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Cloud computing has revolutionized company operations. It has enhanced collaboration, lowered operating costs, and increased flexibility in the working environment. The test on its relevance in the modern workplace has been evident during the present period where the world is struggling with Covid-19. Measures used to address the Covid-19 pandemic, such as social distancing, wearing masks, and quarantine, resulted in the closure of multiple businesses. However, since organizations cannot afford to stop their operations completely, they had to explore a way to continue their operations. Thus, it resulted in the integration of cloud computing in various activities, such as onboarding. Many companies have embraced remote onboarding, which has been accelerated by cloud computing. Notably, onboarding a new worker is an integral part of organizational culture as it gives the employee the foundation on what to expect during his or her stay in the company.

Problem Statement

Multiple organizations have embraced remote working, but few of them were ready to consider virtual onboarding. Even though remote working had been practiced even before the current health crisis, it has become increasingly popular. Oranburg and Kahn (2020) argue that cloud computing has supported remote onboarding as many firms search for scarce talent that is geographically dispersed. Companies continue investing in technical needs that ensure they can attract the most skilled individuals from different parts of the world. Even though many organizations may not stick with remote onboarding after the restrictions have been eased, they have established a robust framework to tap top talent globally. Digital transformation efforts have taken time to be adopted in many organizations due to the fear of the unknown and reluctance to integrate new tools. However, the Covid-19 pandemic has demonstrated that companies need to be prepared to operate under every circumstance. Failure to do so many operations will stop resulting in massive losses. New tools create new capabilities, but their potential can be restricted if the company does not invest in appropriate infrastructure. Thus, the proposed research seeks to uncover how cloud computing has accelerated remote onboarding in the age of Covid-19.

The Objective of the Study

Even though extensive studies on the benefits of cloud computing have been conducted, little has been explored about its continued use to promote remote onboarding, especially during a crisis. Thus, this research seeks to exploit that gap.

Research Questions

The research will seek to address the following questions;

  1. How does normalizing the idea of working from anywhere influence the use of cloud computing to undertake remote onboarding?

  2. How does the remote onboarding team benefit from increased awareness of security threats explored in cloud computing?

  3. Whether a crisis, such as Covid-19, influences the utilization of cloud computing technology to conduct remote induction?

Literature Review

Cloud computing is an established operational model that has become an integral part of businesses. Many business activities are based on cloud computing. Thus, companies are fully integrating systems and designing new workflows to enhance efficiency. Even as processes become increasingly disrupted and resources limited, cloud computing benefits continue to increase. Kumar (2019) argues that companies can design the employee journey map that illustrates the things that are required during the familiarization process. However, they need to develop robust onboarding programs to ensure new workers have clear milestones. Remote onboarding can be challenging if cloud computing fails to be dynamic and flexible to embrace changes. It is necessary for companies to provide their target employees with onboarding materials that will help them during the process.

According to O’Leary (2020), remote onboarding is entirely dependent on technological aspects. If the appropriate information is not shared with the new employees, they may act ignorantly, which will end up exposing the firm to cyber-attacks. Notably, some security threats may appear small at the beginning but are likely to expand if not addressed. The Covid-19 pandemic has increased fear and stress among many people; thus, cyber-attackers use the opportunity to explore social engineering techniques to expose systems’ weaknesses. In most cases, onboarding is challenging to new employees, which even gets problematic where remote induction is utilized. Equally, managers involved in remote onboarding can be faced with new issues from time to time. Thus, the availability of robust communication frameworks helps in ensuring new employees are following the set guidelines. During the Covid-19 pandemic, frequent meetings are necessary to make sure that updated information is shared with the new employees.


The research will use individual interviews and a structured questionnaire to collect data. According to Fraenkel, Wallen, and Hyun (2011), the primary goal of the questionnaire is to ensure the investigator is constituent throughout the interview session. A questionnaire is an effective tool in collecting information where the survey technique is used, and the respondents are not easily accessible. The current health crisis is characterized by various challenges that will make it difficult to have face-to-face interactions with participants. The respondents will be interviewed through phone calls to ensure all details are clarified and minimize the possibility of misinterpreting information. The approach is vital in making sure that reliable and accurate data is gathered.

Notably, content validity is pivotal in this research. It is vital to capture the accuracy with which the research instrument in use will cover aspects that are under investigation. According to Creswell and Miller (2000), validity is the capability of the instrument to capture its operations. In this case, the research questions will be subjected to content validity to determine their ability to uncover the required information. The proposal will be sent to the project manager and the supervising professor to reexamine questions that will be used during the interview and in the questionnaire.

Besides, it is crucial to determine the reliability of the research instruments. According to Kimberlin and Winterstein (2008), reliability determines whether or not the research instrument is accurate. It implies that if the design is used to a group with similar features under the same situation, it will produce the same result. It is essential to refocus on each question to ensure it is accurately and carefully structured to eliminate the possibility of ambiguity. The approach is designed to ensure the question directs the respondent to a specific answer. Before starting the research, all the participants will be informed about the interview’s purpose, which will be essential in getting truthful feedback.


Creswell, J.W. and Miller, D.L., 2000. Determining validity in qualitative inquiry. Theory into practice39(3), pp.124-130.

Fraenkel, J.R., Wallen, N.E. and Hyun, H.H., 2011. How to design and evaluate research in education. New York: McGraw-Hill Humanities/Social Sciences/Languages.

Kumar, A.S., 2019. An Exploratory Study on Use of Cloud Computing for Talent Acquisition in Health Industry. Indian Journal of Public Health Research & Development10(8), pp.221-225.

Kimberlin, C.L. and Winterstein, A.G., 2008. Validity and reliability of measurement instruments used in research. American journal of health-system pharmacy65(23), pp.2276-2284.

O’Leary, N., 2020. From Home Working To Leaving The City: How The Pandemic Is Changing How We Live. [online] The Irish Times. Available at: <https://www.irishtimes.com/news/world/europe/from-home-working-to-leaving-the-city-how-the-pandemic-is-changing-how-we-live-1.4412882> [Accessed 2 December 2020].

Oranburg, S. and Kahn, B., 2020. Online Onboarding: Corporate Governance Training in the COVID-19 Era. Duquesne University School of Law Research Paper, (2020-09).

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