An ineffective or inadequate onboarding program can negatively affect both employees and the organization. From the employee's standpoint, poor onboarding may lead to confusion about job responsibilities, lower morale, and decreased job satisfaction. This lack of clarity can result in higher turnover rates and diminished productivity. On the organizational side, inadequate onboarding can dampen employee engagement, hinder team cohesion, and impede the organization's ability to reach its goals efficiently. Human resources (HR) can evaluate the success of an onboarding program by implementing both formative and summative measurements to gather consistent data over time (Davila & Pina-Ramirez, 2018, p. 91). This involves tracking metrics such as employee retention rates, time to productivity, and feedback from new hires to quantify the program's impact (Davila & Pina-Ramirez, 2018, p. 91). "Evaluation can involve formal testing or informal conversations" (Lumen Learning, n.d.). Employee retention rates provide insight into the effectiveness of the onboarding process by measuring how long new hires stay with the company after completing onboarding. Time to productivity metrics assess how quickly new employees become fully functional in their roles, indicating the efficiency of the onboarding program. Feedback from new hires offers valuable qualitative data, allowing HR to identify strengths and areas