Employees that start a new job go through the process of organizational socialization. In the current scenario of socialization moving to the online mode, constant interaction with the new employees has become even more important. The lack of a well-designed organizational socialization tactics set both newly hired employees and the organization up for failure. The main objective of this research is to study and analyze the organizational socialization efforts, particularly the onboarding and orientation program in order to understand its contribution and impact on the work engagement and affective commitment of its employees who were employed and started working in the course of the work-from-home implementation. The survey questionnaire and interview were administered to investigate how onboarding was planned and implemented in the company, how employees experience their onboarding, and the best practices which could be implemented at the organization. Results revealed that the employees perceive their onboarding and welcoming experience in terms of corporate, management, and coworkers welcome as very high. Their level of work engagement and affective commitment are generally seen at high – having a mean response of 3.77 and 3.90 respectively. However, despite the favorable results of the variables individually, the regression results revealed that the three relevant components of onboarding showed insignificant effect to work engagement. While among the three components of employee onboarding, only management welcome had a significant effect to affective commitment. From all these findings, the researcher introduces an action plan that will help shape a solid onboarding process and improve work engagement and commitment of employees.

it-bpo

organizational socialization

onboarding

remote working