27 Actionable Insights & Resources for Employee Lifecycle Management
As HR professionals you’ve heard it all before: managing effectively your employees’ lifecycle is the secret to create an engaged workforce which will in turn improve business efficiency. But how do you do it – from the moment you hire people to the moment they leave your company? Experts say that creating an integrated value chain throughout the entire process is fundamental.
Five critical steps of the employee lifecycle needs to reflect value
As if the process was not complex enough, an additional layer of complexity comes into play. With societies and organisations evolving and becoming more diverse, HR leaders need to proactively respond to this changing environment and adapt their employee lifecycle program to the diversity of their workforce.
To help you in your mission, we have decided to explore the five main steps of the employee lifecycle and develop a reference list of expert tips, best practices, ideas, case studies and more that you can refer to along the way. Using this list is just the beginning and running an effective employee lifecycle program on the long term takes a combination of the following:
- Using highly efficient and effective tools
- Testing new strategies as well as using proven methods
- Creating a better organisational culture
- Following management best practices for success
- Staying ahead of the curve through research and learning to understand the “bigger picture”
Before you even hire someone, you need to know who your ideal candidates are and figure out the best way to attract them. Establishing your employer branding strategy is the first step to creating a thought after profile that prospective candidates will be attracted to. Job seekers are now looking to work for companies where their personal values can align with the corporate values. Without strong foundations, aka company culture, the old tricks (such as offering big salaries) won’t make your company stand out in an environment that’s becoming more and more competitive.
So what’s you plan when it comes to attracting talents to your company?
A = Each year you look at the list of top 100 companies to work for. You cross your fingers and hope your company name appears suddenly.
B = You think about launching a similar campaign to the “Best Jobs in the world” by Tourism Australia #dreamjob
C = Hum… still not sure how?
If you’ve picked A, B or C, we’ve got you sorted here with some interesting resources you might want to check out:
Reviewing the Basics: Watch this entertaining TEDx talk in which Vishen Lakhiani covers how he applied five ways to build the world’s greatest workplace, namely: happiness, quests, personal growth and tribal dynamics.
Case Study: Read how Microsoft uses social for recruiting and employee branding.
Expert tip: Don’t have the budget to compete with Google or Facebook but still looking to acquire top talents? Meghan Biro provides practical examples on how to do it using start-ups as an example.
Best Practise: Thinking of redesigning your company culture? Don’t forget to list honesty and transparency on the list of attributes. This is a short article that explains how growing a culture of openness is essential to attract and retain the best talent. (Spoiler alert: one in four workers have become dissatisfied at work and left their job because they felt cut out of the information loop!).
The recruitment process is part of every organisation’s employee lifecycle and is also one of its most crucial steps. In fact, the hiring decisions you make today will be responsible for your future turnover, productivity and growth. Here are some ways to get through this important step of the employee lifecycle process.
Strategy: Recruiting strategies for a tight talent market.
Case Study: Take a look at Virgin’s Media to see how a poor recruitment strategy can lose you money and cost you customers.
Best Practise: Collaborative hiring is about getting all your employees involved into the process, thus making talent acquisition an organisational priority. Here are the top 10 reasons why you should switch to it.
Core Metrics: Measuring the effectiveness of your recruitment activities is important but measuring every single metric listed on the web is certainly not the way to go. That’s why you should focus on the top 7 recruitment metrics that matter.
New hire onboarding is an often overlooked step in the employee lifecycle and it can be at the origin of a high employee turnover when done poorly. In fact, only 37% of organisations have invested in a formal onboarding program for longer than two years according to a study by the Aberdeen Group. When executed properly, employee onboarding can lead to higher job satisfaction, less stress, an increased organisational commitment and improved performance. According to Lesson.Ly, new employees who attended a well structured onboarding orientation program were 69 percent more likely to remain at a company up to 3 years.
Expert Tips: Here are 8 tips to get your employees off to their best possible start. Have you thought about assigning a mentor to your new hires?
Case Study: See how Google uses simple just-in-time checklist to improve onboarding results by 25%
Step-by-Step: Emily Bennington, SHRM’s keynote speaker, takes you through the five steps to a world class onboarding program.
Whether you use the words appraisal, review or 360 degree feedback to refer to it, you can’t deny that employee performance management is one of today’s hottest HR topics. Performance reviews and appraisals do hold a terrible reputation. In fact, 90% of appraisals are painful and don’t work; and they produce an extremely low percentage of performers.
You must have come across dozens of resources that tell you how you should do it. We’d rather show you how to approach it the right way. Performance reviews should be used beyond their face value and more as a tool to help you drive, motivate and develop the capacity of your staff to do better.
Here are options to help you reinvent your performance review system:
Future of work: Take a look at six companies that are redefining performance management.
Best Practise: Why you need a good competency framework to get performance appraisals right from the start.
Food for thought: The role of motivation in raising performance levels has been pointed as the missing link by the SHRM. Motivation itself can be elevated by acknowledgment and rewards.
HR Tools: 5 ways you can utilise HR tech to boost your performance review system.
Decreased profits, higher cost levels and a low workplace moral are some of the negative effects a high employee turnover rate can have on your business. With an employee retention rate as high as 80%, EY reveal the top five reasons why people quit their job globally include minimal wage growth, lack of opportunities, excessive overtime, lack of teamwork and a work environment that is not flexible enough.
When over 30% of workers regularly search for better opportunities, how can you create an effective retention strategy?
Best Practise: Making the distinction between reward and recognition and why you should praise for your employees’ efforts and great work.
Step-by-Step: How to create a commitment to a more balanced work life for you employees
Strategy: Over 50% of employers polled said they had no formal strategy for employee retention. What’s yours?
EmployeeConnect is a leading provider of strategic human resources management software (HRIS) that improves business outcomes and employee engagement. From hire to retire, our cloud-based HR suite helps you transform your workforce beyond the traditional boundaries of HR.