Employee lifecycle or ELC represents an HR model that tracks employees’ career progression within one organization.
This model will help companies attract new talent, introduce these individuals to the team, develop them and retain them. The process basically ensures that you get the best possible workforce and retain them while continuously developing them. In terms of that, it is the key element of company’s performance management.
Here are 6 stages of the employee lifecycle:
Let us analyze all of them!
In order to have the right people for a business, a company has to look attractive to them.
Management needs to create an organizational culture that will be appealing to top human talent. Managers also have to provide financial benefits and support. Keep in mind that for certain employees, a good workplace is not enough as they also require good compensation for their services. In fact, salary and bonuses are oftentimes the main reason why a professional may sign for your company.
Organizations nowadays place lots of emphasis on corporate image and brand name as employees usually prefer working in companies with a better reputation. All of this provides a bigger pool of potential candidates for a job and if there are more people interested in a position, there is a high chance you will find someone that suits your long-term goals.
Recruitment has the crucial role in ensuring the success of the process. If you’re hiring wrong people, it doesn’t matter whether you’re providing a good training and leadership.
In this case, we need to consider whether we’re recruiting a person who is already working for the company or a new talent. If there are people within the team that have the necessary skills for the job, you should definitely consider them before anyone else. This way you’re rewarding their service and allowing them to progress within the company. Individuals will also have the intimate knowledge of company’s processes which will lead to more productivity and easier integration in a new team.
There are several things you need to focus on during recruitment process. Be specific regarding the position and expectations. This will allow you to eliminate candidates that are not fit for the position. You also have to ask the candidates for more data as you would like to know as much as possible about them. Lastly, try various job platforms. Every website is different and has their own pool of job seekers
Onboarding has a very important social purpose.
During this step, you will introduce a new member to the rest of the team. You need to guide the talent and teach them about company’s mission, vision and values. A person needs to learn about the business, team but also to be able to provide a valuable feedback. The faster they connect to their team, the better for you.
Integration process should be quick. The time required usually depends on overseeing manager who needs to be proactive and facilitate all employee’s needs.
One of the most important tasks of human resources is developing organization’s employees.
Development is a continuous process and in a modern economy, it is necessary for all workers to partake. Given that technology is continuously pushing boundaries of various industries, talent has to able to learn new skills that will help a company maintain a competitive edge in future. Also, they are not only responsible for their own development but have to share their learning experience with colleagues.
The company is responsible for the development process and should organize various events and programs that will allow employees to hone their skills and learn new ones. They should even be encouraged to develop themselves without the direct involvement of management. Continuous training is a necessity in a modern economy and has a strategic value for any organization.
Always remember that training shouldn’t be done blindly without prior planning. Management should assess employees and based on their strength and weaknesses, create a program that will further improve their skills allowing them to better tackle future jobs. Usually, the problem occurs as the management doesn’t understand their manpower and isn’t able to create solutions that will help develop their individual skills.
Companies always suffer when their best workers go someplace else. Although this is a common occurrence, it is necessary to reduce it to a minimum. After investing so much time and resources, no one wants to see their best employees go to the competition.
There are several ways to improve retention rate.
First and foremost, you need to hire the right people. During the initial interviews, you need to place emphasis on the future and find out what are employee’s expectations from the job. Oftentimes, the problem occurs because the employee is too ambitious and cannot grow with a company or company expects too much from an individual who isn’t able to meet those expectations.
It always good to provide new opportunities and promote good workers. Those individuals should also get financial benefits in accordance with their new job.
From time to time, check employees’ morale, how are they feeling etc. This is especially important after big organizational or business changes as most people are negatively affected by them. High level of engagement and direct contact is necessary for maintaining good relationships within the team but also between employees and management.
Some of your employees will most certainly leave. Whether they decided to retire or pursue a new opportunity, it is something you have to expect.
Separation requires a proper analysis. You need to establish what went wrong and why this person decided to leave your organization. Through a direct conversation, you can learn more how employees perceive you and what you need to change so that the other people don’t leave you.
Mastering these 6 steps can be really tricky. You need to have a good HR team that will be able to manage all these tasks. Luckily, with enough efforts, everything can be accomplished and you will be rewarded with a great staff.