The difference between orientation and on-boarding
“While orientation might be necessary—paperwork and other routine tasks must be completed—onboarding is a comprehensive process involving management and other employees that can last up to 12 months.” SHRM
“For new hires, orientation is a one-time event welcoming them to your company. Onboarding is a series of events (including orientation) that helps them understand how to be successful in their day-to-day job and how their work contributes to the overall business.” Insperity.com
“Onboarding is an ongoing process of building engagement from the first contact until the employee becomes established within the organization. Orientation, on the other hand, is a stage of onboarding where new employees learn about the company and their job responsibilities.”
What typically happens during orientation?
- New employees are welcomed to the organization. Broad strategy (mission, vision and values) are discussed. : Senior leaders or long-tenured employees come and talk on these topics often telling the organization’s stories to help new hires understand the heart of the organization.
- Reviewing and signing mandatory new employee paperwork. HR usually helps the new employee to complete the paperwork and they collect it.
- Benefit plans are discussed and questions answered.
- Key policies (like safety, health, etc are reviewed).
- Administrative procedures, e.g. computer logins, etc. are done
What typically happens during onboarding?
The goal of onboarding is to help an employee become successful in their work. It is a gradual process that should can last up to 12 months. During onboarding, the new staff is introduced to his/her department. They begin to learn the culture, broad goals, core behaviors of the organization. They start participating in meetings and working with co-workers.
Good supervisors usually schedule regular check-in meetings with new employees. Over time, the new employee learns the specifics of their role and responsibilities and how to accurately complete tasks. They learn who their support system is an work and who the stakeholders are.
After the first 90 days, good managers would work with the new employee to develop SMART goals for their role.
