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"Contents :- Aligning needs - The orientation process - Design your manager onboarding program - Consider your audience; orientation to projects, teams, and stakeholders - Wrapping it up - References & resources - Job aid "

"Contents :- Snapshot veteran - How important is culture? - Employee life cycle - Retention and ROI- References & resources - Job aid: organizational readiness assessment"

"Proses onboarding telah ditemukan memberikan manfaat bagi produktivitas karyawan dalam jangka panjang di sebuah organisasi. Metode onboarding lambat laun telah bergeser dengan menggunakan daring, luring, atau blended. Penelitian ini akan menganalisis lebih jauh mengenai pengaruh onboarding terhadap job performance melalui peran mediasi affective commitment, work engagement, dan employee creativity dengan Metode Onboarding sebagai Moderator. Data dari 204 karyawan dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa peningkatan onboarding yang efektif dapat meningkatkan affective commitment, work engagement, dan employee creativity. Selain itu, variabel-variabel tersebut juga ditemukan memediasi pengaruh onboarding terhadap job performance, kecuali affective commitment. Metode onboarding juga ditemukan signifikan memoderasi pengaruh onboarding terhadap job performance.

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The onboarding process has been found to provide long-term benefits to employee productivity. The method has gradually shifted to online, offline, or blended. This study will further analyze the effect of onboarding on job performance through the mediating role of affective commitment, work engagement, and employee creativity using onboarding method as moderator. Data from 204 employees were analyzed using the Structural Equation Modeling (SEM) method. The results showed that effective onboarding could increase work engagement, affective commitment, and employee creativity. In addition, these variables mediate onboarding on job performance, except for affective commitment. The onboarding method was also found significantly moderate the effect of onboarding on job performance."

"Dalam dekade terakhir, fenomena para pegawai baru yang meninggalkan pekerjaan di masa-masa awal bekerja menjadi perhatian di dunia kerja. Fenomena ini terarah kepada peran manajemen HR atau SDM yang bertanggung jawab dalam merancang kebijakan dan program yang bertujuan untuk menahan dan mengikat para pegawai baru untuk bertahan lebih lama di organisasi. Program onboarding dipercaya sebagai prgram yang dapat organisasi rancang untuk mencapai tujuan tersebut. Di angkatan kerja terkini, Generasi Z adalah pendatang baru di tempat kerja. Generasi yang akrab dengan teknologi ini memiliki karakteristik dan kebutuhan yang mana pihak manajemen perlu memahami dalam memberdayakan kelompok ini di tempat kerjaPenelitian ini bertujuan untuk membuktikan secara empirik mengenai peran program onboarding dalam mempengaruhi personal resources pada Generasi Z dan implikasinya terhadap work engagement. Teknik Structural Equation Modelling (SEM) dari perangkat lunak Lisrel digunakan untuk menjelaskan hasil olah data dari sampel yang merupakan Generasi Z yang bekerja di are Jabodetabek. Pengumpulan data dilakukan dengan cara online based-survey dengan teknik non- probability dan snowball sampling technique. Peneliti menemukan signifikansi dari penelitian ini mengenai pentingnya organisasi untuk menaruh perhatian yang lebih pada program onboarding sebagai komponen yang penting dalam siklus manajemen talenta di organisasi. Khususnya di latar tempat di Indonesia, belum pernah ada kajian mengenai penelitian tentang pengaruh program onboarding terhadap engagement kerja sebelumnya.Temuan dari penelitian bahwa Generasi Z bergantung pada kegiatan onboarding yang efektif, untuk dapat lebih engage dengan pekerjaan dan dengan organisasi. Kegiatan ini akan memenuhi ekspektasi pekerja dan membentuk efikasi diri pegawai baru yang mendorong motivasi intrinsik dan memunculkan engagement kerja. Dari temuan penelitian, organisasi perlu untuk merancang kegiatan onboarding dengan efektif yang memiliki komponen pengalaman socialization, orientation training, leadership, dan task characteristic. Pentingnya organisasi menyadari peran penting motivasi dalam diri pegawai baru untuk membuat pegawai baru berkomitmen lebih terlibat dengan organisasi untuk periode waktu yang lebih lama.

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The phenomenon of newcomer leaves the job in early period of work became the employment issue in the decade. The management of HR is the one in charge to arrange the program to retain and engage the newcomer to stay longer in the organization. Onboarding program is believed as the tools of organization to do so. In the recent workforce, Generation Z acts as the newcomer in the workplace. This tech-savvy generation has their own needs in the workplace which management should acknowledge them to empower this cohort as employee.

The paper has a goal to empirically demonstrate the role of the onboarding program on the personal resources of Generation Z to the work engagement as the final outcome. The Structural Equation Modelling (SEM) technique by Lisrel software is used to examine the sample of the Generation Z acts as a worker in Jakarta metropolitan area. The data is projected to be gathered by online based- survey by the non-probability snowball sampling technique.

The author found out the value of the paper is about the importance of the organization to pay more the attention to the onboarding program as the critical component in the talent management cycle of the organization. To be exact by the setting of the workplace in Indonesia, which the coincident research of the onboarding program effect to the employee’s work engegement is never have done before. The effective onboarding is expected to enhance the personal resources of newcomer that implies to the intrinsic motivation that generate the newcomer’s work engagement.

The findings of the research is the Generation Z tends to rely on the effective onboarding program held by the organization, to be more engage with the job and organization. By the program, the expectation of job would be fullfilled as the efficacy of the competence of the worker is created and the intrinsic motivation would emerged as the result. The intrinsic motivation plays the critical role to drive the work engagement from the program of the onboarding. Based on the findings, the organization should arrange the effective onboarding comprises the experience of socialization, orientation training, leadership, and task characteristic. Therefore, the newcomers would enhance the commitment to be more engage with the organization for longer period of time."