Guide to Human Resource Cycle

Just as in all  human resources situations HR has a very unique life cycle. The HR life cycle is  the order of the stages employees go through and the  HR roll resource managers are tasked to take on during each one of those stages. Following the route for HR will help you to better understand how someone in HRM should handle given issues. When there’s a breakdown at any stage of the HR lifecycle, you need to take the necessary steps to sort out the issue such that both your employees and your business to reach its highest potential. In this article we will discuss these stages and dive into explaining them, Lets get started!

1. Attraction

The main goal of any company is to create a want and desire for people to want to come work and be a apart of your company. Creating this appeal is important when trying to develop the perfect staff. Adding some perks to you employer appeal will help, those alone will not being you in the employees you are seeking though. Your main focus and goal needs to be  current employees, company culture, all the other thing like free coffee etc. are nice but it will nor produce big hitters looking for success. The employer brand is what will keep you standing out from the competition!

2. Recruitment

Making sure you are hiring the right people for your company is extremely important, you do not want a large turn over rate due to losing employees that are not benefiting you and your cause. The Human Resources department for your facility needs to do the following:

  • create a strategic staffing plan with a thorough understanding of the positions and the expectations
  • create compensation and benefits packages competitive enough to stand above others
  • develop an interviewing protocol suitable for the position
  • advertise you are hiring n the right platforms
  • select candidates whose résumés look promising,  employment interviews, and
  • administer assessments such as personality profiles

3. Onboarding

Onboarding when the new employees are introduced to your business, by doing this the employee becomes a member of the company’s workforce through learning their new job and building relationships with other staff members. At this time the HRM needs to do the following

  • convey your organizational brand and values
  • explain your company culture (both people and professional), and
  • align institutional expectations and performance.

According to a 2007 study by the Wynhurst Group, when employees go through structured onboarding, they are 58 percent more likely to remain with the organization after 3 years.

4. Enablement

At this phase you will be orienting new hires and  introducing them to your work family and its culture, mission, vision, and values. orientation is the process in which the new hire learns all the ins and out of the company, most companies will pay the staff member for their time during orientation. The role for the HRM during the enablement phase are as follows:

  • introducing the new hires to the company mission, vision, and values,guiding new employees through the paperwork they need to complete
  • introducing new hires to benefit plans, answering questions about how and when to use them
  • introducing new hires to the workplace’s safety, health, and any other key policies
  • ensuring new employees have all the tools they need to get started with the actual tasks of their new position including passwords, identification, parking passes, etc., and
  • introducing new employees to the rest of your staff and assigning someone to begin training the new member

5. Development

This stage is designed to discuss the goals for the new hire within the company. Establishing where they see themselves going with their new career, and discussing possible avenues to take to get there. HRMs can use personality profile testing at this stage to help the employee determine their best career options with the company. Once goals are discussed it is the the HRMs place to hold the employee to meet the goals, and help pave the path with them to get them there successfully.

6. Separation

Here we are at the not so fun part, this is the phase where an employees is leaving the company. It can be for a numerous amount of reasons, ranging from retirement or they are returning back to school. HRMs need to take care of the following during this phase as well:

  • ensuring that all policies and procedures are followed
  • carrying out an exit interview if that is company policy, and
  • removing the employee from the system as smoothly as possible.

Human Resource Managers have a very important job to do while heading a company. Many things fall into their laps on a daily basis. Following the cycle and applying the steps that have been listed in this article will help make your life in HRM more successful. Companies desire a well versed Human Resource Manager, literally 90% of what holds a company together flows throw Human Resource.

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