100 day Employee On-Boarding Program

Abstract

Employees’ job attitudes are indispensable from an organization’s perspective because of their link to employee engagement and job performance. Employee Induction Program plays a critical role in defining Employees’ Job Attitudes. An Induction Program which does not balance out the Theoretical Knowledge, Practical Knowledge, and Interactional needs of a new recruit is implausible and is inefficient in bringing the desired outcome in terms of Social Integration and Employee Performance. A Multi-phase Employee Induction Program is essential to provide the New Employees both theoretical and practical knowledge needed to perform well in their new job and satisfy their social needs. A well-structured Induction program shall help the organization to achieve both the short term benefits of Role clarity for the new Joiner, Organizational socialization and the long term benefit of Employee Performance and Engagement. An Induction program is plausible if a balanced focus is given to Theoretical Knowledge, Practical Knowledge, and Employees Social need. Earlier Inducting Program was analyzed for gaps and the process is made more plausible by improvising and customizing the Induction program to have the right balance of Theoretical and Practical knowledge and Social Integration.