The time from when a candidate is recruited and then selected for a job role, through their development in that role and until the transition into another role or out of their company, is considered the employee lifecycle. There are six distinct levels or steps within the employee life cycle.
RECRUITMENT – The period where HR professionals sift through talent for a position using various platforms to either find or attract it.
SELECTION – At this level, the proper candidate is selected for a job role, hired and then on-boarded.
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PERFORMANCE – Once in a role, over time, an employee’s performance and progress is tracked and evaluated, generally in efforts improving upon the findings.
SUCCESSION – Good performance will often lead to a solid employee taking on more responsibilities within their role.
DEVELOPMENT – Often, an employee’s strengths are reviewed and accounted for. From there, an employer should do what they can to develop those strengths along with other skills that could help qualify that candidate for a better position or promotion.
TRANSITION – This is where an employee moves to a new role, whether it be transitioning or being promoted within their company or moving to a new company for a better opportunity.
Technology Within the Life Cycle
When it comes to the employee lifecycle there is quite a bit that can be going on throughout every single step. Because of the different things that need to be tracked, documented, calibrated and so on, there are very different technology needs at every level. So then, there are a plethora of options for human capital management (HCM) systems out there that can be used at different steps through the process.
Because there is so much that go on throughout the cycle, it is of the utmost importance that your technology be integrated well. You want all of the pieces to communicate and make your job easier, not create additional work or make it harder for you.
What It All Means for Now
We’ve come a long way in HR, recruiting and human capital. I firmly believe that this tight current job market combined with our CEOs’ focus on talent and retention, that HR is primed and ready to make their move. Taking a duct tape approach to human capital spells disaster and only feeds to the stereotype and misconception that HR is administrative role, not strategic and focused on tactical business.
Proper integration and expedited processes are what we really need. Integration lends to metrics, data and forecasting to better position you as an authority or expert on all things human capital related. It starts with taking a real good looking at your HR technology and its impact for the long term. Don’t take a duct tape approach. Take the time to properly fix or update the items that need to be addressed. Not doing so doesn’t just hurt you as a business leader but all HR professionals.
In order to receive respect and credibility, we have to take a big picture approach. It’s not just your organization, but the industry as a whole your integration strategy is impacting. Just do what you need to do.