Undergraduate Thesis Bachelor of Science in Business Administration Major in Human Resource Management University of Rizal System Binangonan 2025

"This study explores the Assessment of employee onboarding practices at Manhattan Cafe in Ayala, Makati for the calendar year 2024, with a focus on improving employee retention, productivity, and organizational commitment. Grounded in the core dimensions of effective onboarding-clear and consistent role expectations, role clarity, social support, and active engagement-the research assesses how these practices are perceived by employees across various demographic profiles, including age, gender, civil status, educational attainment, length of service, and work position. A descriptive-quantitative method was employed using a survey questionnaire distributed to 51 employees. The demographic profile showed that the majority of respondents were aged 21-30 years (82.4%), female (58.8%), single (90.2%), and college graduates (64.7%), with most having 1-3 years of service (80.4%). The most common work positions were crew members and baristas. Findings revealed that employee onboarding at Manhattan Cafe is generally perceived as effective. The highest overall mean score was observed in ""Role of Social Support (4.68), indicating a strong sense of welcome and assistance from colleagues and supervisors. ""Active Engagement and Participation"" followed with a mean of 4.58, showing that employees felt involved during the onboarding period. Meanwhile, ""Clear and Consistent Role Expectations"" and ""Role Clarity"" also gamered favorable ratings with mean scores of 4.44 and 4.41, respectively. A series of One-Way ANOVA tests revealed no significant differences in onboarding perceptions when grouped by age, civil status, or work position. However, gender showed a significant difference in perceptions of ""Clear and Consistent Role Expectations* (p = .001), 'Role Clarity"" (p = 002), and ""Active Engagement and Participation* (p = 024). Additionally, educational attainment and length of service were found to significantly influence perceptions of onboarding practices, particularly for the variable ""Code"" and ""Clear and Consistent Role Expectations.* Overall, the study concludes that the onboarding practices at Manhattan Cafe are perceived positively, with particular strength in social support and engagement. However, variances based on gender, education, and tenure suggest opportunities for more tailored onboarding strategies to ensure a universally effective experience. The onboarding process should focus on clarity, simplicity, and gradual leaming. Start by giving new employees specific, manageable information using the ""One-Three-One"" method-one goal, three key details, and a short recap to avoid overwhelming them. Provide clear and concise instructions using simple language, supported by Witten or visual guides to help them understand expectations easily. A brief orientation tour should be conducted to familiarize them with essential areas of the café, reducing first-day confusion. Assigning a supportive buddy can help new hires adjust socially, boost their confidence, and encourage active engagement. Finally, offering quick hands-on practice allows them to apply what they learn, helping identify their strengths and areas for improvement early in the process. "