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Employee Life Cycle Management (ELCM)

Last post February 18, 2009 22:57 PM by Jyoti Rani. 1 repiles.

October 15, 2008 12:09 AM 1
Total Posts: 2
Join Date: October 15, 2008
Rank: Beginner
Post Date: February 18, 2009
Posts: 2
Location: India

Employee Life Cycle Management (ELCM)

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,

Sunil

February 18, 2009 10:032
ankur.shah
Total Posts: 33
Join Date: October 15, 2008
Rank: Executive
Post Date: February 18, 2009
Points: 165
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Re: Employee Life Cycle Management (ELCM)

Hi all,

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.

Thanks,

Ankur

February 18, 2009 10:083
tara
Total Posts: 49
Join Date: October 15, 2008
Rank: Executive
Post Date: February 18, 2009
Points: 245
Location: India

Re: Employee Life Cycle Management (ELCM)

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.

Cheers,

tara

February 18, 2009 10:134
adroit
Total Posts: 22
Join Date: October 15, 2008
Rank: Executive
Post Date: February 18, 2009
Points: 110
Location: India

Re: Employee Life Cycle Management (ELCM)

Dear all,

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.

adroit

February 18, 2009 10:575
Jyoti Rani
Total Posts: 67
Join Date: October 15, 2008
Rank: Manager
Post Date: February 18, 2009
Points: 335
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Re: Employee Life Cycle Management (ELCM)

Hi Ankur,

In terms of linking the exit to recruitment from HR's perspective, you can do exit analysis which of course becomes an input for you for future hiring / recruitment (it gives retention inputs for existing workforce).

In terms of putting exit in employee manual, you can put the points employee must take care while exiting the organization, i.e. notice period, smooth transfer of project and knowledge, prior discussion on exit plan with concerned authority so that work/project/assignment doesn't suffer as well as the customer of the company.
 And you can emphasize on relationship (employee and employer) that one must end with good note.

Regards,
Jyoti