PROBLEM IDENTIFICATION

BY

AKIN-AKINRELERE, OLUWATOMI
PG/22/0170
COURSE OF STUDY: MBA

AREA OF SPECIALIZATION: HUMAN RESOURCE MANAGEMENT

PRESENTED TO: DR. KABUOH, M.N

SCHOOL OF MANAGEMENT SCIENCES,

BABCOCK UNIVERSITY, ILISHAN REMO,
OGUN STATE, NIGERIA.

MAY, 2023.
 ONBOARDING PROCESS AND
EMPLOYEE RETENTION
•Onboarding refers to the process through which new
employees are introduced to their roles, responsibilities, and
the organizational culture of their new workplace. It is a
crucial stage in the employee lifecycle that aims to help
newcomers quickly adjust, integrate, and become productive
members of the organization. Retention refers to an
organization's ability to keep employees engaged and
committed to the company over a sustained period. It is a
measure of the extent to which employees choose to stay with
the organization rather than seeking opportunities elsewhere.
• Onboarding and retention are interconnected concepts
within the realm of human resources. Effective onboarding
practices can positively influence employee retention, while
poor onboarding experiences can lead to higher turnover
rates. It is important for organizations to recognize the critical
link between onboarding and retention. By investing in well-
designed onboarding programs that address the needs of new
employees and foster their engagement and connection,
organizations can improve retention rates and create a
positive employee experience from the early stages of
employment. (Bauer, 2004)
 BACKGROUND OF STUDY
• Human Resource Management deals with how to recruit, select, induct, compensate,
train, and develop employee in compliance with labour laws that govern such region.
(Kukreja, 2017). Hence, the need for a human resource department in an organization.
One of the functions of Human Resource Manager is Employee Onboarding. The
onboarding could be analysed based on the four C’s of Onboarding (Hearn, 2017) below:

 Compliance: The employee must be acquitted with the company’s policies and
procedures that he/she must comply with.
 Clarification: Job expectations/descriptions must be clearly explained to the new
employee. Questions and answers should be entertained.
 Culture: The company’s culture which is contained in the company’s handbook must be
given to the new employee.
 Connection: The right mentoring should be given to the new employee by connecting
with a supervisor and other members of staff.
 PROBLEM STATEMENT
• The onboarding process in many organizations is facing challenges that hinder its
effectiveness in integrating and retaining new employees. Insufficient training,
inconsistent practices, and a lack of socialization and cultural assimilation contribute
to a suboptimal onboarding experience. These issues lead to decreased job
satisfaction, slower integration, and higher turnover rates among new hires.
Addressing these challenges is crucial to ensure a seamless transition and successful
integration of new employees into the organization.
which will be measured with sub variables such as Effective Preparation, Effective Orientation, Effective Integration, Effective
Engagement, Effective Follow Up and Effective Employee Value Proposition (EVP), while the dependent variable will be
Employee Retention which will be measured as a whole.

The model for the variables was denoted in the equations below:

Operationalization of Variables X = Effective Onboarding

Y = f(X) (EO)
Where:

Y = Dependent Variable
• x1 = Effective Preparation (EP)
X = Independent Variable • x2 = Effective Orientation (EO)
Y = Employee Retention (ER)
• x3 = Effective Integration (EI)
X = Effective Onboarding (
X = (X1, X2, X3, X4, X5, X6)EO) • x4 = Effective Engagement (EE)
• x5 = Effective Follow Up (EFU)
X = (x1, x2, x3, x4, x5, x6) • x6 = Effective Employee Value
Proposition (EEVP)
 SUMMARY ON PROBLEM IDENTIFICATION

• One prevailing issue in onboarding is the lack of a

comprehensive and structured onboarding process. Many
organizations still struggle to provide a well-designed and
consistent onboarding experience for new employees.
• Identifying problems in employee onboarding is essential to
ensure that the process is effective in setting new hires up for
success.
• Identifying problems in the onboarding process is crucial to
ensure that new employees have a smooth transition into the
organization and feel equipped to perform their job duties.
 ONBOARDING PROCESS AND EMPLOYEE RETENTION
PROBLEMS IN ONBOARDING PROCESS IN EMPLOYEE
RETENTION STRATEGY

