building, customer service, client management. Formal business course provided
by outside vendors working alongside a fellow employee to witness and learn procedures and
skills. Assigning a mentoring for one-on-one meetings to review work, discuss options, and
provide feedback. [ CITATION Empnd \l 1033 ] Furthermore, the Onboarding process that
Hubbs experienced lacked Organizational Socialization. Socialization dives deeper than daily job
functions and knowledge skills and abilities to perform a job. [ CITATION Pik14 \l 1033 ] The
four key components of organizational socialization that need to be addressed in new employee

HRMN 400 Assignment 2 3
onboarding programs are Culture, Network Development, Career Development and Strategy.
[ CITATION Pik14 \l 1033 ] New employees need to understand the culture and values of the
company. New employees get a sense of fit within the company when they can connect with the
purpose of the organization. Hubbs would have benefitted greatly from this component, since it
outlines performance expectations, social norms, and “unspoken habits of thought and behavior [
CITATION Pik14 \l 1033 ] There is obviously a strong sense of pride in the technical research-
writing department. The department insists on putting out top quality work and have a reputation
of consistently doing so. Hubbs may have been motivated to do a better job had he known of the
department’s culture. While Hubbs did meet other employees during the project meetings, this