Strategies for Orientation on Newcomer Adaptation and Needs Satisfaction Under COVID-19 Pandemic: A Case Study of XXX Company in Taiwan

Abstract

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The Covid-19 pandemic has caused over 6 million deaths since late 2019. People have had to alter lifestyles and work habits in the past three years. Social distancing became a norm and remote work common. On May 15th, 2021, a severe outbreak in Taiwan resulted in hundreds of cases. The government raised the pandemic alert to level 3, leading most companies to implement work from home policies for safety. The researcher, employed at the globally renowned audio design and manufacturing firm XXX since June 2021, experienced online onboarding and a work-from-home period. As a new HR team member, she was interested in the impact of the online workplace on newcomer. After securing permission from XXX, they conducted qualitative research through in-depth interviews and observations of 15 participants onboarded from May 17th to July 15th, 2021. The study employed open and axial coding for data analysis, with emphasis on credibility and transferability for research quality. The result of this study illuminated several strategies for aiding newcomer adaptation. Customized onboarding is vital, adjusting the approach based on job requirements, such as traditional for interactive roles and online formore independent roles, all while maintaining quality. Mentorship fosters support and belonging. Clear communication, regular feedback, and accessible channels for voicing concerns maintain a sense of connection. Flexible work options, including remote, in-person, or hybrid arrangements cater to diverse preferences. Lastly, ongoing training, feedback, and recognition contribute to competency and loyalty. By tailoring these strategies, companies can better facilitate the successful integration of newcomer, particularly in a remote working context.