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Employee Onboarding Program Proposal

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Running Head: EMPLOYEE ONBOARDING PROGRAM 1
Proposal for an Employee Onboarding Program
Name
Institution

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EMPLOYEE ONBOARDING PROGRAM 2
Cover Memo
TO: James Hamilton, HR Director
FROM: Nichol Alexander, Training Manager
DATE: April 5
th
, 2017
SUBJECT: The Need for an Onboarding Program
The absence of effective programs for welcoming new hires in the system has deleterious
implications on organizations (Bradt & Vonnegut, 2009). Our firm is no exception. In the recent
past, employees, mainly consultants, have expressed their disapproval of the existing culture
whereby they have to learn the corporate environment and systems through trial and error. Most
of them spend most of their time without any idea of where to start their daily tasks because they
have not been properly oriented into the company (Chopra, 2015).
Still worse is the fact that the delivery and performance is substantially affected during
the process of learning and unlearning and most resources go to waste because trial and error is
an expensive model of learning. Further, the company ends up losing high-quality employees to
the competitors, and our productivity levels go down. Clients, especially in the consultancy
industry, mostly prefer consistency. Therefore, when the company presents new consultants
every six months, it becomes hard for the clients to get used to them and that might make them
contemplate other options. Obviously, this is not what our firm would wish to see.
Moreover, the high turnover levels increase the underlying cost of recruiting, hiring, and
finally developing the new entrants. High turnover, directly and indirectly, affects the financial
standing of the organization (Ferrazzi & Davis, 2015). Most of the expenses incurred here do not
have any return on investment and therefore cannot be justified by the revenues. The profitability
of the firm is thus at stake. Undeniably, high turnover levels also compromise the workplace

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Running Head: EMPLOYEE ONBOARDING PROGRAM Proposal for an Employee Onboarding Program Name Institution 1 EMPLOYEE ONBOARDING PROGRAM 2 Cover Memo TO: James Hamilton, HR Director FROM: Nichol Alexander, Training Manager DATE: April 5th, 2017 SUBJECT: The Need for an Onboarding Program The absence of effective programs for welcoming new hires in the system has deleterious implications on organizations (Bradt & Vonnegut, 2009). Our firm is no exception. In the recent past, employees, mainly consultants, have expressed their disapproval of the existing culture whereby they have to learn the corporate environment and systems through trial and error. Most of them spend most of their time without any idea of where to start their daily tasks because they have not been properly oriented into the company (Chopra, 2015). Still worse is the fact that the delivery and performance is substantially affected during the process of learning and unlearning and most resources go to waste because trial and error is an expensive model of learning. Further, the company ends up losing high-quality employees to the competitors, and our productivity levels go down. Clients, especially in the consultancy industry, mostly prefer consistency. Therefore, when the company presents new consultants every six months, it becomes hard for the clients to get used to them and that might make them contemplate other options. Obviously, this is not what our firm would wish to see. Moreover, the high turnover l ...
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