For each functional manager has to have knowledge of what is the employee life cycle. Ay be you are not ready to learn totally about the life cycle of the employees and the fallowing four major points will give you a sufficient idea which in turn will help you plan to align your goals and sub goals.
An employee life cycle is the steps they go through in the company from the time joining till they leave. Most HR managers focus their attention to these steps so as to make an impact on the companies bottom line and minimize the COC (cost to company) per employee.
Un fortunately it is not the HR who is going to work with them and achieve the goal and the employee is going to work under the functional manager and are going to lead from them and it is for the functional managers who is to give guideline on what type of people they want.
So the First step is to Hire:
It is probably the most important step. And you should always look for the best people available and hire them without looking for the effective cost to company details. Here you always look for talent and just the skills. A talented person can easily be trained in various skills and on the contrary Talent cannot be imparted to a skilled person. Impress upon them the companies work culture and make an impressive presentation on how it is to work with you on the long run and make a clear presentation of the goals the company wants to achieve.
The second step is to Inspire:
You have recruited the best talent available and then begin the much harder step of inspiring them to work with you and to perform their duties to their full potential. What you have to do to achieve this is to make them understand that they are part of the team from day one and be receptive to their ideas and allow them to set their own goals in line with the company’s goal. Give them proper guidance and make the flow of communication easier both ways. Be a good leader and not a commander.
The third step is to Admire and keep them with you:
Once the set goal is achieved you must provide to them to go into the next level and make them think what is next and what they can do to utilize their talent and skills to growth of the organization. This is where the most of the attrition occurs. Give the positive feed back that you have achieved the set goal at minimum time and they can do more at higher level to make the company grow along with the growth of the individual. You can always encourage them to give referral to new candidates. Make them feel that is not end of the tunnel.
The lost step is to Retire:
This is when where you know that you have some of the best talent in the field for so long and you are successful in retaining them and you have achieved the goals with the lowest CTC and your company has become one of the most preferred company to work with and you are most admired as the one to work with for their life.
Retire:
This is when you know you have been successful. When employees see your company as the employer of choice, they will join you. When they recognize you as a good boss and a real leader, they will stay around. As long as you continue to inspire, motivate, and challenge them, they will continue to contribute at the high levels you need in order to beat your competition. They will be long-term employees; even staying with you and your company until they retire. They will refer other quality employees to your company, including their relatives. You will attract and retain second and even third generation employees.
Along the way, you will have had some of the most creative employees, some of the most productive employees, and the lowest employee costs in your market. You will be able to spend the money you save in this way on other key competitive elements, including raises and bonuses for all employees – even yourself. That is the principle of 4 ire’s, Hire, inspire, admire and retire.
An employee life cycle is the steps they go through in the company from the time joining till they leave. Most HR managers focus their attention to these steps so as to make an impact on the companies bottom line and minimize the COC (cost to company) per employee.
Un fortunately it is not the HR who is going to work with them and achieve the goal and the employee is going to work under the functional manager and are going to lead from them and it is for the functional managers who is to give guideline on what type of people they want.
So the First step is to Hire:
It is probably the most important step. And you should always look for the best people available and hire them without looking for the effective cost to company details. Here you always look for talent and just the skills. A talented person can easily be trained in various skills and on the contrary Talent cannot be imparted to a skilled person. Impress upon them the companies work culture and make an impressive presentation on how it is to work with you on the long run and make a clear presentation of the goals the company wants to achieve.
The second step is to Inspire:
You have recruited the best talent available and then begin the much harder step of inspiring them to work with you and to perform their duties to their full potential. What you have to do to achieve this is to make them understand that they are part of the team from day one and be receptive to their ideas and allow them to set their own goals in line with the company’s goal. Give them proper guidance and make the flow of communication easier both ways. Be a good leader and not a commander.
The third step is to Admire and keep them with you:
Once the set goal is achieved you must provide to them to go into the next level and make them think what is next and what they can do to utilize their talent and skills to growth of the organization. This is where the most of the attrition occurs. Give the positive feed back that you have achieved the set goal at minimum time and they can do more at higher level to make the company grow along with the growth of the individual. You can always encourage them to give referral to new candidates. Make them feel that is not end of the tunnel.
The lost step is to Retire:
This is when where you know that you have some of the best talent in the field for so long and you are successful in retaining them and you have achieved the goals with the lowest CTC and your company has become one of the most preferred company to work with and you are most admired as the one to work with for their life.
Retire:
This is when you know you have been successful. When employees see your company as the employer of choice, they will join you. When they recognize you as a good boss and a real leader, they will stay around. As long as you continue to inspire, motivate, and challenge them, they will continue to contribute at the high levels you need in order to beat your competition. They will be long-term employees; even staying with you and your company until they retire. They will refer other quality employees to your company, including their relatives. You will attract and retain second and even third generation employees.
Along the way, you will have had some of the most creative employees, some of the most productive employees, and the lowest employee costs in your market. You will be able to spend the money you save in this way on other key competitive elements, including raises and bonuses for all employees – even yourself. That is the principle of 4 ire’s, Hire, inspire, admire and retire.
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