Our daily lives, whether business or human resource transform with time. This can be referred to as a life cycle. Human resources heavily dwell on the individual, employees to be particular. Experiences are similar no matter what job one does or their area of specialization. The human resource lifecycle dwells on this stages experienced by employees.
Each stage in the human resources life cycle is faced by its own unique set of opportunities, challenges, and benefits. For example, a small business might be experiencing a high employee turnover. This is a classic example of a business that performs poorly on the HR motivational aspect. Any employee whose skills are not improving might opt to address this issue during the evaluation stage. A breakdown at any stage of this cycle will force the individual to apply corrective measures to the problem. Constant corrective measures ensure that business continuity is maintained. As outlined by UKOO here are five life cycles of a small business goes through the following stages;
Hiring the best people is the key to the growth of a small business. This recruitment decision will directly impact your turnover, growth, and productivity. To succeed during the recruitment phase of this life cycle, your HR department should arrive with a strategic staffing plan that positions that are vacant. The strategy should strive to hire only the best. Carefully go through particulars on compensation and the accompanying benefits packages.
Level of education
Consumer education begins the moment you arrive at your new position. They must know the role their role within the company and what is expected of them. This includes responsibilities and expectations. This phase in the HR life cycle helps in passing along your company culture and ethical expectations. It’s always important to ensure that they remain under a coworker who guides them through their transition.
The rate of turnover is highest during the first 90 days and arises from a lack of adequate motivation. Employees who last the longest are those who have built strong bonds with their leaders. HR can keep the recruits motivated during the first three months by constantly keeping them engaged, providing good compensation perks, and showing appreciation for their contributions.
The evaluation stage in the HR life cycle involves a supervisor who measures the employee’s performance. This equips the employee and their leaders with metrics that gauge whether the recruit is the right fit for the job. It helps a great deal when the leaders seek out employees doing a great job rather than constantly criticizing.
This is the fifth part of the HR lifecycle and gives one the opportunity to re-energize their staff and show appreciation for hard work. The appreciation can be in the form of a party, gift cards, and flexible schedules or extended paid leave. Employees I such companies will be inspired to strive hard to achieve business goals as they have a feeling of ownership.
Everything eventually comes to an end. In the HR cycle, it is mostly due to retirement, family obligations, return to study or leave for better remuneration and pay elsewhere.