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important it is.

2) The second unit serves as an introduction to the department or team that he or she will be working in. Introduce them to the department's mission, its leaders, and the value that is provided by the department to the success of the rest of the organization. Introduce the new employee to the department's org chart.

3) The third unit serves as an introduction to the employee's specific job responsibilities. Share best practices, and team the new member with someone who is really effective and will be a good mentor.

This manual or web-based presentation ought to engage the new employee quickly. It should be easy to read and browse, and make a good first impression of the organization. The on-boarding content (units 1 through 3) is best delivered using a variety of teaching methods. The more diverse the methods, the easier it will be to engage and keep the attention of the new employee. Include videos, tours, the Internet, online searches, interviews, and reading materials (to mention a few).

Reason number 4: Provide assessments to ensure proper learning is taking place.

Assessing an individual's learning is crucial for a good on-boarding program to be effective. This can be done by providing the new employee with a simple quiz, or a verbal interview that provides the leader with the assurance that the new employee has understood the basic concepts and information presented to him or her. The on-boarding program is a valuable learning tool that is instrumental in improving the new hire's thinking process, allowing him or her to connect concepts and ideas more easily. This is important because, "when people make deep, new connections in their own mind, there is a tangible release of energy, a discernable (aha) moment that fills us with a desire to take action" (Rock, 2006, p.39).

Making those connections quickly is critical to ensure that the new employee understands what sets this organization apart from the rest, and how he or she becomes a productive member of the team. Assessing this area is important in addition to the vision, mission, and core values. Ensure that a clear understanding of the culture and of the new hire's responsibility has been achieved as this is a dire necessity at this stage.

Reason number 5: Provide a mechanism for feedback.

Furthermore, the on-boarding program must provide the organization and the new employee with some type of feedback. A feedback mechanism permits the employer to provide guidance to the new employee. This

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