2. A NEEDS ANALYSIS:  The current onboarding process focus only on the short-term experience of an employee; it should cover the process from when a new team member joins the company to when they can effectively contribute to the organization. Thus, it needs to be adjusted to cover the first one year of an employee’s experience in the company.  It is too administrative / compliance based. It needs to include activities to give a new team member the best first impression of the organization.It should include ideas of not just on boarding a new team member but also retaining them (i.e., it needs to create a lasting impression).It should include exciting ideas to give new team members a wow experience (such as ideas on organizational socialization, etc.)        3. AN ANALYSIS OF BEST PRACTICES IN ORIENTATION WITH PROOF:  Create a new team member orientation checklistStart the process earlySchedule one-on-one time (Managers should set aside time to have a face-to-face time with a new team member. 89% of HR leaders agree that this has a positive impact on the company latter on[1]).Make the first day memorable (give them an office tour, ensure the new team member’s workspace is ready, prepare a welcome package, introduce to team members, take new team member out for a welcome lunch). All this will motivate the new team member to be productive.Automate paperwork (e.g., direct deposit form, tax forms, non- disclosure agreement, eligibility verification form, etc.).Create interactive Training materials, to enable the new hire have knowledge of skills and knowledge they need to carry out their work (e.g., through interactive videos. 82% of new hires stated that such videos hold their attention longer than non-interactive videos).Inform new team member of the opportunity of a clear path to career development.Commit to a longer onboarding process.Arrange a work a work buddy to help new team member get over nervousness (partner/ buddy can help employee learn new process).Check-in on the new hire to                      5. A SUMMARY OF THE ACTIVITIES YOU ARE PROPOSING FOR THE ORIENTATION AND WHY THEY ARE IMPORTANT. (THIS SECTION TO COURSE MATERIAL, THE VISION, MISSION, AND VALUES OF THE ORGANIZATION),  6. INCLUDE MEASURES OF SUCCESS AND WHY THEY ARE IMPORTANT TO THE EMPLOYEE AND THE ORGANIZATION.