The employee life cycle, often depicted as a graphic, outlines six different stages of employment that a typical employee experiences within any organization. Although the names of each stage and the practices applied within each stage may vary across organizations, the basic concepts of the employee life cycle are ultimately the same. These stages are: (1) Attraction & Recruitment; (2) Selection & Hiring; (3) Onboarding; (4) Training & Development; (5) Employee Engagement & Retention; and (6) Transition & Offboarding. Talent Management professionals clearly define and communicate the goals and objectives for each stage to optimize employee and organization-wide success. The first stage of the employee life cycle, Attraction & Recruitment,
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The onboarding process acclimates the applicants selected, or “new hires”, to the social environment and performance expectations of the company. A successful onboarding program facilitates a smooth and seamless transition for all new hires, enabling them to learn the company culture, job expectations, functional processes, and decision-making hierarchy within an organization. The most successful new hires emerge from specially designed onboarding programs that apply best practices such as office tours, designated time for orientation, detailed explanation of all work processes and procedures, and prompt and informative feedback during the initial weeks of hire. Office tours familiarize the employee with their desk area and the locations of employee boxes, the office copier, and managers’ offices. Introductions to staff members, parking information, break room areas, and restroom locations are other tidbits are also very helpful to new hires on their first day. Allotted time for orientation is significant in the adjustment and assimilation of new hires to any organization; organizations should avoid simply throwing the new employee into work immediately upon hiring. Orientation provides a space for new hires to learn the job’s processes and policies, and the chance to meet and casually converse with current employees. Organizations must create opportunities for one-on-one feedback during the employee’s initial weeks of hire. Feedback enables the new hire to gauge how well they are progressing, areas that may need improvement, and it encourages them to share their insights and any new ideas they may have to
The onboarding process acclimates the applicants selected, or “new hires”, to the social environment and performance expectations of the company. A successful onboarding program facilitates a smooth and seamless transition for all new hires, enabling them to learn the company culture, job expectations, functional processes, and decision-making hierarchy within an organization. The most successful new hires emerge from specially designed onboarding programs that apply best practices such as office tours, designated time for orientation, detailed explanation of all work processes and procedures, and prompt and informative feedback during the initial weeks of hire. Office tours familiarize the employee with their desk area and the locations of employee boxes, the office copier, and managers’ offices. Introductions to staff members, parking information, break room areas, and restroom locations are other tidbits are also very helpful to new hires on their first day. Allotted time for orientation is significant in the adjustment and assimilation of new hires to any organization; organizations should avoid simply throwing the new employee into work immediately upon hiring. Orientation provides a space for new hires to learn the job’s processes and policies, and the chance to meet and casually converse with current employees. Organizations must create opportunities for one-on-one feedback during the employee’s initial weeks of hire. Feedback enables the new hire to gauge how well they are progressing, areas that may need improvement, and it encourages them to share their insights and any new ideas they may have to