Respected all
i am new to Hr field. i desperately want to know
all the phases thru which an employee passes from the time he joins the orgtn till he retires.
exaple-joining formalities-induction-types of transfer-seperations
and evry small stage
please do help me.
waiting for your respond eagerly
regards
From India
1i am new to Hr field. i desperately want to know
all the phases thru which an employee passes from the time he joins the orgtn till he retires.
exaple-joining formalities-induction-types of transfer-seperations
and evry small stage
please do help me.
waiting for your respond eagerly
regards
From India
Hi,
Have you heard about PLC, Product life cycle, the same process very much applies to us also in Employee Life Cycle.
An employee life cycle is the steps the employees go through from the time they enter a company until they leave. Often Human Resources professionals focus their attention on the steps in this process in hopes of making an impact on the company's bottom line. That is a good thing for them to do. Their goal is to reduce the company's cost per employee hired.
Unfortunately, they aren't the ones who really make a difference – managers are. People don't really work for companies; they work for a boss. To the extent that you can be a good boss, you can keep employees, keep them happy, and reduce the costs associated with employee turnover.
In the process, you will make your own job easier and increase your value to the company.
An employee joins a new company, therefore he/she is always into the torment to set up himself on the job. An brief introduction of the company and all its rules & regulations is given to the employee during the induction process. Thereafter, employee is placed on the job for live working, where he/she interacts with the existing employees and try to be friendly with them. Upon his working he/she faces various obstacles on the job such as rude behaviour of the seniors, management and many things. Sometimes employees leave in frustration in such situations, but those who pass through the tough times, they might have a better future in the Organisation.
Upon the job, the job responsibilities are changed so that employee learn about the various skills required to work. Also, so that employee does not feel monotones on the job. Like Bank, where one employee is transferred from Cash department to public relations (prepare DD etc.) and then to corporate communication (communication with the Head quertaers) etc. This is done because a change is required on the job and the Organisation also prepare the employees to work on the various jobs in the same or different department also in order to fill any future vacancies.
Every year the employee is rewarded with a performance appraisal for his honest and diligent working and also promoted to the next position so that he/she feel more responsible, this also increase the morale of the employees and make them work blindfold.
Management tend to make a good work force of the exisiting employees thus sometimes the employees are transferred to a different location for starting a new project or the branch. Management trust its old employees thus they are preferred while forming a team for a new project or business.
Once transferred to a new business or location, the employee needs to start everything afresh showing himself/herself within the Organisation and making their presence felt in the Organisation.
While working on the jobs, employee faces lots of competition from the existing employees working in the same department, because everybody want to be a loved-one of the management.
At various occasions, the employees skills are developed through extensive training and workshops. You can see below a flow of various phases during the tenure of the employee with the Organisation.
Need to Recruit -> Recruitment -> Employee Contract -> Induction & Orientation -> Personal Development Programmes ->Management By Objectives -> Career Planning -> Knowledge Management -> Competency -> Courses and Administration -> Termination of Employment
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Have you heard about PLC, Product life cycle, the same process very much applies to us also in Employee Life Cycle.
An employee life cycle is the steps the employees go through from the time they enter a company until they leave. Often Human Resources professionals focus their attention on the steps in this process in hopes of making an impact on the company's bottom line. That is a good thing for them to do. Their goal is to reduce the company's cost per employee hired.
Unfortunately, they aren't the ones who really make a difference – managers are. People don't really work for companies; they work for a boss. To the extent that you can be a good boss, you can keep employees, keep them happy, and reduce the costs associated with employee turnover.
In the process, you will make your own job easier and increase your value to the company.
An employee joins a new company, therefore he/she is always into the torment to set up himself on the job. An brief introduction of the company and all its rules & regulations is given to the employee during the induction process. Thereafter, employee is placed on the job for live working, where he/she interacts with the existing employees and try to be friendly with them. Upon his working he/she faces various obstacles on the job such as rude behaviour of the seniors, management and many things. Sometimes employees leave in frustration in such situations, but those who pass through the tough times, they might have a better future in the Organisation.
Upon the job, the job responsibilities are changed so that employee learn about the various skills required to work. Also, so that employee does not feel monotones on the job. Like Bank, where one employee is transferred from Cash department to public relations (prepare DD etc.) and then to corporate communication (communication with the Head quertaers) etc. This is done because a change is required on the job and the Organisation also prepare the employees to work on the various jobs in the same or different department also in order to fill any future vacancies.
Every year the employee is rewarded with a performance appraisal for his honest and diligent working and also promoted to the next position so that he/she feel more responsible, this also increase the morale of the employees and make them work blindfold.
Management tend to make a good work force of the exisiting employees thus sometimes the employees are transferred to a different location for starting a new project or the branch. Management trust its old employees thus they are preferred while forming a team for a new project or business.
Once transferred to a new business or location, the employee needs to start everything afresh showing himself/herself within the Organisation and making their presence felt in the Organisation.
While working on the jobs, employee faces lots of competition from the existing employees working in the same department, because everybody want to be a loved-one of the management.
At various occasions, the employees skills are developed through extensive training and workshops. You can see below a flow of various phases during the tenure of the employee with the Organisation.
Need to Recruit -> Recruitment -> Employee Contract -> Induction & Orientation -> Personal Development Programmes ->Management By Objectives -> Career Planning -> Knowledge Management -> Competency -> Courses and Administration -> Termination of Employment
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Here it goes like this
Joining Formalities(joining documents, photos, Statutory forms filling(like PF, ESI,Graturity, Indusrance)
Induction based on schedule(getting new hire familiar with function and culture, policy & procedures of the company
Issuing of Job responsibilites, fixing KRAs
Apointment letter
Quarterly/six monthly performance appraisal for confirmation in the appointment
Trainings
Annual appraisal /increments
I hope this gives you some idea
regds
From India, Chandigarh
Joining Formalities(joining documents, photos, Statutory forms filling(like PF, ESI,Graturity, Indusrance)
Induction based on schedule(getting new hire familiar with function and culture, policy & procedures of the company
Issuing of Job responsibilites, fixing KRAs
Apointment letter
Quarterly/six monthly performance appraisal for confirmation in the appointment
Trainings
Annual appraisal /increments
I hope this gives you some idea
regds
From India, Chandigarh
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list.php?query=HR
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list.php?query=HR
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Life Cycle Management.xls
Program Life cycle for Softskills Training.ppt
Employee Development Cycle.doc