Post by rabia994 on Mar 9, 2024 5:38:03 GMT -5
The concept “ employee life cycle” refers to the journey that an employee goes through, even from the attraction phase. Understanding the characteristics of each of the stages is essential to identify their impact and determine how they can be streamlined and optimized, because like the production process, this has implications for performance and achievement of organizational results. Learn what the employee life cycle consists of, what phases it includes and how you can respond to the personal and work expectations of those who make up your workforce. The importance of each stage of the employee life cycle It is clear that the needs of employees are not the same when they have just joined a company, when they have been there for several years or when they are close to leaving, or even because they are close to retiring. They are not even the same from one position to another, or the ones they may have as people, so it is necessary, as far as possible, to adapt and personalize the strategies as much as possible. The above is because, if you do not identify and respond to what the employee needs at a certain stage, there are risks such as reducing their performance, creating a bad work environment or leaving the company.
Stages of the employee life cycle From the strictest point of view, we will see that the collaborator's journey begins even before meeting him, that is, from the attraction phase. This is because, as we said previously, it is essential to take into account the needs that said profile may have and based on that, attract the best candidate. Below we will see the details of phases that a collaborator goes through, of which must focus on a person with specific characteristics and needs. We will also see how these stages can be optimized. Attraction As we ex America Cell Phone Number List lain in our post keys to retaining your company's talent , what happens in the attraction phase is essential for the perception that an employee develops about the company and even for whether they later decide to stay in it. Luckily, technology has simplified the start of the process, with tools like CompuTrabajo , which links companies with the professionals that best fit their needs. Recruitment and selection / Hiring It basically refers to finding the ideal person for a certain position, in the shortest time and using the available resources. This point involves making the company attractive enough to generate interest in it, as well as a series of subphases such as identifying needs, searching for candidates, pre-selection, interviews, tests and assessment, which, although easy to say, can take a lot of time and effort.
Tools like Pandapé ATS allow you to simplify the process, save on recruitment sources and choose the ideal candidate much more easily.Here the process begins for the collaborator from his point of view. For the person in charge of talent management, it is the opportunity to reinforce the idea that he made a great decision when joining the company, begin to create good ties, generate trust and reduce his adaptation period. From this moment on, it is essential to use software for human capital management such as Pandapé , which at this particular stage allows HR managers to personalize and digitize the entire induction process, saving time and avoiding Common errors in manual processes. Development Once their learning curve has passed and they have established themselves in their position (and regardless of how long they remain in it), the employee can face many situations that even make them reconsider the idea of continuing to work in the company, these can even be personal motivators. Situations such as new income, promotions from other areas or acquiring new responsibilities are some of the changes that can make you think about your role in the organization. Therefore, it is necessary to promote professional development, through promotions, incentives and/or training.
Stages of the employee life cycle From the strictest point of view, we will see that the collaborator's journey begins even before meeting him, that is, from the attraction phase. This is because, as we said previously, it is essential to take into account the needs that said profile may have and based on that, attract the best candidate. Below we will see the details of phases that a collaborator goes through, of which must focus on a person with specific characteristics and needs. We will also see how these stages can be optimized. Attraction As we ex America Cell Phone Number List lain in our post keys to retaining your company's talent , what happens in the attraction phase is essential for the perception that an employee develops about the company and even for whether they later decide to stay in it. Luckily, technology has simplified the start of the process, with tools like CompuTrabajo , which links companies with the professionals that best fit their needs. Recruitment and selection / Hiring It basically refers to finding the ideal person for a certain position, in the shortest time and using the available resources. This point involves making the company attractive enough to generate interest in it, as well as a series of subphases such as identifying needs, searching for candidates, pre-selection, interviews, tests and assessment, which, although easy to say, can take a lot of time and effort.
Tools like Pandapé ATS allow you to simplify the process, save on recruitment sources and choose the ideal candidate much more easily.Here the process begins for the collaborator from his point of view. For the person in charge of talent management, it is the opportunity to reinforce the idea that he made a great decision when joining the company, begin to create good ties, generate trust and reduce his adaptation period. From this moment on, it is essential to use software for human capital management such as Pandapé , which at this particular stage allows HR managers to personalize and digitize the entire induction process, saving time and avoiding Common errors in manual processes. Development Once their learning curve has passed and they have established themselves in their position (and regardless of how long they remain in it), the employee can face many situations that even make them reconsider the idea of continuing to work in the company, these can even be personal motivators. Situations such as new income, promotions from other areas or acquiring new responsibilities are some of the changes that can make you think about your role in the organization. Therefore, it is necessary to promote professional development, through promotions, incentives and/or training.