Posted: May 25th, 2022

Onboarding case study for SRM

Human Resources

The service provided by HR to the employer by contributing to the creation of strategic advantage. The HR function aligns itself with the overall strategy of the organization by ensuring that the right people are in the right roles, that they are sufficiently trained to perform to expectations, and that there are an absence of issues with respect to things like safety (SHRM.org, 2016).

Hiring and retention are two key areas of importance for HR. Basically, an organization requires good people who can execute their roles effectively. It is not always easy — depending on the role — to find such people. So where HR adds value with respect to strategy is by finding such people in the first place, and then putting the policies in place to retain such individuals (Mayhew, 2016).

The first practice that can be improved is the two day onboarding. You can’t just blitz new employees with two days of material and expect them to remember much of any of it. The safety material can be covered because of its importance but whoever designed this clearly does not remember what it’s like to start a new job — your brain is mush by mid-afternoon on day one, so an intensive two-day program is hopeless. The second thing is the lack of standards on the new training programs. If the instructors vary significantly it is for lack of standards set out by HR. A third issue is the lack of an ongoing T&D program to keep up with changes in skills and technology. That must be remedied. There are other issues, too, but these are three of them.

4. Ongoing training is often better than single-day (or worse, two-day) training. There are several reasons why ongoing training is best practice. Regular training not only allows employees to remember information better, but it keeps them engaged with their roles. Motivation is higher with ongoing training, and the material they are trained on is more up-to-date as well, something that matters when dealing with both technology and with various safety and legal standards (Dillon, 2016).

5. The recommendation I would make is to restructure the training program. First, there should be specifications for the training — how much time an instructor takes is less important that whether or not they have covered the material adequately. But specs and guidance for trainers is just as important as for any other role, so specs should be in place. Further, the initial onboarding training should be shorter — one day at the most. The employees should be trained on their jobs and safety issues related to their jobs first and foremost, so that they can be productive as quickly as possible. The second week should see the broader OSHA training and the third week company training. Companies often avoid this sort of structure because they see onboarding as “we onboard as quickly as possible and then get them working,” not realizing that if the onboarding is too intense nothing they teach the new hires will be remembered. Onboarding should be structured more as a process.

6. The expected results will be greater retention of safety knowledge and general company knowledge. The ROI on measuring company knowledge isn’t going to be that great, but safety violations are potentially very expensive so that can definitely be measured. Two types of measures will be used — output measures (safety issues), and input measures (spot testing during the training process). Any new hires trained before the process can be put into place will also receive this testing, to provide a baseline against which to measure the success of the new plan at getting employees to remember critical safety information.

7. There are certainly going to be some challenges. It is not hard to envision pushback from hiring managers who don’t want to lose their new people to training every week — once they get them working they probably want to keep them working. But ultimately, the onboarding process will deliver better employees, and that is the business case to be used. If the training ends up costing more (it actually shouldn’t) there might be pushback from senior management. But there is clear evidence that the current approach is not working, and most of the literature on the subject can be used to make the case that the new approach is actually more in line with accepted best practices.

References

Dillon, S. (2016). The advantages of ongoing training instead of single-event training. Houston Chronicle. Retrieved October 8, 2016 from http://work.chron.com/advantages-ongoing-training-instead-singleevent-training-6199.html

Mayhew, R. (2016). Key recruitment and retention strategies. Houston Chronicle. Retrieved October 8, 2016 from http://smallbusiness.chron.com/key-recruitment-retention-strategies-2534.html

SHRM.org (2016). Strategic HRM. Society for Human Resource Management. Retrieved October 8, 2016 from https://www.shrm.org/india/hr-topics-and-strategy/strategic-hrm/Pages/default.aspx

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