Case Study – Sink or Swim

What are the key differences regarding the first day of work for these two employees? The most Important key differences regarding the first day of work for Jill and Ben Is the Induction and orientation. This basically happened with Jill In very professional manner with manager meeting her and making her more comfortable with the work environment (office, colleagues she was then provided with her proper schedule for next course of actions allowed by series of online orientation courses and making her known about company’s culture mission and consulting methodologies.

But In case of Ben his manager didn’t came to meet him even on his very first day, he was not introduced to his colleagues and not even shown new office , the office was lacking supplies and computer .

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He was given large paperwork on his first day. His manager also gave him four large binders for project works. Ben’s manager also gave a list of 20 online orientation courses and asks to complete them within deadline. . Are these differences really important elements for recruitment and retention of employees?


Definitely, these differences are important factors recruitment and retention of the employees, because all employees should have inducted and oriented at the beginning which will make theme comfortable with the work environment, colleagues and the culture and mission of the company. All Employees should be actively Interacting within this environment and they should feel the company culture Is lately and pleasant to work, and then they will retain long time with the company. 3.

What are the employee perceptions Involved In these two scenarios? Are they Important? The human factors like feelings of anxiousness, Isolation and discomfort on the first day. Of course they are Important, usually the company doesn’t Introduce these hard earned employees to the company comparing to the cost and time spent hulling those employees. Employers get one chance to make a first Impression, so It Is racial that they seize the opportunity to make new employees feel comfortable and confident through a proactive orientation process.

The sooner new employees become oriented to a company’s culture, values and polices, and understand what Is expected of them, the sooner they can begin to positively contribute to the organization’s operations Ana Its Diatom Ellen. Research gauges TTS Tanat an detective on boarding process can accelerate an employee’s productivity and help to ensure that the employee stays with the company, thus decreasing the company’s total cost of remover.

On the other hand, an ineffective or nonexistent on boarding process can cause a new employee to feel overwhelmed, undervalued and frustrated often resulting in the employee leaving the company within the first year. 4. Who in the company do you think has the responsibility for the outcomes of these scenarios? Ben’s company has got the responsibility for the outcomes of these scenarios because of non-proper Human Resource practices like lack of proper orientation programs which has got consequences leads to loss of the organizations.