The stages that an employee goes through while working for a company are referred to as the human resource life cycle.
Each stage has its own set of possibilities, difficulties, benefits, and drawbacks. If your company has a high employee turnover rate, for example, greater attention should be paid to the level of motivation in the human resource life cycle.
Another example is if an employee's skills and talents are not increasing or upgrading, the focus should be on improving the training program's implementation. If there is a break in the life cycle at any point, the necessary actions should be done to allow the workers and the business to develop and flourish.
Stages of Human Resource Life Cycle
The human resource life cycle is divided into five parts. These are the following:
1. Recruitment
2. Education
3. Motivation
4. Evaluation
5. Celebration
1. Recruitment
It is critical for any organisation to continue to develop by employing the appropriate individuals for the right jobs. Hiring decisions have a direct impact on the rate of turnover, productivity, and growth. The success of the recruiting phase is crucial to the seamless operation of an organisation. The following are some of the items that the human resource department should concentrate on:
- A staffing strategy should be created that focuses on determining which roles are open, what sort of person is required to fill the vacancy, what the employee will be expected to accomplish, procedures for recruiting new candidates, and other hiring problems.
- Evaluating salary and other monetary and non-monetary incentive packages to ensure that they are competitive so that top personnel may be attracted.
- A method for conducting interviews should be devised. Written tests, preliminary interviews, applicant screening, and the final interview should all be included in the protocol.
2. Education
When an individual begins working in a new role, he or she should begin their education process. Every employee should understand their duties and responsibilities, as well as what is expected of them. HR should do the following at this point:
- Employees should be informed about the company's principles and culture.
- Provide new workers with training so that they can adjust to the changes and understand their responsibilities.
- Provide each new employee with a coworker who can aid and support him during his transition. As a result, the employee will feel more linked to the company.
- Organize an induction session when the new employee is introduced to the rest of the employees and coworkers.
- Ascertain that the new employee has access to the essential passwords, parking permits, voice mails, and other information.
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3. Motivation
Employee turnover and absenteeism are reduced as a result of a lack of motivation. If leaders and managers are able to connect with their workers and form a link with them over the first ninety days, they are able to keep them for a longer length of time than those who are unable to do so. Employees can be driven by a variety of factors, including:
- Keeping them interested at all times.
- Increasing their pay and providing growth incentives.
- Putting them on the map.
- Praise and thank them for all of their accomplishments that have contributed to the success of your company.
4. Evaluation
A supervisor measures and evaluates an employee's performance at this level. The input is then sent to the leaders and managers, who use it to determine whether or not a person is suitable for the position. Human Resources should:
- Employees should be challenged, and their performance should be measured and feedback given to them.
- Have a discussion with them about their performance that is grounded on facts.
- Provide training and development opportunities for workers to improve their skills.
5. Celebration
Employees are acknowledged for their efforts at this point. To reenergize them, perks such as gift cards, flexible working hours, and paid time off might be provided. The employer must constantly find a way to encourage employees so that they can assist in the achievement of organisational objectives. Apart from that, it is necessary to establish a good organisational structure in order to achieve objectives. Employees should feel empowered, which will give them a sense of ownership.
Employee retirement or employee departure for better salary and benefits, like all other cycles, brings the HR cycle to a close.
Investing time towards the end of the cycle is just as essential as investing time at the beginning.
