Creating scalable and replicable processes is essential for the success and growth of an organization. But are your processes advancing your organization or holding it back? This blog will discuss important steps to leverage the right technologies and establish scalable and replicable processes.
What is a Workflow?
A workflow consists of an orchestrated and repeatable pattern of activity enabled by the systematic organization of resources to complete a specific task. These processes help streamline employee workflow, increase efficiency, reduce errors, and facilitate growth.
Benefits of streamlining workflow include increased cost efficiency, improved productivity and communication, better time management, consistency and minimizing risks.
How to Streamline Your Workflows
1. Assessment and Planning
Start by assessing your current processes to identify areas that need improvement. Determine your scalability goals and define the key performance indicators (KPIs) to measure success.
- Provide objective evidence of progress toward achieving the desired result.
- Measure what is intended to be measured to inform decisions more effectively.
- Offer a comparison that gauges the degree of performance change over time.
- Can track efficiency, effectiveness, quality, timeliness, governance, compliance, behaviors, economics, project performance, team performance, or resource utilization.
- Are balanced between leading and lagging indicators.
Standardize your processes by documenting them in detail. Use flowcharts, written procedures, or process mapping software. Assessing your current processes will allow you to find tedious, costly, and unnecessary procedures, leading to a streamlined workflow.
3. Automation and Technology
Research shows that organizations that successfully adopt HR technology tools outperform those that do not. Identify the right technologies to support your processes, including project management software, CRM systems, or workflow automation tools. Implement software solutions that automate repetitive tasks and enable process tracking and monitoring.
Ensure that the technology adheres to security and compliance standards relevant to your industry. Invest in technologies that support data security and compliance requirements.
4. Continuous Improvement
Establish a culture of continuous improvement. Regularly review and refine your processes to make them more efficient and effective. Implement feedback loops to gather input from employees, customers, and other stakeholders. Use this feedback to make necessary adjustments and improvements to your processes.
5. Scalability and Replication
When selecting technologies to help streamline workflow, ensure they can grow with your organization. Look for systems that can handle increased workloads and adapt to changing requirements. Consider cloud-based solutions, which often provide scalability and flexibility.
Ensure that your processes can be easily replicated across different teams or locations. Keep them simple and well-documented using templates and checklists to guide employees through the steps.
6. Data Analysis
Use data analytics to monitor and measure the effectiveness of your processes and support decisions made. Analyze key performance metrics to identify areas for improvement and make data-driven decisions to optimize your operations.
7. Documentation and Knowledge Sharing
Maintain up-to-date documentation for your processes and procedures and train your team when practices are changed. Implement knowledge-sharing platforms to make information easily accessible to all team members. Cross-functional collaboration ensures different departments can work together seamlessly. Technologies like integrated systems can facilitate cross-functional collaboration.
Help Streamlining Your Workflows!
Are your current HR workflows and processes hurting or helping your business? Do you have the right technologies in place to adequately support your teams?
Cura HR is a team of well-rounded human resources experts with decades of combined experience across all industries. We strive to bring you comprehensive HR solutions tailored to your business needs.
Cura HR will help you streamline your workflows and leverage the right technologies to make your processes and procedures scalable and replicable. Reach out today to learn more about what Cura can do to help your organization stay current and future-ready.
Before hiring a full-time resource or team to manage your HR function, did you know there is an alternative solution? One that could save your business money and provide you with access to expertise and abundant resources?
That solution is outsourced HR.
What is Outsourced HR?
Rather than relying on a single HR representative, outsourced human resource companies leverage a team of HR experts to provide services to multiple clients across a variety of industries. By choosing to outsource your HR, you’re supported by an extensive, highly skilled team of professionals. That team, in turn, equips you with:
- Access to an HR team with a diverse knowledge set
- Completely compliant practices
- Solutions tailored to your unique needs
- The ability to scale up or down as needed
- High value-to-cost
Keep reading to discover the top five benefits of leveraging outsourced HR.
1. Expertise and Knowledge
The high level of HR expertise Cura has is not typically found in a single, in-house HR resource. Cura HR’s team of experienced HR professionals is well-versed in HR best practices, employment laws, and industry trends. This knowledge is invaluable for clients who may not have the same level of in-house HR expertise.
