The Complete Human Resources Life Cycle In Just 5 Stages!
If you’re in a managerial or human resources role, your engagement with staff can influence your team’s productivity. And, as we know, the more productive a team, the more successful your business is likely to be. The human resources life cycle can be used to reduce staff turnover rates and keep staff engagement high. Use our article to get to grips with the 5 stages of the complete human resources life cycle; we’ve got all of the information you need.
The Complete Human Resources Life Cycle Definition
Before you can use the human resources life cycle, you need to know what it is. Sometimes referred to as the employee life cycle (ELC), the human resources life cycle is a step-by-step model of the process of hiring a new employee, the employee working for the company, and eventually the employee moving on and the role being filled once again. At each stage of the cycle, human resources will have a different – but equally vital – role to play.
Stage 1: Recruitment
The first stage in the HR life cycle is to hire a new member of staff. The human resources’ involvement in this step could include placing the advert, reviewing applicants and shortlisting candidates – the HR team may even be required to conduct interviews themselves, depending on the size and nature of the company. Of course, not every human resources department will have this much involvement in the recruitment process, in some companies the human resources department will provide more of an assistance role. Where the HR department really comes into play during this stage is with the logistics of hiring. The human resources team will need to ensure that their company is attracting the top talent by offering a competitive salary and benefits package for the position advertised. HR will also need to create a clear job description and expectation of the duties required to find the most suited candidates to the role. Finally, human resources will be required to first put together an interview protocol for all departments to use, and then ensure the protocol is upheld. The key to retaining staff is to hire the right individual in the first place, so this stage of the life cycle requires some forethought and precision.
Stage 2: Onboarding
If you really want to make a difference to your staff turnover rates, this is the stage you need to pay close attention to. Onboarding refers to the hiring of a new team member and their settling into the job. New employees will decide whether they want to stay at the company long-term within the first 90 days of employment. Human Resources need to work hard here to ensure that all new team members are properly initiated into the company. This could include introductions to key employees (particularly employees they will be working with often), an overview of the company’s motto, work ethics or values, and scheduling catch-ups to see if they have any questions or concerns. Promoting an inclusive and friendly work culture will help the new employee feel more welcome, and therefore more likely to engage with their work.
During the initial 90 days, your managerial team need to keep your employee’s motivation levels high. This more often comes down to supervisors rather than the HR team directly, but it could be a good idea for HR to put together a company-wide protocol for handling the first 90 days with a new team member. Make sure your supervisors are acknowledging the work being put in and are offering praise and encouragement to the new team member. You could also roll out an incentives package for high-performing team members – anything that will give your staff something to work towards and stay motivated for.
Stage 3: Career Development
It’s unlikely that any of your team consider the role they are in to be their dream job. In fact, nearly all of your employees will see their current role as a stepping stone to a better position. All of us strive to be better than we are and to achieve more – it’s the human condition. This means that if you want your staff to stay with your company long-term, you need to show them how staying at your company will develop their career. This is stage three of the human resources life cycle.
There are several ways you can show career development at your company. Firstly, we’d recommend putting together outline examples of career paths at your business. For example, a Junior Marketer would advance to a Marketing Consultant. From there, they could work towards becoming a Team Leader. Then on to Assistant Head of Department and perhaps, finally, Head of Department. Setting out a career path – no matter how unattainable it may be for some employees – helps to keep staff motivated and goal-orientated. Otherwise, they’ll feel like they’re stagnating and pursue other job prospects. Once you have career paths outlined, you’ll need to show how your employees can make the jump to the next position. This often includes taking on more responsibilities than currently in their job description and showing consistently high levels of engagement.
Other ways you could show your team possible career developments is through courses and learning new skills – anything that allows them to expand their own prospects without them actually leaving your company!
Stage 4: Employee Retention
This is the stage that most human resources departments miss or fail to show proper attention to. Once you have top talent working for your company, you need to keep hold of them. Replacing an employee costs about four times that employee’s salary. Downtime from that individual, time spent hiring and the process of training a new employee are all factors that cost your company money. Because of this, it makes much more financial sense to focus on retaining the employees you do have.There are a few ways to do this, but perhaps the most simple way is to just show appreciation. Make sure your staff know that they are valued and offer praise of their work. You should also make sure that your company is inclusive and promotes open channels of communication so that your team feel like they can approach you with problems or when they feel unsatisfied.
Stage 5: Termination
Of course, it’s a sad fact that every employee eventually leaves your company. However, a good human resources department can use this to their advantage too. It’s likely that any staff members unhappy in their roles will talk about their experiences working for you much more candidly once they have handed in their notice. Make it company practice to hold exit interviews with leaving staff to get honest feedback on your company and practices. Don’t ignore what you’re told either – use it to make practical changes to your company to keep your current staff for longer!
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Published by: Miranda Dews