Employee On-boarding, Motivation And Retention Flashcards
A process that starts before the employee joins the organization, continuing for several months and which aims to develop employee behaviour and knowledge that will ensure the long term success and commitment of the employee to the organization
On-boarding
The process of integrating the new employer into the organization and acquanting them with the details of the employer to the organization
Orientation
Integration of the new employee into the organization quickly so that they can become and effective employee asap
Main objective of orientation
Striking a balance between providing information and equipping the new employee with knowledge of the job and work environment whilst making a positive long-term impact on the employee that will influence their behaviour and commitment to the organization
Focus of onboarding
Benefits of orientation for the newcomer
Feeling secure and welcome, reduced stress, understanding how to contribute to the employer, able to share thoughts, and feeling about their role
Benefits of orientation for the employer
Lower staff turnover, greater commitment to values and goals, improved manager/subordinate relationships and a better understanding of company policies, goals and procedures
Responsible for assisting the new employee regarding how to operate basic equipment such as photocopiers, telephones and faxes and how to dispose of the mail. They may also demonstrate how to log on to computers, generate passwords and use basic programs
Mentor/buddy
Explains issues such as grievance and disciplinary procedures
The shop steward/staff rep
Responsible for the completion of induction evaluation forms. They must also provide informal feedback to the HR department and supervisors if requested
New employees
General organizational orientation
Affects all employees in the organization
Specific departmental orientation
Tailored to the new employees specific department
Consists of policies, procedures, working conditions and expectations that guide employees.
Employee handbook
The organisatio plans and officially conducts it at a given time
Formal orientation
Five approaches followed during orientation
Verbal, written, audio-visual, systems-based and digital
A properly formulated orientation policy, drawn up jointly by management and employers, should be officially adopted by top management before the programme is designed
Orientation policy
Info the new Comer requires as soon as possible to fit in and be effective
‘Need to know’
Information that can be given over a period of time as they settle in
‘Nice to know’
Categories of information in orientation
Job-related - this info describes what the job entails and how it is done
General- this includes a great deal of info, such as fringe benefits, safety and accident prevention, and physical facilities
The force that energizes behaviour, gives direction to behavior and underlies the tendency to persist, even in the face of obstacles
Motivation
Factors that contribute to motivation
Increased Diversity of the workforce, motivators are specific to the individual
Components of Maslow’s hierarchy of needs
Physiological, safety, social, self-esteem, self-actualization
Psychological needs
Primary needs like food, shelter and clothing that cam be directly satisfied
Safety needs
Motivational factor, security need is job job security and other factors like increase salary and benefits
Social needs
Employees desire social relationships inside and outside the organization
Self-esteem needs
Such as job title and status items within the organization such as office size, parking spaces and level of responsibility
Self-actualization
Self-fulfilling, useful life in organisation’s and society, seeking challenging and creative jobs to self-actualize
3 components of Alderfer ERG
Existence, relatedness, growth
Alderfer’s proposal
When one need is frustrated, we simply concentrate on the other.
David McClelland Theory of Motivation
Three needs are emphasised - power, affiliation and achievement
Focusing on goals and performance
The need to achieve
Motivated people to become members, interpersonal relations with others
The need for affiliation
Desire to obtain and exercise control over others, resources and environment
The need for power
Unwritten mutual expectations/obligations employees and employers have about the nature of their work relationships
The psychological contract
