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  2. Onboarding - Wikipedia

    en.wikipedia.org/wiki/Onboarding

    A model of onboarding (adapted from Bauer & Erdogan, 2011) Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.

  3. Organizational assimilation - Wikipedia

    en.wikipedia.org/wiki/Organizational_Assimilation

    Organizational assimilation is a process in which new members of an organization integrate into the organizational culture.. This concept, proposed by Fredric M. Jablin, [1] consists of two dynamic processes that involve the organizational attempts to socialize the new members, as well as the current organization members. [2]

  4. Employee engagement - Wikipedia

    en.wikipedia.org/wiki/Employee_engagement

    Definition: New hire engagement focuses on integrating and acclimating employees into the organization during the early stages of their employment. Key elements: Onboarding programs, mentorship, clear job expectations, and opportunities for social integration are vital components of new hire engagement.

  5. Induction programme - Wikipedia

    en.wikipedia.org/wiki/Induction_programme

    An induction programme is an important process for bringing staff into an organisation. It provides an introduction to the working environment and the set-up of the employee within the organisation.

  6. Socialization - Wikipedia

    en.wikipedia.org/wiki/Socialization

    Henslin contends that "an important part of socialization is the learning of culturally defined gender roles". [41] Gender socialization refers to the learning of behavior and attitudes considered appropriate for a given sex: boys learn to be boys and girls learn to be girls. This "learning" happens by way of many different agents of socialization.

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  8. Organizational culture - Wikipedia

    en.wikipedia.org/wiki/Organizational_culture

    New members, lacking face time with others, experienced difficulty in adapting to their organization's culture. The loss of face-time affected existing employees as well, directly weakening cultures, in addition to the indirect effects that strengthened or weakened cultures as organizations reacted in various ways to the pandemic.

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