Sales management researchers and practitioners give considerable attention to early employment expectations, attitudes, and behaviors primarily because of a desire to specify the cognition process leading to performance and retention of salespeople. While a massive body of literature exists concerning turnover of employees and determinants of employee performance, more empirical study specific to the sales force as a research population is needed to assess the nature of turnover and performance. Because the bulk of salesperson turnover occurs in early employment, particular attention needs to be devoted to the cognitive process of newcomers to the sales force. The present work examines expectation-based and perception-oriented models of performance and retention for sales force new hires. Interests of this investigation focus on the initial expectations of newly hired sales representatives and on how the degree of fulfillment of these expectations relates to subsequent performance and retention behavior. Extant research suggests that the degree to which expectations are met positively influences mediating variables such as job satisfaction and organizational commitment, and indirectly influences outcomes such as job performance and retention of newcomers. Alternatively, some researchers contend that these results are due to improper measurement of met expectations. A longitudinal research design and alternative measurement methods are employed here to better assess the role of met/unmet expectations. The proposed study is based on theoretical research from a variety of academic disciplines, and the results of the study will have multi-disciplinary implications. Contributions include: (a) replication and extension of theoretical research concerning processes leading to performance and retention of sales force newcomers, (b) a thorough examination of met expectations as a precursor to early sales force outcomes, and (c) methodological advances in the measurement of met expectations.

If your library is fortunate enough to be hiring, how do you socialize new librarians into your organization? A panel from different types of libraries such as academic, public, and school will discuss ideas for helping new hires succeed by imparting, both formally and informally, the culture of the organization.

Syfte: Syftet med denna studie är att öka kunskapen gällande introduktionsprogrammets betydelse för företag, för att i förlängningen möjliggöra för företag att effektivisera sitt HR-arbete.   Metodik och teoretisk referensram: En kvalitativ fallstudie med en induktiv ansats. Det empiriska materialet har samlats in genom intervjuer och fokusgrupper på tre företag inom industribranschen. vår teoretiska referensram innefattar introduktionsprogram, personalomsättning och mentorskap.   Slutsats: Inom introduktionsprogrammet finns det vissa komponenter som är mer avgörande än andra. Vilka är: struktur, upplärning, information, sociala och informella aspekter samt uppföljning. I förlängningen kan denna kunskap användas av företag och möjliggöra att de kan effektivisera sitt HR-arbete.   Vilken betydelse introduktionsprogrammet har för ett företag påverkas av förutsättningar, behov och problem inom det specifika företaget. Vissa faktorer påverkar samt har en påverkan på introduktionsprogrammet. Faktorerna kan förbättras med ett introduktionsprogram men också påverkas negativt. I förlängningen påverkar introduktionsprogrammet företags förmåga att bland annat behålla och utveckla personal, vilket kan skapa möjligheter för konkurrensfördelar och ökad lönsamhet. / Purpose: The purpose of this field study is to examine what importance an onboarding program has for businesses. By extension, businesses can develop their HR-processes in line with the findings of this study.   Methodology and theoretical reference framework: A qualitative case study within the industrial field with an inductive approach. Three different organizations within the industrial field are examined in the study. The empirical material was collected through unstructured interviews and focus groups. The theoretical reference framework includes Onboarding program, Turnover rate and Mentorship.   Conclusion: The study highlights crucial components of an onboarding program which are: structure, on the job training, information, social and informal aspects and follow-up. This knowledge can be used to make HR-processes more efficient. The findings of this paper are that the onboarding program will have a long term impact on businesses.   The importance of an onboarding program depends on the business. Advantages such as a decreased turnover rate and a motivated workforce can be earned by develop and implement an effective onboarding program within the organization.