The employee life cycle is more simply known as an employee’s journey through a company or another. It’s an HR tool or model which helps one understand the life of an employee inside the organization and which of these stages overlaps with the company’s core values or HR responsibilities. Here are some details about the cycle and its stages.
The Basics of the Employee Life Cycle
As said in the beginning, the employee life cycle is an HR model that looks at the different stages an employee goes through during his time with a company. The role HR plays is highly important. A few of its stages will coincide with core HR responsibilities that might also require the use of talent management software.
It’s crucial that you supervise all the stages of your employees’ life cycle. If you can automatize this process and coordinate it in this manner, then you might ensure maximum efficiency.
The Stages of the Employee Life Cycle
The first stage includes all the steps that lead up to and incorporate the hiring of a new employee. Companies use different software-based tools to automatize this process, find candidates and screen them. They also schedule interviews in this way. Therefore, talent software is majorly important if you wish to streamline the process of hiring new people and attracting top talent. HR also plays an important part.
During the second stage, the candidates who have accepted the offers join the workforce of the company. When they are onboarded, they receive all the information they need both to do their job properly and to become part of the team. They also learn about the company culture. They receive training and are added to all the systems of the company that they require to function and do their job.
It’s a stage in which the employee must receive as much feedback for their work as possible. This is when a lot of meetings, one-on-ones, and performance reviews happen. They not only assess the employees’ work, but they can also determine if the person is fit to do the job or not. The employer can also find out what motivates the individual, what goals they have, what their personality profile is, and so on. At the end of this trial period, you get to decide if the person in question is a true match for your company.
This is when the employee becomes integrated into the company, understand his role from all points of view and is capable of working without assistance. Your challenge as an employer here is to make the worker want to stay and ensure his continuous development. Think about evaluating the employee from time to time, awarding recognition and succession planning. This will be crucial for promotions.
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The final stage of the cycle is when an employee leaves the company. It can be that he or she has a new job, has been laid off, has personal reasons, has retired, or his contract has been terminated for having violated the company policy.
Do not treat offboarding lightly. You still need to maintain company brand and make sure the feedback you get is good. There’s no point in having ex-employees saying bad things about their time with you.
The importance of knowing about the employee life cycle is higher than you think. It’s a process that concerns the most important asset your company has – the people. Always remember that, just as they can raise your company, they can also bring it down if not treated correctly, especially in the day and age of the online world.