Employee Life Cycle PDF
P人THW人YS BUSINESS AGILITY IS HUMANLY POSSIBLE Employee HR Life Cycle This presentaBon provides an overview for non-‐HR professionals of the HR policies & major acBviBes needed to successfully manage and support an employee from the Bme they join a company to their separaBon/reBrement • Included are examples of the skills needed for an organisaBon to successfully implement the HR policies and major acBviBes • Not shown are purely mechanisBc acBves such as payroll, visa support, social security registraBon and similar statutory requirements The presentaBon is for small to mid-‐sized operaBons and therefor omits higher level acBviBes such as Work Force Planning, Succession Planning and Labour Union engagement Employee Life Cycle The Employee Life Cycle “ELC” exists within external frameworks. The Legal & HR framework is shared by all companies fighBng for the same human capital. The company’s Values & Culture may be set in concrete or take years to change, this is not normally a lever that HR or Line Management can readily affect. So operaBonal level inputs into launching a producBve ELC usually starts with influencing the “Employer Brand”. Legal & accepted HR pracBces Company Values & Culture Employer Brand Employer Life Cycle Employee Life Cycle In terms of Employer Brand, not all stages of the ELC are of equal importance. The affect of the Employer Brand on the ELC is H-‐shaped for an individual employee: • When a]racBng, recruiBng and on-‐ boarding, the Employer Brand (and the compeBtors’ alternaBve brands) is highly visible to the perspecBve employee • When separaBng from the company, Employee Brand equity can be quickly diminished (including significant damage via social media) if the separaBon is poorly handled Employer Brand Employer Life Cycle Employee Life Cycle Employer Branding to create a pool of talent from which to select new hires when needed. If Employer Branding is very well done, it also excludes candidates that are not suitable for the company. Both of these measures reduce hiring costs. EffecBve Branding encompasses a range acBviBes including: 1. Social media “targeted stumble” 2. Networking with structured follow up 3. Clear, professional policies across the ELC 4. Clear employee value proposiBon Employer Brand HR policies & major ac0vi0es are shown above the line Employee Life Cycle Example of the skills need needed for an organisa0on to successfully implement the HR policies and major ac0vi0es are shown below the line Employee Life Cycle RecruiBng • Marked-‐to-‐market compensaBon • Employment contract • RoE • Process (response Bmes, number of interviews..) for agents and candidates • Staff referral scheme Interviewing • Standardised interview methodology Employer Brand (proprietary, Behavioural, Top Grade…) Employee Life Cycle Interviewers • Trained in the company’s interview process • Have solid understanding of Recruitment & On-‐ boarding processes so can present a professional image to a candidate On-‐boarding • Timeline from joining to pass probaBon Policies Skills Managers • Goal seeng skills • Performance feedback skills • Coaching skills Employee Life Cycle ProbaBon extension policy. This must be transparent so it is seen to be fairly applied when needed Performance Management • Performance improvement policies • Performance review system • Performance bonus system • Performance development system • CompensaBon review policies Policies Employee Life Cycle Managers • Mentoring skills • Goal seeng skills • Performance feedback skills Skills Employee Life Cycle General policies not in RoE eg • Harassment • T&A • Gifs • OH&S • Personal informaBon protecBon • Compliance Talent Management. Building the skills you need to efficiently operate today and be prepared for the future Employer Brand Policies Employee Life Cycle All staff • Harassment idenBficaBon & management • Personal informaBon handling knowledge Skills All staff • Business skills training according to current role & potenBal eg • First line manager basic skills toolkit • PresentaBon skills • Cross culture effecBveness skills • EffecBve teleconference & meeBng management • Interpersonal skills • Company Values Employee Life Cycle SeparaBon • Knowledge transfer policies: • Voluntary resignaBon • TerminaBon but works out remaining Bme • TerminaBon and immediate removal • Exit interview prepared Alumni Management • How to keep in touch in a way that enhances Employer Brand Employer Brand Policies Employee Life Cycle Managers: • Exit interview skills Skills Contact P人THW人YS Hong Kong PATHWAYS HK Limited Level 12, China Minmetals Tower 79 Chatham Road South, Tsim Sha Tsui, Kowloon, Tel: +852 3796 3377 www.pathways.com.hk Singapore PATHWAYS SG Pte. Ltd. 30 Cecil Street, #26-00 Prudential Tower 049712 Tel: +65 6631 3205 www.pathways.com.sg Japan PATHWAYS K.K. 825 MG Meguro Ekimae Bldg. 2-15-19, Kamiosaki, Shinagawa-ku, Tokyo, 141-0021 Tel:+81 (0)3 4540 1045 www.pathways.co.jp Australia PATHWAYS Group Pty. Ltd 65 Hill Street Roseville, Sydney, NSW 2069 www.pathwaysgroup.com.au
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