Employee Life-Cycle Strategy for HR

There are a variety of topics that address topics around employees regarding improving specific processes such as hiring, payroll and benefits administration or performance management and hiring. However, a process that deserves attention is employee lifecycle management life- cycle management (ELM). Assessing strong employee lifecycle management on your company is key to attracting and retaining top talent and to supporting the company's bottom line.

The life cycle is the various stages that employees will experience during their work. It starts with their impression going through the recruitment process, continues as they engage with development opportunities and conclude with the recognition of work performance from the company. The most important thing is how the manager supports the employee through each stage, and how the employee actually experiences this "journey".

By planning the employee lifecycle, you can improve your company's performance, extend staff tenure and better prepare for the inevitable turnover. The employee lifecycle model is a method of visualizing how employees engage with the company they become, part of it from start to finish. There are five specific phases of the employee lifecycle:

1. Recruitment

This first stage includes the application process and interview that candidates go through when applying for open positions. Considerations that a manager needs to consider such as the time to hire, the cost of recruitment, the offer acceptance rate and the quality of the career. Companies can find out if employees have passed the recruitment stage well through the implementation of pre-recruitment surveys and candidate response surveys.

2. Onboarding

Most new hires need 'extra time' to adapt to the job and the company's environment. The sooner they do this, the more profitable it will be because performance performance must be immediately engaged with the employee's work and provided with effective training to achieve this. An onboarding feedback survey or training survey gives your new hires the opportunity to highlight areas that can be improved.

3. Development

As employee roles evolve at work, you need to measure productivity, team skills and promotional aspirations through feedback. The results of feedback or feedback are collected from the employees themselves, colleagues and employee managers. This can help companies provide a more complete picture of what is going well, and what can be improved.

4. Retention

Companies require a lot of time, effort, and cost for recruitment. Starting from job advertisements, interviews, to decreased productivity when employees are close to resigning. Economically, the company keeps employees with a decent wage, a conducive work environment, and performance appreciation. For this reason, companies need to increase the value of employee involvement in working in the company, so that employee productivity and company performance increase optimally.

5. Exit or separation

Every employee will leave your company at some stage, whether they retire, move to another company or make a life change. In this cycle or employee separation, the company may not use KPIs, but it is actually an ideal opportunity to find out why an employee left the company. Data from the resigned employee response survey can help you understand why employees are leaving, allowing you to intervene more effectively at the retention stage in the lifecycle and reduce the level of potential employee attrition.

Mapping employee journeys has two main benefits: reduced turnover costs and time and cost savings. On the other hand, a better reputation increases the chances of hiring more potential employees. The cycle is not built by chance, but needs to be built on a vision supported by data, insights and technology. For this reason, the DOOR Application is here to offer companies the convenience of managing employees so that the employee life cycle can be handled optimally. Visit Website us and Door to learn more.