Human resource management coursework (C18HM)
Question: Option 3: Learning and Development
‘A formalised onboarding programme is a waste of company time and
resources.’ Critically evaluate this statement.
Mark: 58
Instructor’s comment:
Good knowledge, with adequate discussion, yet needs to improve the arguments
and provide more critical discussion. The direction of the argument is not clear, it
sounds like the essay is discussing the benefits/cost of onboarding in general not
specifically formal onboarding (FO). The answer should focus on the questions by
elaborating more on the benefits and disadvantages of FO, in comparison to
informal.
It addresses good examples and studies, but there weren’t cited correctly. Also, you
need to improve the essay structure and reference format. You are supposed to
discuss one main idea per paragraph and organize your ideas, and please avoid
using the first-person pronoun ‘I’.
Sometimes, there is a tendency to make claims without adequate citations, which
needs to be supported by academic literature.
1
, Time, money, and resources are valued extremely high by companies. ‘A formalised
onboarding programme’ may be a large cost of these factors. This process refers to the
integration of a new employee into a business community by the Human Resource
department introducing them to values and cultures of an organisation. Formal onboarding
includes the planned duties and processes that aid a new hire in settling into their new role
(Blount, 2022). In a structured onboarding process, new hires are frequently separated from
existing staff members to participate in coordinated orientation, classroom instruction, and
socialisation events (Snell, 2006). I’ll be looking at the different case studies, research
papers, journals and articles published on the topic at hand to critically evaluate whether
formalised onboarding programme should be considered a waste of valuable company time
and resources.
Understanding that onboarding can apply to all types of roles within a company is crucial as
formalised onboarding processes should include plans and guides to increase efficiency but
may have to be tweaked to acclimatise the different types of employees from, managers to
consultants (Feigelson, 2010). The most valuable thing known to man can be considered
money but the only thing that seems to top that would be time. The importance of time to a
company and normal workers is no less valuable than one another. Onboarding can be said
to have the ability to “Get your new Employees Up to speed in Half the time” by suggesting
ideas and 3 key main ideas. First of all, everything being maintained by the hiring manager
when carrying out the onboarding process and having pre-work organised before the
candidate selection. Secondly communication and stakeholder analysis and thirdly
leadership to assist and motivate new hires (Feigelson, 2010).
However, the ideas suggested arent entirely backed up with evidence by the article and
narrowly focuses on the one idea and title whereas another study found that includes a
more scientifically based approach of experimentally running a formalised onboarding
programme and monitoring the results. The conclusion came to a similar positive idea that
onboarding does support new employees and that those employees were more active in the
workplace earlier compared to commonly used methods of training. This was found by
taking a sample group of 120 students from around the world meaning it was a generous
and diverse sample that was used. Therefore, allowing it to be compared to many other
2
Question: Option 3: Learning and Development
‘A formalised onboarding programme is a waste of company time and
resources.’ Critically evaluate this statement.
Mark: 58
Instructor’s comment:
Good knowledge, with adequate discussion, yet needs to improve the arguments
and provide more critical discussion. The direction of the argument is not clear, it
sounds like the essay is discussing the benefits/cost of onboarding in general not
specifically formal onboarding (FO). The answer should focus on the questions by
elaborating more on the benefits and disadvantages of FO, in comparison to
informal.
It addresses good examples and studies, but there weren’t cited correctly. Also, you
need to improve the essay structure and reference format. You are supposed to
discuss one main idea per paragraph and organize your ideas, and please avoid
using the first-person pronoun ‘I’.
Sometimes, there is a tendency to make claims without adequate citations, which
needs to be supported by academic literature.
1
, Time, money, and resources are valued extremely high by companies. ‘A formalised
onboarding programme’ may be a large cost of these factors. This process refers to the
integration of a new employee into a business community by the Human Resource
department introducing them to values and cultures of an organisation. Formal onboarding
includes the planned duties and processes that aid a new hire in settling into their new role
(Blount, 2022). In a structured onboarding process, new hires are frequently separated from
existing staff members to participate in coordinated orientation, classroom instruction, and
socialisation events (Snell, 2006). I’ll be looking at the different case studies, research
papers, journals and articles published on the topic at hand to critically evaluate whether
formalised onboarding programme should be considered a waste of valuable company time
and resources.
Understanding that onboarding can apply to all types of roles within a company is crucial as
formalised onboarding processes should include plans and guides to increase efficiency but
may have to be tweaked to acclimatise the different types of employees from, managers to
consultants (Feigelson, 2010). The most valuable thing known to man can be considered
money but the only thing that seems to top that would be time. The importance of time to a
company and normal workers is no less valuable than one another. Onboarding can be said
to have the ability to “Get your new Employees Up to speed in Half the time” by suggesting
ideas and 3 key main ideas. First of all, everything being maintained by the hiring manager
when carrying out the onboarding process and having pre-work organised before the
candidate selection. Secondly communication and stakeholder analysis and thirdly
leadership to assist and motivate new hires (Feigelson, 2010).
However, the ideas suggested arent entirely backed up with evidence by the article and
narrowly focuses on the one idea and title whereas another study found that includes a
more scientifically based approach of experimentally running a formalised onboarding
programme and monitoring the results. The conclusion came to a similar positive idea that
onboarding does support new employees and that those employees were more active in the
workplace earlier compared to commonly used methods of training. This was found by
taking a sample group of 120 students from around the world meaning it was a generous
and diverse sample that was used. Therefore, allowing it to be compared to many other
2
