COVID-19 impact on the job onboarding process
Arsamakov, Ali (2022)
2022
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2022120426238
https://urn.fi/URN:NBN:fi:amk-2022120426238
Tiivistelmä
This Bachelor’s thesis looks at the difference in job onboarding before and during the pandemic of Covid-19.
The overall objective of the study was to determine the impact of Covid-19 on the job onboarding of young people in Europe by comparing the onboarding experience between them.
The thesis consists of a theoretical framework, research methods used, results, and conclusion sections.
The theoretical framework section discusses the hiring process, onboarding, remote work, and work integration. The research methods section discusses the research design, population and sample, data collection, reliability and validity, and data analysis. Section results discuss the data obtained in the interview that answers the investigative questions. The conclusion section discusses the key findings, recommendations, reliability and validity, and further research.
The study was based on the qualitative method research. First, an interview survey was conducted among the young people who have been working before and during the Covid-19 to determine the experience they had during their onboarding process. Twelve questionnaires were sent to people matching the characteristics of the target group of the study. Subsequently, five people who met the criteria were interviewed.
The interviews showed that young people who started working during the Covid-19 pandemic did not have the opportunity to fully integrate into the work-life of the organization, which affected personal and professional responsibilities, since most employees were transferred to remote work. The interviews also show that respondents who worked remotely noticed a decline in their productivity whether they started working before or during the pandemic.
Conclusions drawn by the author of this study from the responses received indicate that the biggest impact of the pandemic on adaptation to work has been that due to the transfer of most employees to remote work and the lack of mentors. It has become more difficult for new employees who have just joined the organization to adapt to work and the work environment. Most of the difficulties that may arise in a new job for employees could be solved by the presence of a mentor at the beginning of work, and phased acquaintance with colleagues who were transferred to remote work or with colleagues from other departments.
The overall objective of the study was to determine the impact of Covid-19 on the job onboarding of young people in Europe by comparing the onboarding experience between them.
The thesis consists of a theoretical framework, research methods used, results, and conclusion sections.
The theoretical framework section discusses the hiring process, onboarding, remote work, and work integration. The research methods section discusses the research design, population and sample, data collection, reliability and validity, and data analysis. Section results discuss the data obtained in the interview that answers the investigative questions. The conclusion section discusses the key findings, recommendations, reliability and validity, and further research.
The study was based on the qualitative method research. First, an interview survey was conducted among the young people who have been working before and during the Covid-19 to determine the experience they had during their onboarding process. Twelve questionnaires were sent to people matching the characteristics of the target group of the study. Subsequently, five people who met the criteria were interviewed.
The interviews showed that young people who started working during the Covid-19 pandemic did not have the opportunity to fully integrate into the work-life of the organization, which affected personal and professional responsibilities, since most employees were transferred to remote work. The interviews also show that respondents who worked remotely noticed a decline in their productivity whether they started working before or during the pandemic.
Conclusions drawn by the author of this study from the responses received indicate that the biggest impact of the pandemic on adaptation to work has been that due to the transfer of most employees to remote work and the lack of mentors. It has become more difficult for new employees who have just joined the organization to adapt to work and the work environment. Most of the difficulties that may arise in a new job for employees could be solved by the presence of a mentor at the beginning of work, and phased acquaintance with colleagues who were transferred to remote work or with colleagues from other departments.