In this assignment, you will create an orientation $($onboarding$)$ program for ACME Ltd$.$

based on what we discussed in this course.

ACME Ltd$.$ is a start$-$up company and currently has no orientation $($onboarding$)$ program in

place. They have hired your group as consultants to help them create one that boosts

work performance and retention rates. ACME Ltd$.$ wants to ensure new employees feel

welcomed and are provided with the resources needed to be successful on the job.

You will need to do the following:

Part $1$

o Include an introduction and conclusion. Please write a long introduction as well as conclusion.

o Decide on the frequency of these orientation $($onboarding$)$ sessions.

Would it be once a week, twice a month, once every $6$ months, or

other frequencies and explain why? Please make reasonable

assumptions and state them. $($ I am going to provide this part by self$)$ Frequency of Orientation Sessions for ACME Ltd$.$

Determining how often to hold orientation sessions is quite an important decision that can greatly influence how well new employees settle in and the overall success of a company. Based on current studies and methods used in human resources management, there are various factors to consider when setting up the best frequency for onboarding programs at ACME Ltd$.$

Twice a Month Orientation Session:

For ACME Ltd$.,$ it's suggested to have orientation sessions twice every month. This suggestion fits well with start$-$ups, which usually see fast changes in their staff and how they operate. Holding these sessions every two weeks is a balanced approach, as it lets new employees start quickly, without any delays that could affect their integration and productivity.

Rationale and Benefits:

Rapid Integration: In the fast$-$paced world of start$-$ups, getting new staff up to speed quickly is crucial. Holding orientation every two weeks helps with this by making sure newcomers don$$t have to wait too long to begin their official introduction to the company $($Bauer & Erdogan, $2007).$

Resources Efficiency: For start$-$ups like ACME Ltd$.,$ it's important to use resources smartly. Organizing these sessions every two weeks is a good way to ensure new employees are onboard on time while also keeping the workload manageable for those running the sessions $($Allen$,2006).$

Adaptability: Setting orientations every two weeks allows the program to adjust based on how many new employees there are. This means the company can handle more new hires during busy periods without straining the system $($Klein & Weaver, $2000).$

Community Building: Having regular but not too frequent sessions creates groups of new employees who can help each other out. This starts building a sense of community and belonging right away $($Bauer & Erdogan, $2007).$

Supporting Evidence:

The research underscores how important it is to start onboarding early and do it well to improve new employees' satisfaction, dedication, and willingness to stay. These factors are crucial for the long$-$term success of a company $($Allen$,$ D$.$ G$.,2006$; Bauer, T$.,$ & Erdogan, B$.,2007).$ Moreover, Klein and Weaver show that orientation programs at the organizational level are effective in helping new hires adjust, indicating that how and when these programs are set up is key to their success.

o Who will be conducting these orientation $($onboarding$)$ sessions with

new employees and why? Please elaborate this point and write it in more words as possible above $600$ words. $($ Please use the information provided in the part above this point to write this part$).$

o Activities that you will prepare for the first day $($before the first day$)$

at least $5$ activities.

o Activities that you will do on the first day with the new employee $($at

least $10$ activities$).$

o Provide reasons for each activity and why you think it would be

important for new employees.

Part $2$

o Conduct research on one company and provide details about their

orientation $($onboarding$)$ program. What are some of the strengths

and weaknesses and why?