1. Running Head: BEST PRACTICES
Best Practices Paper
Luz Juliana Charles
Texas Tech University
HRDV 2301
December 2, 2015

2. Running Head: BEST PRACTICES
Overview of Onboarding
I selected Onboarding as an aspect of HR that commonly affects newly hired employees,
human resources and members of management / leadership in the workplace. This area of human
resources was selected because of its significant importance. Onboarding is the perfect
opportunity for newly hired employees to feel welcomed, appreciated and special for joining that
organization (Bauer, T. N., 2011). Onboarding goes beyond new-hire orientation and is the
process at which an employee first engages in their new workplace. Human Resources has to
envision onboarding as a multi-step process that supports new hires to learn and adjust to their
new workplace so that they can perform proficiently and constructively within their new
organization (Monisha, 2012).
PlayPower, Inc.
As the leading manufacturing organization in recreation equipment-everything from
commercial playgrounds, shade structures to floating modular boat docks, PlayPower
distinguishes themselves as the largest global leaders. They pioneer to bring the fun of safe play
for families and organizations across the globe. Their mission, vision and values are all ethical.
They base their foundational values on honesty, integrity, respect, transparency, collaboration,
accountability, teamwork, passion and change. They strive on “inspiring the world to play” by
embracing diversity and innovation (PlayPower, Inc., 2012).
Discussion Best Practices Utilized by PlayPower, Inc.
PlayPower utilizes best practices to ensure the new hire onboarding is effective. They
start off by welcoming new hires to the PlayPower family by educating them about their culture.
They emphasize on the workplace environment being very laid back and that dress code is very
casual. Employees do not wear uniforms and may wear whatever they feel comfortable in as long

3. Running Head: BEST PRACTICES
as it is not revealing and inappropriate or offensive. The example on their dress code flyer has a
group of coworkers smiling on the job. While all three “coworkers” on the dress code flyer are
wearing t-shirts, two are wearing jeans and another is wearing cargo shorts. Although PlayPower
strives on making the work environment comfortable and welcoming, they also take the time to
educate new hires during onboarding about expectations, accountability and performance
standards.
Justification of Why these are Best Practices
PlayPower’s best practices can be justified because they are effective for new hires to feel
welcome, comfortable but to also understand that the motto is “work hard, play harder”. They
welcome all new hires into their “family” and demonstrate that they truly care about all
employees. PlayPower demonstrates this by saying “if you would wear it to your parents’ house
you can wear it to work”. Allowing employees to wear whatever they feel comfortable in is a
great practice to follow because this way they can go to work without having to worry about
looking flawless every day. By making it a point to educate new hires about accountability, the
importance of performance and collaboration, they are establishing clear and concise
expectations. All of which are a part of strategic best practices for onboarding (Phillips, J. and
Gully, S.M., 2012).
Southwest Airlines
Southwest Airlines is the leading airline to provide employees with the most job
satisfaction out of the competing airlines/industry. They are committed to providing a stable
work environment with equal employment opportunity for training and development. Like
PlayPower, Southwest Airlines also fosters creativity and innovation to improve the overall

4. Running Head: BEST PRACTICES
effectiveness of the organization. They make onboarding an interactive process and provide
workplace tours (Southwest Airlines Careers., n.d.).
Discussion Best Practices Utilized by Southwest Airlines
While Southwest Airlines greets all new hires with a smile, they are also quick to provide
a pre written onboarding schedule/plan depending on the position. They socialize them into the
workplace and provide a 4-6 week onboarding training program for all new hires depending on
the position they are being hired for. Southwest Airlines shares their purpose, vision and mission
are all shared with new hires during the onboarding.
Justification of Why these are Best Practices
Because one of the most important human needs for an effective new employee
orientation program should satisfy is the feeling of pride in both, their work and their new
employer. During onboarding, organizations should want to exalt the virtues of the company.
Southwest Airlines meets these needs by making onboarding “FUN” and exciting, they want
their new hires to “LUV” the company and find a passion in what they do! Southwest Airlines is
very inspiring and uses careful welcoming techniques to make all new hires feel like they are
more than just an employee but part of an extraordinary and elite team (Southwest Airlines, n.d.).
Summary
Onboarding affects all workplaces regardless of the industry. Successful onboarding is
fulfilling the desire of new employees to feel like they are lucky to be a part of the company
(Lee, 2008). So it is absolutely critical that the onboarding session is strong and successful.
Onboarding is the perfect opportunity for newly hired employees to feel welcomed, appreciated
and special for joining that organization. Why waste time and money through trial and error
when an organization can utilize human resources leader conduct onboarding research and help

5. Running Head: BEST PRACTICES
modify their current onboarding to fit the workplace culture and in turn attract, retain and
enhance employees effective and efficiently (Bauer, T. N. 2011). It is very important to stimulate
an emotional response from a new hire through orientation, otherwise known as “onboarding”.
Making an employee feel extra special and as if they are joining a club or even a family is
intrinsically motivating. Two of the organizations that demonstrate to have mastered best
practices with regards to onboarding are Southwest Airlines and PlayPower, Inc.

6. Running Head: BEST PRACTICES
References
Bauer, T. N. (2011). Onboarding new employees: Maximizing success.
SHRM Foundation’s Effective Practice Guideline Series. SHRM
Lee, D. (2008). Onboarding That Welcomes and Inspires: What Do Ritz Carlton, Southwest
Airlines, and Texas Roadhouse "Get" that other employers do not? Retrieved December
1, 2015, from http://www.humannatureatwork.com/articles/onboarding/onboarding-that-
welcomes-and-inspires.htm
Lepak, D. and Gowan, M. (2016). Human resource management: Managing Employees for
Competitive Advantage. 2nd edition. Chicago Business Press.
Monisha, K. (2012, December 10). Onboarding is More Than Orientation. Retrieved
December 2, 2015, from http://www.proinspire.org/blog/onboarding-is-more-than-
orientation/
Phillips, J. and Gully, S.M. (2012). Strategic Staffing 2nd Edition. Prentice Hall. Upper Saddle
PlayPower, Inc. (2012). PlayPower Mission | PlayPower,Inc - The world's largest commercial
playground and recreational equipment manufacturer. Retrieved December 1, 2015, from
http://www.playpower.com/mission.html
Southwest Airlines Careers. (n.d.). Retrieved December 1, 2015, from
https://www.southwest.com/html/about-southwest/careers/index.html?clk=GFOOTER-
ABOUT-CAREERS