Onboarding a new employee is often myopically defined as quickening a new employee to effectiveness. While this achieves a particular objective of a strategic onboarding process for many companies, it falls short of a complete definition and leaves managers of human capital with a goal so vague as to nearly render it useless (how fast is quick, and what is effective?) Furthermore, quickening effectiveness for many employers in blue collar industries is such a trivial endeavor that instituting an initiative to quicken new employee effectiveness might not make sense (a furniture mover's path to effectiveness might be measured in minutes). On the other hand, all employers share the compliance, paperwork, and logistics burdens associated with new employees, regardless of the blue-shading of their industry.
In Employee Onboarding; An HR Technology Seeking a
mylifeatkroger Definition we define two approaches to onboarding. Transactional Onboarding utilizes the automation of the onboarding business process to transition a new employee into their new role; automating the federal W-4, I-9, and state tax forms are examples of business rules and forms best automated through transactional onboarding. Return on investment is realized through making the process more efficient, eliminating costs in handling forms and data, eliminating latency and errors in data, and minimizing risk in the compliance-sensitive area of hiring. Transactional onboarding's value is objectively measurable and is of value to any employer; particularly so for employers with compounding factors such as high turnover or regulated industries; one can think of transactional onboarding as the science of onboarding.