Onboarding of employees refers to the process through which new hires are successfully immersed into the culture, quality, and operational systems necessary to function effectively within the organization (Aberdeen Group, 2008, p. 2). There are two categories of onboarding strategies that are the formal and informal procedures. Formal onboarding strategies refer written policies and procedures that help new employees to adjust to their new work environments while informal onboarding refers to the process by which new employees learn about their work conditions without any organizational plans (Bauer, 2010, p. 2). The formal strategies would be the best to integrate accounts payable managers into their new work environments. Some of the formal strategies that can be used to integrate new accounts payable managers include training, coaching, orientations, and mentoring.
All the formal onboarding strategies mentioned above can be used to develop a process that would integrate new hires into their positions and organizational culture successfully. Training would be the first step in the process and employees would be trained in hard skills, soft skills, and self-onboarding skills. Orientation would be the second stage and employees would be provided with information necessary to understand the company and their new roles. Mentoring and coaching would be the last stages of the process. Mentors and coaches would teach employees how to perform in their new roles over an extended period until the new staff is fully conversant with their jobs.
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There are some advantages that are associated with formal onboarding strategies and that make them the better option for the integration of new accounts payable managers. For example, they ensure that the new employees comply with the legal and policy-related rules and regulations (Bauer, 2010, p. 2). They also ensure that the employees clearly understand their jobs and expectations. Besides, formal onboarding ensures that the employees know all the vital relationships to establish and maintain both within and without the organization.
Each of the formal strategies mentioned above has some unique advantages. Orientation helps new hires to understand the various aspects of their jobs and organizations such as organizational culture and values, goals, objectives, history, and structure (Bauer, 2010, p. 9). It also helps the new hires to socialize with other employees. Coaching and mentoring are similar. Coaches and mentors advice new employees and teaches them about the organization. They also offer job instructions and provide them with social and political support (CNA, 2011, p. 2). Training instills confidence, clarity and the necessary skills in new employees. It encourages successful onboarding by enhancing the ability of the new employees to adjust proactively to their new environments.
- Aberdeen Group,. (2008). All Aboard: Effective Onboarding Techniques and Strategies (1st ed.). Retrieved from http://fm.sap.com
- Bauer, T. (2010). Onboarding New Employees: Maximizing Success (1st ed.). SHRM Foundation. Retrieved from http://www.shrm.org
- CNA,. (2011). New Employee Retention: Using Onboarding Techniques to Increase Satisfaction and Retention (1st ed.). Retrieved from https://www.cna.com
