Last post February 18, 2009 22:57 PM by Jyoti Rani. 1 repiles.
Hi Folks, Hope everyone is doing fine and innovating best practises in their organizations. I wanted to understand something from all the experts in the group on the following concept: In the feild of employee relations, when we vouch for employee delight, we directly aim at employee retention. The concept of Employee Life Cycle management (ELCM) is what we all follow when we start doing activiites and initiatives towards employee delight. Has any one worked on a formal ELCM or is having any framework for the same. I would request all the experts to give their thoughts and comments on the same. If any one could share any material on this could also be helpful.
Hope to recieve good guidance and materials for the same. Regards,
I am making an Employee Handbook where in I am trying to put up a diagram or pictorial representation of employee life cycle in an organisation (recruitment - selection - confirmation - transfer - promotion - resignation). While I have some ideas in my mind but, I am not able to figure out how do I link resignation back to recruitment. Can you please guide me.
Some ideas for you ... My first thought is to link transfer/promotion to selection and close the loop there, with resignation/termination exiting the loop (meaning the loop represents internal processes). One thought to consider is that a past employee may return, so you can show the resigning employee moving into a pool of "alumni" who are also perspective candidates from which you would recruit (linking back to sourcing then selecting). That would provide the larger loop you reference.
An employee handbook which includes termination / resignation though indicating foresight is a morbid way of introducing an employee who has just joined. keep it separate-- it nust be there but not in the employee handbook.