Module 5.2A: Employee Lifecycle Flashcards
What is the Employee Lifecycle Model?
Documents the stages that every employee goes through at work.
What are the 5 common stages of Employee Lifecycle?
The most common model includes the following five stages: recruiting, onboarding, developing, retaining, and exiting/separating. This five-stage model is what we’ll cover in this lesson.
What is Recruiting?
The new employee hiring process, from posting position to selecting desired applicant.
HR may craft a job posting, sift through applications, conduct interviews, recommend top candidates, extend job offer, and negotiate a contract
verify that a candidate can legally work in the country.
Some organizations require a preemployment physical or drug screening
The recruiting stage generates many files, some with sensitive data, so HR must both safeguard information and follow laws about records retention.
What is Onboarding?
Process of getting new employee what they need to succeed in new position
HR makes sure the new employee has the technology, tools, and training they need for their position. This is also the time when the employee is entered into the payroll and enrolls in benefit plans.
make new employees feel welcome and reflect the organization’s culture.
An orientation day (or days) might introduce mission, vision, and values; bring in representatives from other departments; cover general safety procedures for the building and cyberspace; and provide resources for navigating the first few days.
Onboarding will continue, sometimes for several months, as the employee settles in.
What is Developing?
Employees begin to hit their stride with position
HR might work with supervisors to monitor the employee’s effectiveness and productivity, including conducting mid-year performance reviews and collecting and analyzing metrics.
solicit feedback from the employee about their experiences in the position
HR might facilitate training or education opportunities, either to help employees do their jobs better or to prepare employees for future change.
What is Retaining?
Vital stage in keeping employees engaged and productive and employed with your organization
HR is working to keep good performers. Employee and supervisor feedback, plus productivity metrics, can provide signals that an employee is unhappy or unmotivated in their position
It’s important for HR to understand what the employee needs or desires. Some employees are looking for career advancement; others might seek work-life balance.
Offering stretch assignments, flexible work schedules, performance bonuses, coaching, and continuing education might appeal to different employees.
What is Separating?
When employees leave - voluntarily or involuntarily the organization
HR can use this process to collect data about employee satisfaction, identify recurring problems, and evaluate whether the recruiting process is bringing in employees who are a poor fit for the position or organization.
Layoffs, or reductions in force (RIF), require additional HR support.
HR will need to provide information about termination of benefits, retirement plan options, COBRA enrollment, unemployment insurance benefits, severance packages, and more. Some organizations will offer reemployment assistance. HR must also collect security badges, company cellphones, and computers.
What is Turnover?
The total number of employees who left the organization divided by the average total employees. This is usually a percentage, so multiply the result by 100
For example, if 30 people are hired, and two months later 20 have left, that’s a turnover rate of 20/30 × 100 = 67%
When HR has a large body of data to compare against, it can more easily determine the cause of issues (seasonal work or undesirable tasks vs. ineffective hiring criteria or processes).
What is Retention?
The number of employees who stay divided by the total number of employees. Also shown as a percentage.
For example, a small church employs 10 people. One retired last year, so that year’s retention rate was 9/10 × 100 = 90%
What is Days to Fill?
The number of days it takes to fill a position. If positions stay open for a long time, HR might need to evaluate its recruitment process or reassess the market.
What is the correct order of the Employee Lifecycle Model?
- Recruiting
- Onboarding
- Developing
- Retaining
- Separating
