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Strategic onboarding is a fundamental process for talent retention and the strengthening of organizational commitment. This research analyzes its impact on educational institutions, with a particular focus on the University of Panama, based on a documentary and descriptive approach. The study examines theories such as Becker’s Human Capital Theory (1964), Kristof’s Person-Organization Fit (1996), Van Maanen and Schein’s Organizational Socialization Model (1979), and Bauer’s Onboarding Model (2010).
The findings reveal that a structured onboarding process, incorporating strategies such as mentorship programs, continuous training, and organizational socialization, can increase talent retention by up to 82% and reduce uncertainty during the initial months of employment. Notably, 70% of employees decide on their long-term commitment to an organization within the first month, underscoring the importance of an effective onboarding process.
The study concludes that the University of Panama should adopt a proactive onboarding model based on the “7 Cs,” ensuring role clarity, cultural integration, and a strengthened sense of belonging. Additionally, the application of motivational strategies aligned with Maslow’s hierarchy of needs would enhance job satisfaction and organizational commitment. Implementing these approaches would optimize staff adaptation, fostering a more stable work environment aligned with institutional objectives.
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