On-Boarding practices and employee (inductee) performance

Business companies and organisations potentially want the same thing; they want their employees to be effective and productive to repay your investment in them as soon as possible. There is two ways in order to get their employees on the job and familiarise themselves to the position of the job. On-boarding and inductions are the two strategies a company or organisation can use to help their employee perform as quickly as possible. The purpose of this essay is to determine whether companies taking on on-boarding approach or induction approach to maximise employee’s performance. In the upcoming paragraphs it will be discussing about the company Coca-Cola and their approach on on-boarding to being successful, followed by induction’s importance in some organisations then there will be a comparison of on boarding versus induction and last but not least a conclusion that will summarise the whole topic.
On-boarding is the “process of bringing a new employee on board, incorporating training and orientation.” (Yourdictionary 2015) Coca-Cola Enterprises (CCE) took on the on-boarding approach to train their new front line employees as they believe many companies hire their employee without ensuring they get support, training and assistance needed to be successful on their jobs to provide values for their companies is a massive oversight and the biggest mistake employers make. Coca-Cola Enterprises strongly believe that staff is more likely to stay at their jobs after threes if they have gone through a well-structured on-boarding program. Coca-Cola Enterprises created a two to four week program structure for new frontline employees as they believe it will save money in turnover, increase sales and profit, improve productivity, and raise employee engagement. When staff is hired at Coca-Cola Enterprise they are hired for the long term and is given every opportunity and tool to succeed, therefore as a part of the on-boarding program Coca-Cola enterprise structure every day for two to four weeks for new frontline employees with for example day one orientation, day two business job responsibilities, day three job shadow warehouse so on and so forth giving the new frontline employees a clear direction of what to expect and what is needed for the this job position (Fritz, Kaestner and Bergmann 2010) . On-boarding is known to be a great strategy for the new employees but companies tend to forget about the employees that have been working for the company for a years and have missed out on the on-boarding program, as companies constantly change and find new ways to do things to benefit the employees, an updated on-boarding program is always necessary but companies may not emphasize on-boarding because they wish to avoid insulting established professionals (Ndunguru 2012). They key to eliminating redundancy within companies and organisation is to have a planned on-boarding. (King 2012)
Induction is “the act or an instance of inducting a ceremony or formal act by which a person is inducted, as into office or military service” (TheFreeDictionary 2015). A company in India took on the induction approach to train their employees; they believe that induction training is a vital area for all companies as the first impression is very important. It is the duty of the organization to ensure the new employees feel comfortable (Chidabara, Ramachandran and Thevar 2013). In most companies induction is a once off training for new employees they give it is to welcome new employees to the organization and prepare them for the new position. Induction generally tells the new employees where everything is located, employer and employee rights, occupational health and safety. Inductions are made to let new employees not feel like they have been thrown into the deep end rather it is to help them understand their role and position and to let them familiarise them with the company jargon and let