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Item Information   Holdings       More by this author     Roethle, Joseph.     Subjects     Employee orientation.     Employees -- Training of     Mentoring in business.     Employee motivation     Engineering firms     MSEM Thesis.     Browse Catalog     by author:      Roethle, Joseph.       by title:      Developing a new emp...         MARC Display

Developing a new employee onboarding program in a small engineering department / by Joseph Roethle. by Roethle, Joseph. Subjects Employee orientation.   Employees -- Training of   Mentoring in business.   Employee motivation   Engineering firms   MSEM Thesis. Description:  149 leaves : ill. ; 29 cm. Contents:  Thesis advisor: Gary S. Shimek. Committee members: Kathy S. Faggiani, David J. Schmitz. Introduction -- The need for a NEOP in small engineering departments -- Issues facing new hires -- Onboarding programs: a literature review -- Understanding new employee onboarding programs -- Guideline to developing an onboarding program -- Conclusion -- A: Articles used for partial meta-analysis -- B: Classification of meta-analysis articles -- C: "All onboard!"-the onboarding road map online. Purpose: Onboarding is a tool by which small engineering departments can strategically integrate new employees into the work environment. Unfortunately, organizations in general do not make use of onboarding programs. To help assist engineering managers who have access to limited resources, the purpose of this thesis is to define a process guideline to help these individuals construct an onboarding program for their respective departments. Methods: In order to define a process guideline for an onboarding process, research was conducted in business- and management-related literature. A partial meta-analytic review was performed on this existing onboarding material. Main results: By employing a partial meta-analytic review, two major results were uncovered: (i) The analysis provided an insight into the current state of onboarding literature; (ii) The analysis revealed that onboarding is comprised of more familiar business/management-related practices. The review pointed out that the appearance of onboarding in the literature has been increasing since the late 1990's. This increase indicates that onboarding usage in organizations is increasing, that there is a growing need for onboarding-related material, and that contributors are viewing onboarding as an increasingly important tool rather than a fad. Despite this growing appearance in literature, the quality of onboarding contributions is lacking. In addition, the existing literature concerning onboarding is focused mainly on best practices and benefits. There are limited contributions in the area of onboarding application and execution, further supporting the need for a process guideline. The meta-analysis also revealed that onboarding consists of four major components: training, orientation, mentoring, and knowledge management. Because these components have a knowledge base more expansive than that of onboarding, additional research was conducted in these four component areas, providing a better understanding of the onboarding process as a whole, and the role of each of these components play within the onboarding process. Using the data and findings uncovered in this process- an onboarding process guideline was created. The process guideline is broken into three areas -- training, orientation, and mentoring -- with the knowledge management system serving as the backbone -- providing organizational information directly and indirectly to the new employee. Main conclusions: In constructing a process guideline, onboarding was found to be more than just a tool to introduce new employees to a department. Organizations and departments can use onboarding strategically. Through careful planning, execution and review of the onboarding process, organizations and departments can accomplish such goals as shaping culture, maximizing efficiency, improving production, and reducing expenses. Main recommendations: It is recommended that small engineering department management employ the process guideline developed in this thesis to implement an onboarding program. In doing so, small engineering departments can more effectively use their existing resources. Small engineering departments will be able to strategically align their employees with the objectives of the organization and the department. The onboarding program will also improve the relationship between the new employee and the employer. To develop the knowledge base of onboarding, it is recommended that further research should be conducted in the area of onboarding practices. An emphasis should be placed on onboarding implementation, which will help enable management of organizations to implement such a program and make onboarding a more common practice in the workplace.   Copy/Holding information Location Collection Call No. Status   Walter Schroeder Library Master's Theses AC805 .R643 2012 Available Add Copy to MyList Format: HTMLPlain textDelimited Subject:   Email to:

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