Human resource life cycle is related to the phases that an employee goes through while working in a particular company.
Every stage has its own opportunities, challenges, advantages, and limitations. For example, if your business is going through high employee turnover, it means more attention should be given to the stage of the motivation of the human resource life cycle.
Another example is if the skills and abilities of an employee are not improving or enhancing, the focus should be on the improvement in implementing the training program.
In case of any interruption at any phase of the life cycle, required steps should be taken to let the employees and the business to grow and succeed.
There are 5 stages in the human resource life cycle. These are:
For every business, to grow continuously, hiring the right type of people for the right job is very important. Decisions related to hiring directly effects the rate of turnover, productivity, and growth. The success of the recruitment phase is very critical to run an organization smoothly. Human resource department should focus on the following things:
- A staffing plan should be made which will focus on finding out the positions that are vacant, what type of employee is needed to fill the vacancy, what the employee will be expected to do, policies for attracting new candidates and other concerns related to hiring.
- Scrutinizing packages related to compensation and other monetary and non- monetary benefits to make sure that they are competitive so that the top talent can be attracted.
- A procedure of interview should be developed. Various aspects like written tests, preliminary interviews, screening of applications and final interview should be included in the protocol.
When an employee starts working in the new position, his education process should be started. All the employees should be well aware of their roles and responsibilities and what is expected of them. At this stage, HR should:
- Communicate the values and the culture of the company to the employees.
- Provide training to the new employees so that they can adapt themselves to the changes and can understand their duties.
- Give every new employee a coworker who can assist him and support his transition. This way the employee will feel connected with the organization.
- Organize an induction session in which the new employee will be introduced to the other staff members and the co-workers.
- Make sure that the new employee has all the necessary passwords, parking passes, voice mails, etc.
Lack of motivation leads to a reduction in employee turnover and absenteeism. In the first ninety days, if the managers and leaders are able to connect with the employees and make a bond with them, they are able to retain the employees for a longer period of time as compared to those who are not able to make such connection. Employees can be motivated by:
- Keeping them engaged at every level.
- Giving them better compensation and incentives for growth.
- Giving them recognition.
- Praising and appreciating them for their every achievement which has helped your business to grow.
At this stage, the performance of an employee is measured and evaluated by a supervisor. The feedback is then given to the leaders and the managers which helps them to decide whether an employee is right for that particular job or not. HR should:
- Challenge the employees and should measure their performance and the provide a feedback to them.
- Have a conversation with them related to their performance which should be based on facts.
- To make the employees more skilled, provide them with training and development opportunities.
At this stage, the employees are appraised for their hard work. They can be given benefits like gift cards, flexible working hours and extra paid off time to reenergize them. The employer should always find a way to motivate the employees so that they can help them in achieving organizational goals. Employees should be given a sense of ownership by making them feel empowered.
Like all other cycles, the HR cycle also comes to an end either by the retirement of employees or the employees leaving for more pay and benefits.
Investing time on the end of the cycle is as important as all other stages of the HR lifecycle.