 Limited Social Integration: If new employees do not

have opportunities to connect and build relationships
with colleagues, they may feel isolated and struggle to
integrate into the organizational culture. Limited social
integration during the onboarding process can present
significant challenges for new employees. When
individuals feel disconnected from their colleagues and
the organizational culture, it can impact their sense of
belonging, engagement, and overall job satisfaction
 Poor Communication: Communication breakdowns can
occur when new hires are not provided with the
information they need to succeed, or when they are not
given clear expectations and goals. Poor communication
between new employees, their managers, and their
colleagues can lead to misunderstandings, missed
opportunities, and a lack of clarity about expectations.
• Lack of Feedback: Without feedback from their manager
and colleagues, new hires may not know how they are
performing or what they need to improve. Without regular
feedback and guidance from managers and colleagues,
new employees may struggle to improve their performance
and may feel uncertain about their role in the organization
 ONBOARDING PROCESS
AND EMPLOYEE
RETENTION
 Insufficient Training: One of the primary
goals of onboarding is to equip new
employees with the skills and knowledge
necessary to perform their job effectively.
However, if the training provided is
generic or does not align with the specific
requirements of the role, it can leave new
hires feeling ill-prepared and unsure of
their responsibilities. This can lead to
decreased job performance and frustration.
When training is inadequate, new hires
may not be fully equipped to perform their
duties, which can lead to errors, poor
performance, or even attrition. If new
employees do not receive adequate training
during the onboarding process, they may
struggle to understand their job duties or
how to perform them effectively.
 ONBOARDING
EMPLOYEE
PROBLEMS
 Overwhelming Workload: If new
employees are immediately
overloaded with complex tasks and
responsibilities without proper
guidance or gradual workload
increase, they may experience stress,
performance issues, and
dissatisfaction. An overwhelming
workload during the onboarding
process can pose significant
challenges for new employees,
affecting their ability to adapt, perform
effectively, and maintain job
satisfaction
 ONBOARDING PROBLEMS AND
EMPLOYEE RETENTION

 Lengthy Onboarding Process: A lengthy onboarding process

can be overwhelming and frustrating for new hires, leading to
disengagement or even attrition. If the onboarding process is too
long or complicated, new hires may feel frustrated and
overwhelmed, leading to disengagement or even attrition.
 ONBOARDING PROCESS AND EMPLOYEE
RETENTION

• Onboarding can be a challenging process for both employees and

employers, especially when it is not well-planned or executed.. By
implementing sustainable solutions, employers can create a positive
onboarding experience for new hires, which can help set the stage for
long-term engagement and success within the organization
• Identifying these and other potential problems in the onboarding
process is important to ensure that new hires have a positive and
productive experience within the organization. By addressing these
issues, employers can improve employee retention, job satisfaction,
and overall organizational performance.
 • Basu, C. (2019). What Core Competencies Give an Organization
Competitive Advantage. Retrieved from:
https://smallbusiness.chron.com/draft-organizational-capability-profile-
36770.html
•Bauer, T.N. (2004). On-Boarding New Employees: Maximizing Success.
SHRM Foundation. Retrieved from:
http://www.shrm.org/about/foundation/products/documents/onboardin
g%20epg-%20final.pdf
BIBLIOGRAPHY •Halvorson, C. (2015). 12 Employee Onboarding Best Practices Every
Business Owner Needs to Know. WhenIwork.com. Retrieved from:
http://wheniwork.com/blog/employee-onboarding-best-practices/
•Hearn, D. (2017). The Four C’s of Effective Employee Onboarding.
Retrieved from:
https://www.greatamerica.com/blog/office-equipment-blog-the-four-cs-
of-effective-onboarding-aspx
•Kukreja, S. (2017). Human Resource Management Models. Retrieved from:
https://www.managementstudyhq.com/hrm-models.html
•Maharjan, P. (2018). Challenges and Issues in Human Resource Management. Retrieved from:
https://www.businesstopia.net/human-resource/challenges-issues-human-resource-management

•Pietila, N. (2016). The Future of Onboarding: Say Goodbye to Sink or

Swim. Retrieved from https://medium.com/advancing-k12-edtech/the-