What is the correct sequence of HR activities?
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Designing and encouraging an employee experience that leads to longevity, success, and great employee engagement should be a permanent mindset within your company. Rather than looking at employee engagement efforts as one-time endeavors when morale is low, the employee life cycle model frames engagement as a designed experience embedded into the trajectory of every employee within your organization. What is the Employee Life Cycle Model?The employee life cycle model (ELC) is an organizational method used to visualize how an employee engages with the company they are a part of. There are six stages involved in this model: Attraction, Recruitment, Onboarding, Development, Retention, and Separation. The employee life cycle model is geared to encompass every stage of an employee’s experience within a company, formatting that trajectory into a framework that provides a different engagement strategy for each stage the employee enters. For example, if a company has an excellent and engaging recruitment strategy, but high turnover rates, they can focus on the retention stage in their ELC in order to develop a suitable solution for the issue. The employee life cycle model greatly resembles the typical customer journey, which is intentional! Essentially, designing an employee life cycle strategy is rooted in the idea that the employee experience is just as valuable as their customer’s experience. Many large organizations don’t have a true idea of the value of employee engagement, choosing instead to focus on customer satisfaction and viewing employee engagement efforts as temporary programs rather than a consistent corporate mindset. In order for your company to be able to capitalize on your workforce’s talent, you need to be able to turn engagement data into meaningful intelligence at all managerial levels, helping your employees recognize their contributions to the company and driving engagement and success. The Advantages of Implementing an Employee Life Cycle StrategyBy mapping out the employee journey in the same way you map out the customer experience, your company will see two main benefits: better talent retention, and reputation improvement. The ability to effectively allocate resources and efforts to reduce turnover issues reduces the time and money that turnover costs cause for the company. Similarly, a better reputation increases the chances of hiring more new talent, meaning a more committed and driven workforce. In a hurry? Take the infographic to go!Employee Life CycleDownload Infographic The 6 Employee Life Cycle StagesIn order to understand exactly how each stage of the employee life cycle can drive employee engagement, let’s examine each stage in greater detail. 1. AttractionThe first stage of the employee life cycle is the employee attraction stage. Regardless of how innovative and strong your product or service is, without the attraction and retention of great talent, your company will fail. This makes the attraction stage one of the most crucial aspects to any organization’s growth strategy. The attraction stage is the only stage that occurs before you have an open position in the company. Also referred to as the employer brand, it is the projection of the image of your organization as a great place to work, both in the minds of current employees as well as key stakeholders in the external market. This means that active and passive talent candidates, clients, customers, and potential stakeholders have a positive perspective of how it is to work within your company. In order to build a great employer brand and succeed in the employee attraction stage, there are several key tips you can follow:
2. RecruitmentThe second stage of the employee life cycle is the employee recruitment stage, the period where you seek out and recruit the best talent to join your organization. Recruitment can occur as a result of an existing role becoming vacant, or a new position being created altogether. The best types of recruitment plans offer an optimal candidate experience, support collaborative hiring centered around clear criteria and processes, and provide meaningful data that can be used to improve hiring results over time. In order to succeed in recruiting the right talent for your team, here are several key tips to include in your recruitment stage:
3. OnboardingThe next stage of the employee life cycle model is the employee onboarding stage. Occurring after you have recruited the top talent, the onboarding period is critical to getting your new hires well-adjusted to the organizational environment and performance aspects of their new job as quickly and smoothly as possible. During the onboarding stage, new employees cover more in-depth aspects of their position, identify the attitudes, knowledge, skills, and behaviors that are required to function effectively within the organization. Making new hires feel welcomed in the team and well-acclimatized to the nature of both their role and the organization is critical to drawing out long-term contributions and engagement. Here are some key strategies you can employ to ensure that the onboarding stage of your company’s employee life cycle run smoothly for all concerned:
4. DevelopmentThe following stage of the employee life cycle model is the employee development stage. It is during this period that you begin to consistently encourage professional development amongst your team, which acts as a catalyst in their skill development, and also helps provide them with a future career path within the company. Some key tips you can follow to improve the professional development stage of your employee life cycle model include:
5. RetentionThe fifth stage of the lifecycle model is the employee retention stage. It is here that you focus your energies on keeping your top employees, and ensuring they are happy and sufficiently challenged in their respective roles within the team. The influence of company culture goes a long way in this stage. If the culture in your organization is poor, it inevitably leads to a high employee turnover rate, meaning you will have to face replacement costs regularly. Improving the retention stage is a great way to counteract this risk and promote longevity and satisfaction amongst your team’s career paths. Some tips to help ensure you are retaining your key people, and improving the employee retention stage of your lifecycle model, include:
6. SeparationThe final stage of the employee life cycle is the employee separation stage. For most employees, there comes a point where their employment lifecycle will reach its conclusion, whether from retirement, new employment, or for personal reasons. Treating the separation process with equal importance as the onboarding process and being equally as strategic in how you approach this stage, is critical. When a team member leaves, it has an effect on other members. It is the responsibility of the manager and HR professionals within the company to ensure that the employee who is leaving, exits in a way that doesn’t cause major disruption. If you find yourself faced with a situation where a key employee separates from your organization unexpectedly, there are a few key tips you can use to minimize the effects of that disruption:
In SummaryThe employee life cycle model is one of the best was to visualize and plan for each stage of an employee’s interactions with your company, providing you with the insight necessary to make each stage of their time with your company as successful as possible. By focusing on doing the best you can at each stage, you are much more likely to attract and retain a fantastic team. Take the infographic to go!Employee Life CycleDownload Infographic Request a Free DemoWe'd love to show you around!Subscribe to our newsletter...We'll keep you up to date with useful HR content, tips, and templates! What are the 5 HR activities?Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety.
What are the 4 HR processes?The following are the various HR processes: Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). Employee remuneration and Benefits Administration. Performance Management.
What are the 7 HR processes?Recruitment & selection, performance management, learning & development, succession planning, compensation and benefits, Human Resources Information Systems, and HR data and analytics are considered cornerstones of effective HRM.
Which is the correct sequence in HRM process Mcq?Therefore, stages of staffing in the correct sequence are:
Recruitment. Selection. Induction and orientation. Performance appraisal.
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