Inclusive onboarding process and the specific organizational culture – a theoretical outline of the problem

Marta Szeluga-Romańska

doi:10.29119/1641-3466.2024.200.37

Inclusive onboarding process and the specific organizational culture – a theoretical outline of the problem

Abstract

Purpose: The aim of this article is to indicate to what extent an organization hiring new employees is able to prepare an individualized, inclusive onboarding process for a diverse workforce; to what extent is it necessary, and to what extent is it possible, so that each new employee efficiently find themselves in the new workplace, but also has the feeling that the organization wants to use their potential and talents. Design/methodology/approach: The objectives are achieved by the analysis of existing scientific literature and research. The theoretical scope is to discuss the possibilities of introducing organizational culture efficiently during the process of onboarding and still make the process inclusive. Findings: It was found that to make the newcomer become truly included in the organization and connected to its social life it is necessary for the organization to pay attention to all four phases and prepare practical solutions to: compliance, clarity, culture and then connection. Practical implications: The implications for business comprise two ideas how to prepare inclusive onboarding in the organisations. Originality/value: The paper is addressed to HR specialists (practitioners) and also to researchers to check in practice the proposed approach.

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Marta Szeluga-Romańska dr

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Category:

Articles

Type:

artykuły w czasopismach

Published in:

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska pages 495 - 503,
ISSN: 1641-3466

Language:

English

Publication year:

2024

Bibliographic description:

Szeluga-Romańska M.: Inclusive onboarding process and the specific organizational culture – a theoretical outline of the problem// Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska -,iss. 200 (2024), s.495-503

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