Memos of an On-Boarding Process

Question: create an outline of Memo of an onboarding process


To: Mr. Human Resource Manager (Name)
From: Manager 
Subject: Onboarding program
Date: 22/2/2018
I have evaluated the internal scenario of the organization. On the basis of collected information, I have identified that our organization does not follow the onboarding program to aware the new employees about the organization and its internal or external environment (Ho et al., 2017). In order to enhance the company productivity and generate satisfied employees, it becomes necessary for the organization to adopt onboarding program practices in favor of its employees. In the absence of an onboarding program, the company cannot utilize the overall potential of the employees and generate profit in the internal and external market. On the basis of international and domestic internal analysis, I have identified that the company needs the onboarding process for different reasons. The first and foremost reason is to connect new employees with their team members. I have evaluated that the new employees feel comfortable within the internal environment of the organization. That's why they become failure in utilizing their overall capacity and leave the company within five or six months. If the company has the appropriate onboarding process, they can make familiar the new employees with existing ones. Therefore, the onboarding process is necessary to move ahead and get significant profit from the existing industry.
On the other hand, the second and foremost reason behind the use of onboarding training process is to develop job knowledge among hired employees. I can say that the disclosure of company's working, its aim, objectives, and working methods is important to enhance the performance of the new employee and generate significant outcomes. In addition to teaching vision, values, and culture of an organization, proper onboarding ensures that new employees effectively understand their roles and how they related to the organizations big picture operations. Moreover, another reason behind the use of onboarding training is to reduce the turnover within the company. So, I can say that the onboarding process should conduct to improve current and future productivity of the organization.
I also identified that our company needs to consider some important elements of onboarding training program while organizing process on an international level. The first element is workplace culture and business background (Klein et al., 2015). In order to improve the global working of hired employees, they should have significant information about the workplace culture like language, personality, and history as well. The information about the company and culture background will strengthen their existing knowledge, and they can prepare themselves for international challenges. On the other hand, the second and foremost element is disclosure of mission, objectives, and undergoing projects. The information about these elements will prepare the new employees to shaper their behavior and culture according to the requirements. So, I can say that onboarding program should conduct to satisfy the new employees and make them familiar with our culture (Dikli et al., 2018). In order to demonstrate the effective establishment of the onboarding training program, we need to carry out the five different steps. These steps are the creation of a well-planned program outline, engagement, training and support, use of best training practices and follow up. With the help of these steps, onboarding training program can significantly add within the human resource policies of our organization.


Ho, Y., & Anderson, R. (2017). Workforce Development Strategies for the City of Brooklyn Park.
Dikli, S., Rawls, R. S., & Etheridge, B. C. (2018). Reflecting on New Faculty Training: Internationalized Learning Essentials. In Curriculum Internationalization and the Future of Education (pp. 203-215). IGI Global.
Klein, H. J., Polin, B., & Leigh Sutton, K. (2015). Specific onboarding practices for the socialization of new employees. International Journal of Selection and Assessment, 23(3), 263-283.

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