Swan Dermatology and Aesthetics Onboarding Strategy

Course Name

Employee training and development is an important aspect thatdefines the efficiency in the management of organizational change andability of the organization to innovate. An organization will alwayswant its employees to adjust quickly to the new roles ororganizational functions. Swan Dermatology and Aesthetics, whichproduces and supplies technical products for curing skin infections,uses its onboarding strategy as a source of competitive advantage.Its onboarding strategy aims at influencing rapid change to becomethe leading supplier of the best products. Its onboarding systemprovides a clear illustration of the current advancements instrategic human resource management practice as a source ofcompetitiveness.

Meaning and Levels of Onboarding

Onboarding is the idea of helping new employees to adjust quickly tosuit the functions of the organization or new roles assigned to them(Bauer, 2010). There are four pillars commonly identified as 4C’sthat constitute onboarding, which are compliance, clarification,culture, and connection. Compliance concerns are training newemployees to absorb the rules and legal issues. Clarification seeksto make them understand their job roles while culture involvesinstalling the norms of the organization. Connection concerns helpingnew employees to build interactive relations and informationlinkages. The three common onboarding levels implemented are passive,high potential, and proactive onboarding. Passive onboarding occurswhen a firm implements compliance and partially clarification onlywithout incorporating culture and connection. With high potentialonboarding, the organization implements compliance, clarification,and culture well. Proactive onboarding exists when the organizationimplements all the 4Cs adequately.

Swan Onboarding Strategy

Swan onboarding strategy aims at building competency within theshortest time (Swan, 2016). The onboarding program is in four majorphases, where in phase one the new employee undertakes an inductiontraining to help him to understand the organization. This compulsorycourse imparts organizational values, ethics, and legal issues. Inphase two, the employee learns the job roles and skills needed forperforming the job. In phase three, the employee learns innovativeskills and techniques. In the last phase, the employee learnscommunication skills, how to build strong relationships and aneffective team. At the end of each phase, the trainee takes a test tomeasure his understanding. Monitoring will continue to observe thecapability of demonstrating the acquired knowledge.

Strengths and Weaknesses

Of the four levers used in onboarding, Swan shows high strength inrole clarity and social integration. The company has defined adistinct period (phase two) for ensuring that the new employeeunderstands the nature and the requirements of the job (Swan, 2016).The phase takes longer to ensure the best outcome. In addition, phasethree ensures that the employee has gained enough competencies thatdetermine complete understanding of his job. Similarly, the companyorganizes a separate period (phase four) for building relationshipskills to ensure effective teams that can enhance speedier solutionof problems. However, the company shows weakness in self-efficacy andknowledge of culture because the two levers occur jointly during thefirst training phase within a short time and then employee left tolearn independently.

Onboarding and Employee Retention

The way an organization treats its employees has the greatestinfluence regarding employee retention. A good onboarding systemdemonstrates high commitment of the organization to care anddevelopment of the employees. In turn, the employees will demonstratecommitment as a way of offering gratitude, which may continuethroughout their lives. In addition, efficient onboarding systembuilds employee competence rapidly leading to higher performance thatimproves job satisfaction. Satisfied employees tend to remain in theorganization. Efficient onboarding, as mentioned by Bauer (2010)helps to create a friendly environment in the workplace that reduceswork stress making the employees more comfortable. Likewise, happyemployees tend to show commitment leading to high retention levels.

Onboarding Planning and Christian View

In planning for onboarding, an important consideration is thatchange is always difficult and the person undergoing the change needsgood assistance. Therefore, the design of the process should beappropriate depending on the knowledge, skills and experience of thenew employee. A proper arrangement to respond to problems that mayarise is important to make the whole process smooth. Galatians 6:1-10 states, “Carry each other’s burdens, and in this way youwill fulfill the law of Christ.” In this verse, “burdens” meansserious problems that one cannot solve alone hence, the verse teachesus to always, help people when faced with difficulties. Theonboarding process has to allow an easier transition for the newhires.


An efficient onboarding system is an important tool for meetingorganizational goals through a competent workforce. Currently, itforms part of the important strategic human resource managementpractices and is a tool for employee retention and competitiveadvantage. Efficient onboarding process ensures rapid organizationalchange and establishment of strong teams for better solution ofproblems and increased performance. The entire onboarding plan shouldensure smooth transition and address the challenges that employeesmay encounter.


Bauer, T. N. (2010). Onboarding new employees: Maximizing success.SHRM Foundation’s Effective Practice Guideline Series.

SwanDermatology and Aesthetics, (2016). About Us. Retrieved from: &lthttp://www.swandermatology.com/about-1/&gt

Appendix I: An effective Onboarding System at Swan Dermatology

The need for innovation to meet the interests of consumers forcesemployees to acquire new roles in each year. With this phenomenon,employees face challenges when they struggle to meet the newrequirements for their jobs.

The organization’s onboarding strategy aims at building astrong workforce deeply committed to innovation and continuousimprovement to meet the needs of consumers adequately.

To achieve this objective, a good knowledge regarding onboarding isnecessary to help in proper planning of the onboarding process. Theorganization requires the following revised framework that makes itsonboarding system more successful.

  • Employees be involved in setting the new targets

  • Top leaders provide full support for the transition process

  • Consider cultural diversity in the designation of organizational culture

Job Examination

Cultural Scrutiny

Pre Start

Employee Involvement


Top leaders’ Support

Cultural Diversity


Revised Onboarding program