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Research Article | Volume 4 Issue 2 (July-Dec, 2023)
Onboarding Program and Organization Readiness to Change in Bank Syariah Nasional
 ,
Under a Creative Commons license
Open Access
Published
Dec. 28, 2023
Abstract
The onboarding program has been acknowledged as beneficial to help new employees reach the onboarding levers. The onboarding levers consist of Self-efficacy, Role Clarity, Social Integration, and Knowledge of the Culture (Bauer, 2010). It helps new employees have an emotional connection with the organization, so it could decrease leavers under three months. But after almost a year after its grand launch, the completeness rate of the onboarding program has remained at less than 40%. It might be because the organization is not ready to implement the program yet. This research uses using descriptive analysis method. The data was collected by taking a survey to 741 participants, using Likert Scale with a scale 1 (Strongly Disagree) to 6 (Strongly Agree) and open-ended questions. And interviewed 6 participants to get a deeper understanding of why the onboarding program did not implement as expected. The result of the research is 75% ready to implement the onboarding program. they have awareness, desire, knowledge, and ability to implement the program. But there are some other factors not mentioned in the ADKAR concept that makes the program did not go as expected. Not prioritizing to complete the program is one factor that makes the implementation rate remain low. It could be aligned with the managers who didn’t pay enough attention to their team to complete the tasks. Besides, technical issues of the program such as duration, administration process, competencies of the buddy, out-of-date material, and application issues can also make the employee not do it properly.
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