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  2. 2013
  3. March
  4. E
  5. Evaluating Onboarding New Hires: Why?, How? and So
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Hello

You are invited to participate in my study survey for the bachelor thesis in HR Management. The purpose of the study is to find out how measuring and evaluation of onboarding new hires ensures the success and significant business impact of the program.

It will take a few minutes to complete the questionnaire.

Your survey responses will be strictly confidential. If you have questions at any time about the survey or the procedures, you may contact Anna Oreshkova by email at [email protected]

HR professionals willing to provide more information on their onboarding evaluation practices are welcome to contact me by email.

Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
 
Does your organization have a formal (i.e. documented) onboarding practice?
 
Yes, there is a formal onboarding program.
 
No, it doesn't. But there are informal onboarding practices.
 
 
 
What objectives does your onboarding program have?
 
To help new employees build a network at the workplace.
 
To introduce organization’s mission, vision and values to new employees.
 
To provide new hires with important information about the organization and necessary paperwork (i.e. forms for new hires to fill out).
 
To create a more attractive employer brand.
 
To speed up new hires’ effectiveness (shorten time-to-productivity).
 
To increase new-hires retention.
 
To decrease overall turnover in the organization.
 
Other

 
 
 
Which content areas does your onboarding program include?
 
Cultural mastery.
 
Interpersonal network development.
 
Early career support (career planning).
 
Strategic orientation of the employees.
 
Other

 
 
 
Who is accountable for the whole onboarding process?
 
HR leader.
 
The hiring managers.
 
We don’t have established accountabilities for the program.
 
Other
 
 
 
Do you evaluate your onboarding program?
 
Yes, we do that on a regular basis.
 
Yes, we do it sometimes.
 
No, we haven’t done this so far, but are going to do this soon.
 
No, we don’t need that.
 
Other
 
 
 
When did you decide it was necessary to evaluate the onboarding program?
 
While designing the program.
 
When we found out our first-year employee retention is too low.
 
When we saw it wasn't working as intended.
 
When we got a negative feedback from new hires and managers.
 
We don't evaluate onboarding.
 
Other

 
 
 
Do you measure sucess of your onboarding program?
 
Yes, we measure both the success of separate activities and the business impact of the whole program.
 
Yes, we measure some activities, to find out if everything is going on as planned.
 
No, we don’t have measurement techniques for onboarding.
 
Other

 
 
 
What affects the choice of metrics for measuring onboarding success?
 
We don't measure onboarding practices.
 
Metrics must demonstrate the business impact of onboarding, data required by the executive managers.
 
Measures are directly linked to the objectives of onboarding.
 
Such commonly used metrics as new hire satisfaction or turnover rates are enough, I think.
 
The content area and phase of the program affect choice of metrics significantly.
 
We have a system of HR metrics, and onboarding metrics should fit into it.
 
Those accountable for onboarding make the choice themselves, based on their skills and capacity.
 
Other

 
 
 
Do you use any IT solutions for tracking onboarding practices?
 
Yes, technology is used a lot for tracking and analyzing the results of onboarding.
 
No, we don't have any IT tools for measuring onboarding, but some other HR activities are tracked through diverse IT systems.
 
We don't measure onboarding.
 
Other
 
 
 
Do you collect feedback from new hires and/or hiring managers to evaluate and revise the onboarding activities?
 
We don't evaluate onbording.
 
No feedback is collected for that purpose.
 
Employees are always welcome to give their feedback on any activity in our organization.
 
We have an established system for two-way communication, including feedback on onboarding, both from new hires and their supervisors.
 
Other

 
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