HR is critical in understanding the needs of employees so that social tools enable them to be productive, communicative, efficient, and engaged in their daily work life. The Employee Life Cycle model is one of the tools that can identify the stage an employee is at while employed with your organization. This powerful tool helps in better understanding of the psyche of the employee and his/her needs.
A social workplace evaluates employee behavior to create a truly amalgamated and integrated social experience.
The employee work life cycle can be broadly classified into six stages.
This stage includes all the processes leading up to and including the hiring of a new employee. This is a crucial part in business development. In order to succeed, your HR team should have a strategic recruiting process in place. It is important to select the right person for the right job at the right time. Recruiters use a number of methods to source candidates. The sourcing process can include posting job vacancy announcements, perusing social networking sites for job seekers’ profiles and creating alliances with members of professional associations. Sourcing involves reaching out to both active and passive job seekers. The use of technology is boosting with time and therefore companies prefer online recruitment agencies to search for the apt candidate.
Onboarding is a brief step in the employee work lifecycle. The employee is added to the organization’s identity and access management system.
In this stage, the employee settles into the job, integrates with the corporate culture, familiarizes himself with co-workers and management, and establishes his role within the organization. Allow new hires and long-time employees to contribute and share tacit knowledge around the ins and outs of being successful in a new role. This stage is very important to expose the new member to the work environment of your company. The new candidate should be given the power to give you a feedback so that you can improve the candidate experience of your organization. New hires often have similar questions and concerns. Establish a forum where they can reply to a question from another new hire with a solution. A company needs to have every employee working with the same corporate vision and goals in order to be successful. During new employee orientation, it is important to spend time explaining the corporate vision to new employees, and explain how the employees are part of making that vision a reality. It helps to make new employees feel like part of the company’s future. It also helps the human resources group to preserve the corporate culture as new employees become part of the team. The new candidate identifies his role in this stage and feels one with the organization.
During the planning stage, the employee and management collaboratively develop objectives and goals. The major focus of career planning is on assisting the employees to achieve a better match between personal goals and the opportunities that are realistically available in the organization. In this stage, the employee understands about his own weaknesses and strengths. The organization should recognize these and place the candidate accordingly in the suitable positions. Organizations should map out careers of various categories of employees suitable to their ability, and their willingness to be trained and developed for higher positions. This is the stage where an employee truly recognizes who he/she is. It is a crucial stage where the employee needs proper guidance to find hi/her balance in work and life. This leads to attaining maximum level of satisfaction. Learning is the major aspect of this stage.
In this stage, the employee matures in his role in the organization. Growth is the key aspect of this stage. Professional development frequently involves additional training. The employee grows on professional as well as personal levels. Organizations should connect employees on similar development plans so they can encourage and support one another. In doing so, organizations will promote leadership. In this stage, the employees should be allowed to take an active part in idea generation. Employers should foster innovation that has acknowledged results. Create a portal where employees can submit ideas, where peers can vote on the submissions, and, most importantly, have the executive leadership review the ones that have been voted to the top. Companies with strong career development programs generally attract more talented employees. This benefits the organization and workers because it elevates the general level of knowledge and competence. Working with other capable professionals inside the company is motivating for employees.
The challenges in this stage are employee engagement and retention. Lack of challenging work is one of the major reasons as to why an employee decides to move on. Employees often get bored of their job at this stage. Organizations find it hard to check the turnover rate at this stage.
Also referred to as “TRANSITION”, this stage is the final stage where the employee leaves the organization. Termination may occur due to resignation, firing or retirement. Organizations use this stage to gather valuable feedback from the experienced employees. Many companies conduct exit interviews. Organizations use retired employees as an excellent project-based, flexible source of experience. It is essential to keep in touch with employees who already know your business, as they increase their skill sets, they become a talent pool worth tracking.