Cura’s team successfully invests the time to build business acumen for clients. With solid, first-hand knowledge of their business partners, Cura takes ownership of finding the right HR solutions. Cura’s seasoned team is adept at identifying and deploying the best resources to achieve your organization’s goals.
Cura values knowledge and the empowerment that comes with sharing it. A conscientious effort is made to encourage knowledge exchange internally as well as with our clients. According to Harvard Business Review, research shows that companies with employees who share knowledge achieve greater creativity, innovation, and better performance for individuals, teams, and organizations.
2. Compliance and Risk Management
HR regulations and employment laws can be complex and are ever-changing. Compliance is incorporated into everything Cura does; it is considered a given rather than a benefit of working with Cura HR. Complying with these laws reduces the risk of legal issues and penalties.
While such expertise is often challenging to maintain in-house, Outsourced HR companies stay informed of evolving legal requirements.
Cura HR has a dedicated team of professionals with expertise in various HR functions. Companies can benefit from access to this specialized knowledge, keeping them updated on industry best practices and ensuring compliance with evolving labor laws and regulations. Companies can access a broader range of expertise using Cura HR without hiring and training multiple in-house HR team members.
3. Customized Solutions
An outsourced team of HR professionals can tailor their services to match your requirements, rendering them a flexible and cost-efficient solution.
Cura HR tailors its services to meet each client’s specific needs and goals. This personalized approach ensures that clients receive solutions relevant to their unique challenges. Custom solutions are created for each client by combining collective years of experience with a forward-thinking approach.
Employing an experienced HR team is prohibitively expensive for many businesses. Outsourcing HR allows companies to pay for services as needed, reducing fixed costs. Cura HR can streamline HR processes, implement efficient technologies, and reduce overhead related to HR management.
Outsourcing HR functions to Cura HR allows clients to focus on their core business activities, saving them time and effort that would otherwise be spent on HR-related tasks.
5. Access to Resources
Partnering with an outsourced HR company gives you immediate access to an extensive library of resources. For example, Cura provides free access to blogs, case studies, and webinars, which is one way for companies to stay up-to-date in the world of human resources. Sign up for Cura’s free newsletter to stay current on trending HR topics and headlines. Also, Cura’s clients have access to compliance, benchmarking, survey and technology tools as a part of their consulting services.
Your Outsourced HR partner: Meet Cura HR
Cura HR provides value to our clients through vast resources and an extensive knowledge base. Our team of human resource experts offers outsourced leadership, oversight, and support at the level your company needs. Whether you have a small company with significant growth plans, you’re trying to keep up with your rapidly increasing headcount, or you’re tackling a big project that would benefit from senior HR leadership, you can count on Cura to fill the gaps—temporarily or as long as needed.
Cura HR’s value proposition lies in leveraging our expertise, resources, and knowledge base to provide our clients with comprehensive HR solutions that improve HR management, compliance, and overall workforce effectiveness. This, in turn, contributes to our client’s business success and growth. From HR analytics to outsourced CHRO, Cura has you covered!
We can conduct an HR assessment to help you determine gaps and priorities.
We’d love to learn about your business and how we can leverage HR to take your vision to the next level. Get in touch to schedule a consultation today.
Variable compensation, also known as performance-based or incentive pay, can be a valuable tool for organizations looking to incentivize high performance, hit revenue targets, and attract and reward top talent. According to a 2022 survey by the Nonprofit Resource Hub, 49% of companies enhanced recruitment offers with sign-on bonuses and equity/long-term incentive awards.
The following are four types of variable compensation:
- Stock options
- Profit-sharing plans
While variable compensation can be a win-win for companies and their employees, it is essential to carefully consider the potential drawbacks and ensure that the program is structured to promote teamwork and fairness. An effective variable compensation plan should balance motivating employees and aligning their efforts with company goals while ensuring fairness and transparency. HR should be intricately involved in defining, structuring, and overseeing your variable compensation plans.
Beneficial Aspects of Variable Compensation
Motivation and Performance
Variable pay can be a great addition to your compensation management plan. It can motivate employees to perform at their best because it offers the potential for higher earnings based on their performance, leading to increased productivity and better results. Because incentive pay encourages employees to strive for excellence, overall company performance and competitiveness will be enhanced.
