Employee’s lifecycle

Employee lifecycle is divided into four main stages: planning to recruit an employee, recruitment, retention, and termination of employment.

Each of these stages consists of several sub-stages:

Planning to recruit:

• Defining the need – identification of demand that cannot be met within the existing human resources of the organization
• Analyzing the requirement – determining the knowledge, experience, skills and competencies needed to meet the requirement
• Defining the position  – determining how the position fits into the organizational structure
• Updating the registry of line positions –setting a budgetary framework for the position

Hiring:

• Compiling the profile of a possible candidate – defining the areas of required professional knowledge, education, skills and competencies, etc.
• Determining the method for searching for and locating of candidates – publicizing the requirement: advertising on recruitment sites, social networks, placement agencies, referrals, etc.
• Advertising and searching – advertising with effective recruitment resources
• Selecting candidates – initial screening of potential candidates, interviews, assessments, etc.
• Recruitment and onboarding – negotiations with the appropriate candidate and signing of employment agreement, followed by onboarding – administration, employee training, etc.

Employee retention and talent management:

• Onboarding follow-up – employee training upon and setting measures for various landmarks in the onboarding process (after a month, after 3 months, etc.)
• Performance management – employee performance evaluation that takes place periodically, using a questionnaire, based on which opportunities for promotion, compensation, required training, etc. are considered.
• Learning management – building of the annual training program for the organization: defining training needs by positions / departments; choosing a training solution based on internal organizational or external training; defining training resources: trainers, classrooms, etc.
• Internal mobility and promotion – identifying employees whom the organization wants to retain and promote, and identifying the need of the organization for the position that the new hire is to fill. At the same time,  determining who will replace the employee after he is promoted (career and succession planning).
  Similarly, it should be determined which employees are least deserving of promotion in order to initiate a process of improvement of these employees.
• Retention, compensation, and wages – checking whether the employee’s working conditions should improve.

Termination of employment:

• Termination of employer-employee relations because of retirement / resignation / dismissal – proper management of this step significantly reduces the chances of crisis situations that may develop: identification of employee dissatisfaction, preparation, communicating job termination to other employees in the organization, etc.
• Assessing the validity of the need – whether a replacement is needed, whether it is possible to divide the responsibility inherent in the position between employees of the organization, whether the job requirement will have to be modified, etc.
  There are cross references between and within employee lifecycle stages.