Integrated On-boarding Drives Alignment: Best Practices for On-boarding Design & Implementation

January 27, 2009

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Integrating on-boarding through the entire talent experience aligns the individual's role and goals with organizational goals. Often seen as a process to assimilate new hires, on-boarding can be used as a tool for knowledge transfer, engagement, retention, and development. When onboarding is owned by multiple stakeholders, the outcome moves beyond engaged talent and aligned goals, to accomplish optimal talent and organizational performance.

Integrating onboarding into employment branding, recruiting, development and performance management often requires a process re-design. Taking stock of your current program typically begins affirming the desired outcomes, such as inculcating culture and performance values, streamlining administrative tasks and access to work tools, facilitating personal relationships and related activities, providing early career support, and drawing on metrics and feedback systems to indicate effectiveness of each of these objectives.

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