Velocity Corporation is in trouble. The company is losing money for the second consecutive year. The company's bottom line is becoming inefficient, and the company bleeds a lot of cash on nonrevenue generating activities. Velocity Corporation used to be the strongest corporation in Waterloo Ontario, but everything changed when the new CEO started cutting costs. The new CEO wiped out entire departments to save costs. He layed off a lot of employees to save costs. The CEO's strategy was working, but only over the short-term. Over the long run, the strategy proved to be a failure. So the CEO hired an external contactor to help him fix the problems. The consultant started his work by interviewing employees, visiting different stores, and talking to customers. The consultant recorded his findings in a journal and then at the end of the day he analyzed the data. The consultant noticed a lack of motivation among new hires, so he decided to investigate further. He started his investigation by talking to front office employees. He approached one employee who looked demotivated and invited her for a cup of coffee. Over a cup of coffee, the consultant started talking to the employee about the company. In the beginning the employee did not feel comfortable sharing her experience at the company, especially the negative experiences. But after a couple of minutes, the consultant explained that he will keep everything confidential, highlighting the importance of ethics in his work. The employee felt more comfortable and started sharing her experiences at the company. The employee spent her last decade working at the company, she experienced the ups and downs in the economy while working for the company. The employee values the corporation and she is eager to help the consultant reverse the negative trends which are currently present at the company. She explained to the consultant that last year the company laid-off a lot of employees. Due to this lay-off the HR department discontinued all orientation and on-boarding programs. New employees do not get any training when they join the company. A lot of the new employees are frustrated because nobody is training them. When new employees ask senior employees for help, senior employees usually do not have the time to help them. Also, high turnover rate at the store is hurting employee morale. The consultant took note of these points and decided to investigate further. The consultant looked at the most recent date from the HR department and noticed a high turnover rate. On average new recruits last around 4 months at the company. The company does not have any onboarding or orientation programs for new employees. Training is still important despite the simplicity of the job. The consultant decided to fix this issue by recommending designing an orientation and onboarding program for the new employees. Your task is to help the consultant design an orientation/ on-boarding program. You are also required to highlight the advantages and positive effects of these programs on employees.

Define onboarding, and orientation (1%) Discuss why is it important to have an orientation or an onboarding program for new employees (1%) Discuss the advantages of having an orientation and an onboarding program for new employees (1%). Explain the effect of an onboarding program on: o Employee Turnover (0.5%) o Employee satisfaction and loyalty (0.5%) o Employee familiarity with company culture and values (0.5%) o Employee efficiency (0.5%)