Comparative Models of Newcomer Integration for Organisational Adoption| Chapter 1 | Mathematics and Computer Science: Research Updates Vol. 8

 

Strategies that address the needs of both the newcomer and the organisation can ease this transition and facilitate a smooth assimilation process. Welcoming and integrating newcomers is a critical challenge for organisations seeking to maintain a cohesive and productive workforce. This study utilises a comparative study to explore and contrast various models for newcomer integration within organisational contexts. This study aims to provide valuable insights into the comparative effectiveness of different integration models and offer practical recommendations for organisations seeking to improve their onboarding processes. The authors employ a comparative study methodology by conducting a systematic literature review. This approach allows for in-depth insights into the effectiveness of each onboarding model. The research identifies key components, outcomes, and challenges associated with each model. Through a detailed comparative analysis of models such as the Developers Joining Model, Onion Model, Identity Socialisation Model, Four C's Model, the characterisation framework, the onboarding types, and Traditional Onboarding Process, the study evaluates their performance across critical factors, including onboarding plans, mentorship, feedback, cultural fit, flexibility, and role clarity.

 

The findings reveal distinct strengths and limitations for each model, highlighting their varied effectiveness in promoting employee engagement and retention. The Identity Socialisation Model and Four C's Model, for instance, excel in fostering long-term engagement, while the Traditional Model supports initial integration but may limit personal identity expression. The study also addresses potential drawbacks, such as resource intensity or context-specificity, proposing mitigation strategies like phased implementation and role development.

 

Ultimately, this research provides actionable insights for organisations aiming to enhance their newcomer integration strategies, offering practical recommendations such as adopting diverse onboarding models and implementing flexibility, focusing on mentorship and feedback, prioritising cultural fit and integration, tailored to diverse organisational needs. The authors suggest further research through surveys with newcomers to validate their findings. Managers may struggle to move away from the old traditional practices and fully support newcomers' personal strengths. Provide appropriate training for managers to help them understand and implement the principles of this model effectively.

 

 

Author(s) Details

Eman Hussein Ali
Department of Computer Science, Libyan Academy School of Basic Science, Libya.

 

Samia Abdalhamid
Department of Computer Science, Faculty of Science, Omar Al-Mukhtar University, Libya.

 

Please see the book here :- https://doi.org/10.9734/bpi/mcsru/v8/6347