Alignment with Goals
When variable compensation is tied to specific goals or targets, it aligns employees’ efforts with the company’s strategic objectives. This alignment can help the company achieve its objectives more efficiently and effectively. It also encourages the whole team to work toward the same goals and increases the likelihood of achieving them.
Retention and Loyalty
Today’s tight labor market can quickly turn acquiring and retaining talent into a bidding war. Performance-based pay, in addition to a base salary, can keep your organization competitive. Additionally, variable compensation can increase job satisfaction and loyalty, especially if employees have the opportunity to earn significant rewards. According to the Society for Human Resource Management (SHRM), on average, it costs a company 6 to 9 months of an employee’s salary to replace an individual. Retaining effective employees can be worth the cost of variable compensation.
Drawbacks of Variable Compensation
Stress and Uncertainty
Employees may experience stress and anxiety due to the unpredictability of their earnings, especially if they have to rely heavily on variable compensation. High stress levels can lead to burnout and decreased job satisfaction, impacting overall morale. If incentive pay programs aren’t managed well, they can result in too much focus on quantity of work rather than quality, causing additional stress. Work stress negatively affects employees’ performance, which may negate the benefits of incentive pay.
Employees might prioritize short-term gains over long-term goals, which could lead to neglect of important but non-immediate tasks. Additionally, overemphasis on short-term results can undermine the long-term strategic planning and sustainability of the company.
Managing variable compensation programs can be administratively complex, requiring time and resources to monitor and calculate payouts accurately. Many factors need to be determined, including the following:
- Variable compensation budget
- Types of compensation pay that suit your business
- The roles that qualify for variable pay
- Criteria to use for measuring performance
- The percentage or amount to be awarded to employees
- How to evaluate each employee’s performance
The drawbacks of performance-based compensation can be avoided by being thoughtful and precise when implementing your variable compensation plans.
Cura HR Has Modern HR Solutions
Variable compensation programs can be complex and require appropriate execution to ensure success. As a result, it is essential to have the expertise and best practices to implement your variable compensation needs.
If you’re looking for project-specific support or need help setting up and evaluating variable compensation programs, get in touch with Cura HR and learn how we can create a solution that works for you.
According to Gallup, disengaged employees cost the world economy $7.8 trillion in lost productivity in 2022. Incentive programs are typically implemented to motivate employees to complete specific objectives, increase work productivity, and recognize outstanding job performance, all of which can bolster sales and client satisfaction. Incentives can come in the form of cash bonuses, profit-sharing, vacation days, professional development and non-monetary gifted items.
Creating successful employee incentive programs involves careful planning, clear communication, and a deep understanding of your organization’s goals and culture. This blog outlines steps to make employee incentive programs work effectively.
Set Clear and Achievable Goals
Define specific, measurable, achievable, relevant, and time-bound (SMART) employee goals. These goals should align with your organization’s overall, long-term objectives. When employees understand what they’re working toward, they are more likely to be motivated to achieve those goals.
Incentives can take various forms, such as monetary rewards, recognition, extra time off, professional development opportunities, and more. The key is to choose incentives that hold value for your employees. A combination of financial and non-financial incentives can effectively cater to different preferences.
Tailor Incentives to Individual Roles
Different roles may require different types of incentives; a one-size-fits-all approach might not be practical. Customize incentive programs to match the responsibilities and expectations of each position. For instance, sales teams respond well to commission-based incentives, while creative teams might be motivated by recognition and creative freedom.
Employees should perceive the incentive programs as fair and transparent. Communicate the criteria for earning incentives and how they will be measured. If employees believe the system is biased or unjust, it can lead to resentment and decreased motivation—and disengaged employees cost can cost an organization thousands of dollars.
Frequent and Constructive Feedback
Provide regular feedback on employees’ progress toward their goals. Properly executed feedback corrects problems, improves productivity, and strengthens relationships between employees and managers. Positive reinforcement for good performance can boost morale and dedication.
Incentive programs should not be static. Regularly assess the effectiveness of the strategy and gather feedback from employees. If specific incentives are not producing the desired results, be willing to adapt and make necessary changes.
