This master's thesis deals with the importance of onboarding for young employees in a new
organization. The aim of the research is to determine which characteristics of organizational
culture and onboarding are important for young employees when they decide on their first
employer or in the process of changing it and when they enter a new organization. The research
methodology was divided into two parts: the first, theoretical, where we performed the analysis
of secondary sources and the second, empirical, where we conducted interviews with
interviewees who met our criteria (employed maximum three years, university education) and
based on this, we made a comparative analysis of their answers. In the master's thesis, we found
that young employees attach great importance to onboarding when entering a new organization,
as it helps them in organizational socialization, obtaining important information, defining work
tasks, and building relationships with colleagues. There is no universal process of onboarding,
as the efficiency and effectiveness of the process depend on several factors (company size,
organizational culture, relationships between employees, the importance of onboarding among
executives), therefore organizations adapt their onboarding processes to their organizational
culture and needs.
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