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Employee lifecycle is a human resources model involving several stages to define an employee’s journey in the organization. It explains how an employee progresses within the company from selection to exit.
Improving the efficiency of these six employee lifecycle stages helps enhance the employee’s experience with the company, which reduces turnover and improves satisfaction. For this reason, the model is an optimum HR strategy to retain employees, reduce hiring costs, and ensure high employee morale.
This blog will discuss six stages of the employee lifecycle and best practices to improve process efficiency.
Organizations can attract top talent by engaging candidates in every stage of employee lifecycle management. Evaluate how these six stages work:
The first stage of employee lifecycle management is attraction, where the position becomes available in the organization. The HR team posts job openings on various portals to attract relevant candidates. After this, candidates evaluate the job description to decide if they want to work with this employer or look for other opportunities.
Therefore, this implies that the first impression of the organization is the critical factor in attracting skilled talent.
Once candidates have applied to an open position, hiring managers move to the recruitment stage of employee lifecycle management. It involves shortlisting relevant applications, conducting interviews, taking assessments, etc.
The orientation and onboarding stage of employee lifecycle management is crucial to define a candidate’s experience in the company. At this stage, recruiters should focus on helping new employees adjust to the culture, understand the hierarchy, and get comfortable with work patterns.
During onboarding, new employees should understand the company’s values, goals, long-term plans, and communication patterns. Understanding these key factors helps build the foundation for organizational and personal growth.
The retention stage starts when the employee is onboarded and has started working on the job role. Ideally, retention processes consistently stay alive till the employee separates from the organization. It involves keeping employees satisfied, motivated, and happy.
Once employees adjust to the company’s culture and working schedule, they look for development opportunities. The ability to develop skills, learn new things, and evolve is imperative for employees’ career growth. Therefore, HR managers should evaluate growth and learning requirements and sketch a career path for different types of employees.
Mercer | Mettl’s Training Needs Analysis Assessment allows recruiters to find skills gaps within teams and create relevant training programs based on the results. The assessment’s structured process helps identify challenges in employees’ reskilling and upskilling patterns, which helps create a valuable L&D strategy.
Further, Training Effectiveness Assessment helps gauge the effectiveness and impact of a training model. For example, what was the employees’ reaction, were they able to learn, what was their behavior after the training, and what was the overall outcome?
The last stage is separation, where the employee is offboarded or leaves the company. There are multiple reasons why an employee might leave the company, such as retirement, personal reasons, better opportunity, lay off, etc.
Mapping your employee journey like the customer experience journey helps retain talent and improve the employer brand. Organizations can reduce hiring expenditures, boost training programs, engage teams, and increase productivity.
We have discussed the importance of correctly executing every stage of the employee lifecycle. However, the best experiences and employee satisfaction are provided by suitable tools. Using the right tool at every stage supports your employee lifecycle efficiency.
Some tools to use are:
Fine-tuning different stages of employee lifecycle management helps reduce turnover and recruitment costs. It improves HR’s visibility across several areas, which allows the highlighting of loopholes and challenges. Eliminating these roadblocks optimizes performance and creates an innovation-oriented environment. It will enable employees to stay satisfied in their job roles and leave the company positively, helping create a good employer brand.
The employee lifecycle contains processes used throughout an employee’s time in the company. It is how HR managers initially interact with candidates, the strategies employed during onboarding, and the methods of offboarding.These processes help shape an employee’s experience with the company. Thus, finding loopholes and streamlining the employee lifecycle is crucial for better outcomes. It increases retention, employee satisfaction, and organizational productivity.
Employee lifecycle management helps in the following:i) Engaging employees and improving collaboration,ii) Maximizing employee satisfaction during each phase,iii) Reducing turnover and improving retention rates,iv) Ensuring high employee morale at the time of joining,v) Improving employer brand and market value.
Originally published November 28 2022, Updated November 28 2022
Training effectiveness is a method to measure the effectiveness of an organization’s training initiatives. Training effectiveness can be determined by qualitative assessments that evaluate the improvement in a trainee’s knowledge, skills and behavior. It can also be quantified in terms of return on investment (ROI).
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