INFLUENCE OF ONBOARDING PROCESS ON THE RANK-AND-FILE EMPLOYEE RETENTION IN PHILIPPINE COALITION AGAINST TUBERCULOSIS IN QUEZON CITY

Abstract

This study aims to investigate the impact of the onboarding process on rank-and-file employee retention at the Philippine Coalition Against Tuberculosis (PhilCAT) in Quezon City. Specifically, it focuses on general and departmental orientations and their role in fostering employee satisfaction and commitment. The research highlights the importance of a well-structured onboarding process in improving retention rates and contributing to the long-term success of the organization. The study utilized a correlational research design, involving a random selection of 111 rank-and-file employees from PhilCAT. Data were collected through assessments of employees' perceptions regarding key onboarding components, including general orientation, mentorship, training, support tools and processes, and feedback and evaluation. This methodology aimed to explore the relationship between these onboarding elements and employee retention, providing insights into how effective onboarding impacts employee engagement and retention at PhilCAT. The study revealed several important findings regarding the onboarding process at PhilCAT. Most respondents were between 20 to 24 years old (41.44%) and had a tenure of 2 to 3 years (46.85%), with the majority working in the Operations Department (82.88%). General orientation and feedback, with a composite mean score of 3.99, were found to have a strong impact on employee retention. Similarly, departmental orientation components, such as training (3.99), support tools and processes, and evaluation and feedback (both 3.98), were also highly influential. However, mentorship, with a composite mean score of 2.87, was perceived as moderately influential, highlighting dissatisfaction with the guidance and support provided during departmental orientation.  To address these issues, the proposed program focuses on improving the mentorship component. Recommendations include developing customized onboarding initiatives that meet the varying needs of employees at different stages of their tenure. Strengthening the mentorship program through additional training for mentors is also recommended to ensure they are equipped to provide valuable support and guidance to new employees. This study highlights the significant impact of the onboarding process on employee retention at PhilCAT. The research indicates that both general and departmental orientations play a crucial role in improving employee satisfaction, engagement, and long-term commitment. By implementing the recommended strategies, the Human Resource Department at PhilCAT can create a more supportive and welcoming environment that fosters employee loyalty and enhances retention. Ultimately, these improvements will contribute to the organization’s success by building a dedicated and satisfied workforce.