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Defining OnboardingOnboarding is the bundle of deliberate, organisation-initiated practices that accelerate a newcomer's early adjustment and integration into a specific role, work unit, and organisational culture.It begins once an employment agreement is in place and ends when the newcomer reaches a level of expected independent performance (Klein, Polin, & Leigh Sutton, 2015).Unlike the lifelong, person-driven process of organisational socialisation, onboarding is a finite one, structured and explicitly initiated by the employer (Klein et al., 2015), with a three-fold purpose: to provide the knowledge and resources for task proficiency, embed the newcomer in organisational networks, and transmit organisational values so behaviour aligns quickly with organisational expectations.Several neighbouring constructs are distinguishable, however their boundaries are not always clear and they sometimes overlap heavily.Briefly, orientation is a short, often oneday event that delivers rules, forms and compliance basics and it has a life span of days, not months (Wanous, 1993), Einarbeitung -a form of job trainingconcentrates on task skills and may last a few weeks; for example, a machinist learns safe equipment use under a trainer's eye.Other constructs include mentoring which pairs a new employee with an experienced colleague
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