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Orientation and Onboarding

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The Employment Cycle

  • Format: Self-paced
  • Course Duration: 1 hr 45 mins
  • SHRM Professional Development Credits: 1.75
  • HRCI General Recertification Credits: 1.75
  • Certificate of Completion (after passing quiz)

The HR profession has expanded a great deal over the past few decades. It is no longer focused on a myriad of administrative duties or compliance related activities. Today’s HR is expected to know and understand the big picture including every facet of the human resources function. Learning the employment cycle is a perfect method to obtain a complete understanding of human resources in the workplace. Although it may seem overwhelming, this course will breakdown each phase in a simple, practical manner, highlighting challenges and best practices. Starting with Recruit and ending with Transition, the course provides an overview of each phase and digs deeper into the details so you, the HR professional, can recognize how best to support and guide the cycle for a successful employee/employer relationship.


SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.75 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

HRCI:
This activity, has been approved for 1.75 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

Title: Orientation and Onboarding
Module: Recruit
Duration: 3:09

The candidate has accepted your organization’s offer. The start date is set. It’s time to prep for their arrival and begin onboarding. At this point, you’ve already sent them whatever paperwork must be completed prior to or on their first day. You should set a time to touch base with them before they arrive for any last minute questions or concerns.

What’s most important for you and your management team to understand, is that onboarding goes far beyond an orientation. Let’s make the distinction.

According to the Society for Human Resources Management, onboarding is the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization. It's meant to fully engage your new hire in the remainder of the employment cycle. At this time, there will be more focus on training and development in an effort to build skills and set performance expectations. Through their interactions, the team should also demonstrate whatever employer brand was conveyed to the new hire during interviews. It can last up to 2 years.

However, Orientation is an initial welcome to your organization. It’s an event which may span from 1 day to 2 weeks. Unfortunately, it will include some time for handling new hire paperwork. We know as HR professionals, this is a necessary evil. It's also important for your new hire to become familiar with the employee handbook. A handbook should contain all the policies and guidelines associated to employment with the organization. If you have a small group of new hires starting on the same day, you may want to highlight the most important information in a presentation.

Your presentation may include a review of the company, its mission and values as well as structure and culture. A discussion about benefits and any other “need-to-know” procedures such as ordering office supplies or obtaining computer login information.

I strongly recommend you make this day or week a fun, engaging time. You and your team have worked so hard to find this person. You want them to stay with your organization so roll out the red carpet.

For a group, order a light breakfast, coffee and lunch. Ask members of your management team to meet with the new employees and speak about their experiences. Set up interactive informational sessions and give them a full tour of the facility. If you’re only meeting with one new hire, bring them over to the cafeteria, introduce them to anyone you know and encourage the manager to take them out for lunch or host a pizza party so they can meet the entire team. The goal is to make them feel welcome.

Instructor: Christina A. Danforth

Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...

Christina's Full Bio

SHRM Recertification

HR Jetpack® is an official SHRM Education Partner recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

HRCI Recertification

HR Jetpack® is recognized by HRCI as an approved provider to offer credit hours towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.

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The information provided on this site, and in all courses should be used as a guide. Always consult an attorney when making employment law decisions.

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