Reimagined onboarding process as a tool to avoid attrition of Millennials and Gen Zs in companies in Finland
Isic, Nevena (2020)
Isic, Nevena
2020
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2020091720514
https://urn.fi/URN:NBN:fi:amk-2020091720514
Tiivistelmä
The purpose of this research is to offer a solution to companies in Finland for reducing attrition rates of Millennials and Gen Zs through the improved and customized onboarding process. The findings will eventually assist the author in the process of developing her business idea and service design. On these grounds, the research has aimed to gather information about onboarding practices in Finland from the perspective of Millennials and Gen Zs.
The primary data that was used was collected in the period from January to July 2020 in two ways. One way was a survey that was launched online through social media platforms and e-mail, and another way was semi-structured interviews that were conducted with the participants face-to-face or via online video calls on Skype and Zoom. The sample of the respondents counted 58 persons in total, of whom 51 answered to the survey and 7 to the interview. All respondents were between 18 and 39 years old, males and females who have had an experience of working in Finland.
Since the collected data was quantitative and qualitative, several analysis methods were used. Quantitative data were analyzed through descriptive statistics and inferential statistics and for analyzing qualitative data, methods that were used were content analysis and narrative analysis.
The results revealed that the onboarding process does have a significant impact on the Millennials’ and Gen Zs decision to work for a company long term. Therefore, companies in Finland were advised to have a formal onboarding process in place for each new Millennial and Gen Z employee. However, the onboarding process needs to be for at least 6 months long and it should include orientation, job training, career planning, and frequent follow-up and feedback sessions.
Further research may be needed to understand the perspectives of companies and HR professionals in Finland on this topic. It would also be beneficial to research the recent events related to the Covid19 pandemic and its impact on the onboarding process planning and HR Management in general.
The primary data that was used was collected in the period from January to July 2020 in two ways. One way was a survey that was launched online through social media platforms and e-mail, and another way was semi-structured interviews that were conducted with the participants face-to-face or via online video calls on Skype and Zoom. The sample of the respondents counted 58 persons in total, of whom 51 answered to the survey and 7 to the interview. All respondents were between 18 and 39 years old, males and females who have had an experience of working in Finland.
Since the collected data was quantitative and qualitative, several analysis methods were used. Quantitative data were analyzed through descriptive statistics and inferential statistics and for analyzing qualitative data, methods that were used were content analysis and narrative analysis.
The results revealed that the onboarding process does have a significant impact on the Millennials’ and Gen Zs decision to work for a company long term. Therefore, companies in Finland were advised to have a formal onboarding process in place for each new Millennial and Gen Z employee. However, the onboarding process needs to be for at least 6 months long and it should include orientation, job training, career planning, and frequent follow-up and feedback sessions.
Further research may be needed to understand the perspectives of companies and HR professionals in Finland on this topic. It would also be beneficial to research the recent events related to the Covid19 pandemic and its impact on the onboarding process planning and HR Management in general.