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Employee Lifecycle Management[/b][/b]
Managing employees and their lifecycle, with it I mean all the process that relate to an employee getting engaged in the company right from its details to the process wherein he is assessed for his performance and time when one gets promoted every minute detail counts and managing the same is easy when the staff is small and compact; but it turns to be complicated when it the strength increases to a large number.
IBM® solutions help organizations worldwide meet the challenges associated with increasing complexity and volume of managing a wide range of documents and unstructured employee information. IBM Enterprise Content Management (ECM) allows a human resources organization to address employee lifecycle management as an opportunity for operational and information quality improvement.
An integrated platform for content management, business process management, and compliance helps:
Reduce or eliminate the cost, inefficiency and risk of managing paper employee documents.
Achieve greater efficiency by managing employee documents and forms in electronic format.
Enable consistency and accuracy in high-volume HR processes such as on-boarding, performance reviews, re-hire, status changes and retirement.
Facilitate cost-effective storage and retention of employee documents & HR policies in accord with industry and legislated requirements.
Enable a greater degree of employee self–service.
Establish a “single view of the employee” through integration with ERP systems.
Additionally, the same IBM ECM architecture that helps HR organizations more efficiently and accurately manage employee information can help HR organizations draft, review, revise, approve and publish corporate policies, procedures and communications. Several IBM ECM Business Partners offer Employee Lifecycle Management solutions that can help your organizations become more efficient and effective while also addressing compliance management requirements for employee information and HR policies, procedures and communications.
Logically speaking the very first phase starts with the employment. Things that are visible get sold away quickly. The ads that you upload depict your culture as well as the responsibilities and expectations for the position.
The next phase enters when a candidate gets selected for employment. The orientation that you give to your new employees creates the strong impression of your company in their minds. This is another wherein an employee faces new events and tires and adjusts self with the all the new environment.
The next phase relates to the training provided to them. A Job enhancement is necessary and is being conducted in any organization wherever you go. It is highly beneficial for a new entrant to get self trained for the type of job profile one is going to handle.
The next phase is all about Evaluation and feedback alone is insufficient. It must be complemented by a fair, consistent and meaningful reward system. Rewards must include verbal recognition and reward as well as financial and creative rewards in order to help employees really understand how much you value their contributions.
The next is challenge and transition; challenges motivate people and aggravate them to achieve what they should achieve. Failure to challenge your employees is one of the most frequent reasons why your employees will transition out of your organization
The last phase is of retention if you implement your company philosophy by staying in touch with your employees through every phase of the cycle, they will continue to cycle around into new responsibilities requiring additional orientation, training, evaluation, reward and challenge. As the cycling continues, the frequency of people spinning out will be minimal.