In your opinions, who should own the Onboarding function within an organization, and why? : e-BIM, the electronic Business Intelligence Monitor

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Question Status: Open

In your opinions, who should own the Onboarding function within an organization, and why? ?

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jjmecca5:

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Posted: 08/08/2008 2:50:05 PM EDT
Tags: Onboarding | governance |
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Answers

wkenny:

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09/18/2008 11:16:55 AM EDT

It depends on what "own" means to you. I agree with Erika Lamont that HR can play a wonderful role in driving and guiding onboarding, and with Melman10 on the importance of involvement beyond one function. An onboarding function that is seen, within the organization, as just "something that HR does" is unlikely to have all the impact you would like. HR can bring expertise in employee communications, can serve as a coordinator and referee among different functions, and keep in continuing contact with those functions to ensure that onboarding is always relevant and up-to-date. But I wasn't sure whether "owns" means, "pays for", "makes all the decisions", "does all the development and delivery", or what exactly. Put it this way: if there is no cost, in time, inconvenience, or money, to individual functions/departments outside of HR, there isn't enough support to get all the benefits the organization should get from the onboarding program.

Melman10:

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08/14/2008 4:48:08 PM EDT

Onboarding is a function that should be owned by a cross departmental team. If you recognize that onboarding starts with the first interaction a potential new employee has with an organization. That means recruiting plays a major role in the process. Then we look at the interviewing process and everyone involved here effects the way a potential employee will feel about the organization. Once hired onboarding is effected by who ever is involved in making sure how the new employee is treated on the first day at work. Onboarding does not end until the new employee is totally absorbed into the organization.

Erika Lamont:

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08/08/2008 1:49:43 PM EDT

That depends...what are your objectives for the onboarding process itself? Is it speed to performance? Is is consistency of experience? Is it employee engagement? Reducing turnover? Starting with the "why" leads you to the "who". In our experience if consistency and employee engagement top the list of objectives, it is preferable that HR own and facilitate the process. However, if the HR functionn is not ready, or doesn't have the skills and resources to own onboarding, then the hiring managers may end up owning and managing the onboarding of their new hires. Ultimately, it is always the responsibility of the new hire to drive his/her own process with the support and resources provided by the organization. HR misses a great opportunity to add value as a business partner if it is not the primary owner and driver of the organizational onboarding.