Introduction Onboarding is the process of integrating and acculturating new employees into an organization by providing them with the tools, re­sources, and knowledge needed to become successful and productive. It refers to the mechanism adopted by organizations and companies to help new employees acquire the needed knowledge, skill, and behavior to become effective members of an organization (Bauer, & Erdogan., 2011). Onboarding practices focus on welcoming of new recruits, an affirmation that the recruit made the right decision by choosing the job and that he fits well into the company and finally enhancing a good relationship between the employee and the company managers. It creates a feeling that reaffirms the decision of new recruits that the new place of work is a great place. This ensures that the worker feels welcomed, contented, prepared, and appreciated thereby improving his engagement in company activities. Through onboarding, the employee feels as part of the company and understands better the roles and expectation of the organization. He makes a difference in the company by performing meaningful and demanding tasks that make the company to succeed. Onboarding process is important for employees in an organization to display behavioral characteristics, which are necessary if the organization is to achieve its goals. This includes changing the beliefs of the employees in a manner that they conform to those of the company. Through this, the workers develop a better understanding of their job in relation to what is expected from them to fit in the company. This results to job satisfaction and increased performance since new recruits gain stability. The methods used in introducing new workers in an organization or department include formal meetings, computer-based orientations, talks, brochures or videos. Research has shown that when these socialization techniques are applied, they lead to positive outcomes for new employees. This includes higher job satisfaction, organizational commitment, job performance and reduced stress levels (Ashford & Black, 1996). Onboarding process outcomes are crucial to companies and organizations that are seeking to maintain their competitiveness during times of increased change of jobs by the employees. For example in America, close to 25% of workers are organizational newcomers involved in the onboarding process (Rollag, Parise, & Cross, 2005). Getting a new employee off to a good start can make a big difference in their feeling welcomed and in their effectiveness on the job. Proper onboarding helps employees get up to speed much more quickly and reduces the costs associated with learning the job. Discussion Why Onboarding There is a need to retain new employees and enable them to adapt quickly and become productive within an organization. This is important in the private sector as well as in federal and public organization. New workers are needed to adjust in the new environment and make them more resourceful in the organization in the shortest time possible. Through onboarding, workers in an organization understand and accept the principles, norms, and beliefs of the organization. According to a report by Booz Allen and colleagues, there is need for onboarding in any organization. The r