We're celebrating 10 Days of Membership! Today's Gift: Receive $20 to Amazon.com with a professional membership with promo 10DAYSAM
Training, policies and tools to help HR prevent and respond to harassment claims.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Develop your HR competencies and knowledge in-person in 12 U.S. cities or virtually.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
More than 80 percent of organizations say they roll out the welcome mat for new hires with a variety of programs, a survey report by the Society for Human Resource Management (SHRM) states.
The Onboarding Practices survey report, released April 13, 2011, at SHRM’s 2011 Talent & Staffing Management Conference & Exposition in San Diego, reported that onboarding—a process to acclimate new employees into its corporate culture—increasingly is becoming an important retention strategy.
Almost three-quarters of SHRM members said that onboarding has a longer duration and is more intensive now than five years ago.
The survey found that onboarding has a longer-term focus than before, as companies focus on developing new hires’ development and advancement opportunities early in their tenure.
Approximately one-third of the organizations polled said they begin onboarding activities when a candidate accepts a job offer, while nearly one-third begin the program on a new hire’s first day on the job.
According to the survey, almost one-half of organizations have onboarding programs for most new hires that take less than eight days. Nineteen percent said their programs last two to three months.
A majority of organizations that took part in the survey said the following is important for the adjustment of new hires:
Onboarding activities include formal meetings, lectures, videos, printed materials and computer-based orientations to introduce newcomers to their jobs and organizations. Informally, companies organize social events, meet-and-greet activities and other forms of team building.
More than half of respondents said programs cover information about the organization and the new hire’s job, department and work group.
Not ‘On Board?’
Time constraints, such as co-workers not able to take time away from their daily tasks, was identified by more than one-half of organizations as a barrier to offering more formal onboarding activities. Another impediment, the survey stated, is insufficient human resource staff to implement the program.
Nonprofit organizations are more likely than privately owned for-profit organizations to cite financial constraints as a reason not to offer onboarding programs.
Only 4 percent of companies participating in the survey said orientation activities were not valued by new employees.
Catherine Skrzypinski is an online writer/editor for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Five key facts about High-energy visible (HEV) a.k.a. “blue light”
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies