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Learning Quest: NEO and On-Boarding

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This utilizes a Learning Quest. You will participate as explorer on a quest to learn about NEO and On-boarding. As an explorer, you will search for information about the practices utilized for NEO and On-boarding programs. You will discover the ways these programs can be developed, the barriers involved with effective design and successful implementation, and how to overcome these barriers.

The culmination of your Learning Quest will be an 8-10 pages (including the table of contents and reference page). The assigned readings for this module consist of websites that will inform your understanding of the topic NEO and On-boarding programs. You will supplement these readings by utilizing databases and other search engines. Be sure to search for and utilize a minimum of four journal articles, which present research findings that inform the questions you are exploring.

Students will explore the following questions regarding new hire orientation and on-boarding programs:

How are New Employee Orientation (NEO) and On-boarding defined?
Why should organizations utilize these programs?
What are effective, and ineffective, practices for orienting and socializing new employees? What are the intended outcomes of NEO and On-boarding programs?
What approaches can be used to develop and implement NEO and On-boarding programs?
What are potential barriers to effective design and successful implementation; and how can the barriers be overcome?

The outcome of this assignment will be a paper with four sections:

Introduction
Exploration Questions
Journal Article Review (Attached)
Conclusions (including your own reflective comments on the topic)

This template should be used when writing your paper: Exploration Paper Template (attached).

Attachments

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Introduction

This exploratory study explores what New Employee Orientation (NOE) and on-boarding programs are all about, the practices utilized for NEO and on-boarding programs, how these programs can be developed, the barriers involved with effective design and successful implementation, and how to overcome these barriers. It will do this by analyzing the on-boarding and integration process at Bristol-Myers Squibb (BMS) after it acquired Medarex.

New Employee Orientation (NEO) and On-boarding at Bristol-Myers Squibb (BMS) after an Acquisition

Welcoming new employees into an organization is one the most important strategic function of any human resource function in any organization. Though there are numerous available skills people in the market, finding talent and keeping it is among the major issues that are significant to any organization. It is therefore of paramount importance that new employees be able to fit well with an organization in order to feel comfortable with their new working environment and to be able to unleash their talents and potential. Research finds that those organizations whose leaders is focusing on building bonds with their new employees within the first ninety days tend to retain their employee for longer periods of time since most employees decide whether or not to continue working in a company within the first six months of work (Aberdeen Group, 2006).This part of the paper will explore what NOE and on-boarding programs are all about, the practices utilized for NEO and on-boarding programs, how these programs can be developed, the barriers involved with effective design and successful implementation, and how to overcome these barriers. It will do this by analyzing the on-boarding and integration process at Bristol-Myers Squibb (BMS) after it acquired Medarex.

New Employee Orientation (NEO) and On-boarding

NEO is often the transactional processes where employees are introduced for the first time to an organization, its policies, processes, internal systems and are assigned names and passwords. This process is often handled by the human resource and is useful in familiarizing the employee with the organizational culture, code of conduct and general atmosphere of how new employees are often received. This process though important has no real impact on the business. Its sole purpose is arm the new employee with necessary information and tools to be able to effectively and deficiently start on their work (Lamoureux, 2008).

On boarding on the other hand is the process of recruiting orienting and integrating new employees in to their roles and into the organizations internal system and culture. The main purpose of this process is so as to effectively integrate the employee into the organization and prepare them to succeed at their jobs and to become completely engaged, productive and a part of the organization. In doing this it ensures that the new employees feel welcome, are acclimated and given the essential tools and resources to get them started fast, effectively and productively in doing their new job roles. While NEO is a human resource function at most, the on-boarding process is part of a training solution function (Lamourex, 2008). When BMS a pharmaceutical company acquired Medarex a biotech company in 2009, it had to onboard and integrates employees from both companies into one organization efficiently and effectively if the organization was to achieve its strategic objective.

Why organizations should utilize NEO and on-boarding programs

As noted above, research shows that organizations whose leaders focus on building bonds with their new employees within the first ninety days tend to retain their employee for longer periods of time since most employees decide whether or not to continue working in a company within the first six months of work (Aberdeen Group, 2006).Though there are numerous available skilled people in the market, finding talent and keeping it is among the major issues that are significant to any organization. It is therefore paramount that any organization that has an effective talent management system to also have effective NEO and on-boarding programs. Organizations should utilize the programs since they help new employees to adjust quickly and smoothly to the social and performance aspects of their new job roles within the organization. This in turn reduces high employee turnover and enhances productivity levels of every new employee within an organization. The faster new employees feel prepared and welcome in their new jobs, the faster they will be able to start performing their roles and contributing to the mission of the organization (Bauer, 2010).

The programs also help boost the employee job satisfaction rate within an organization as it easily jump starts relationships at the workplace. It also helps increase the performance of the new employee as these programs clearly clarify the objectives of the employee and the organization and also clarifies the delivery expectations. These programs are also important to an organization as they provide support through coaching, feedbacks and follow ups, increased organizational; commitments, career effectiveness, low stress on the new employee and higher building of effective relationships within the workplace (Allen, 2006). In BMS case, through a ...

Solution Summary

The solution discusses NEO and on-boarding.

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