Promote Team Collaboration
Create an environment where employees feel motivated to excel in a supportive manner. While individual incentives are important, fostering teamwork is crucial for organizational success. You can design incentives, such as profit-sharing and gainsharing, to motivate your team to work collectively, encouraging collaboration and shared accomplishments. Collaborative incentives can drive productivity and engagement far beyond your incentive program.
Celebrate when employees achieve their goals or milestones. Publicly recognizing their efforts can boost morale and motivate other team members to strive for similar achievements. Fulfill rewards obligations in a timely manner by purchasing gift cards in advance and including extra vacation time or monetary rewards on their next paycheck.
Implement Your Company’s Incentive Programs!
There is no one-size-fits-all approach to employee incentives. The effectiveness of your programs will depend on your company’s culture, industry, and the unique preferences of your employees. Regular communication, flexibility, and genuine concern for employee well-being are keys to success.
New program design and implementation can be daunting; Cura is the modern HR solution to help you! We offer outsourced leadership, oversight, and support at the level you need. Whether you are a small business with significant growth plans or a large company tackling a new incentive program, we want to hear from you.
Human resources (HR) due diligence is a critical component of mergers and acquisitions (M&A) that help ensure the transaction’s success. HR due diligence involves a comprehensive analysis of the target company’s workforce to identify potential risks, liabilities, and opportunities associated with the deal. It helps the acquiring company understand the target company’s workforce, culture, compensation, and compliance, allowing them to make informed decisions and develop integration strategies. Successful M&As rely heavily on effective integration, and a critical aspect of this process is HR due diligence.
Here’s how HR due diligence can lay the groundwork for smooth M&A integrations:
- Address Legal and Regulatory Compliance
- Assess Cultural Alignment
- Evaluate Workforce Capabilities
- Analyze Compensation and Benefits Programs
- Prepare for Workforce Integration
- Plan for Change Management
- Establish Integration Timelines
Address Legal and Regulatory Compliance
HR due diligence helps uncover potential issues related to employee contracts, benefits, labor unions, pending legal disputes, or compliance with employment laws. Identifying these risks early on allows the acquiring company to avoid legal liabilities, develop mitigation plans, and allocate resources accordingly to ensure a smooth transition.
Assess Cultural Alignment
Culture clash is a common challenge during M&A integrations. By conducting HR due diligence, the acquiring company can assess the target company’s culture, including communication, meeting management, and company values. An employee survey is a valuable cultural assessment tool for both companies to understand cultural differences and help plan integration strategies and employee engagement initiatives.
Evaluate Workforce Capabilities
Understanding the target company’s workforce capabilities and skills is crucial for successful integration. Acquiring companies that identify key employees and target them for retention within 30 days after the M&A announcement are more likely to avoid losing key employees and prevent declining productivity. HR due diligence can help identify key talents, potential skill gaps, and training needs to create a talent management strategy that retains top employees and fosters growth.
Analyze Compensation and Benefits Programs
HR due diligence provides insights into the target company’s compensation structure, benefits, and incentive programs. This information allows the acquiring company to ensure fair and consistent compensation practices post-merger and make necessary adjustments to align both organizations.
Prepare for Workforce Integration
Based on the findings of HR due diligence, the acquiring company can develop a well-thought-out workforce integration plan. This plan should address redundancies, role alignments, and organizational structure to streamline the integration process. During the integration process, it’s important to identify employee concerns and expectations in order to develop a communication strategy to address issues, keep employees informed throughout the process, and maintain morale.
Plan for Change Management
A change management plan is a process to implement changes across the organization. HR due diligence insights can guide the development of a comprehensive change management plan that focuses on helping employees adapt to changes, managing resistance, and promoting a positive work environment during the integration.
A change management plan should include the following:
- Well-defined goals: inform and guide team members
- Clear communication: establish expectations and listen to feedback from your team
- Training: conduct meetings, training sessions, and provide FAQ documents
Establish Integration Timelines
Critical HR-related milestones that must be achieved during the integration process are highlighted during HR due diligence. Establishing clear timelines helps keep the integration on track and ensures that HR-related tasks are completed efficiently. Organizations can lay the groundwork for a smooth and successful M&A integration by addressing challenges early on and developing appropriate integration strategies.
We’d love to learn about your business and how we can leverage best-in-class HR practices to help your organization during every step of your merger or acquisition as well as the integration process.
The decision to outsource HR functions should be based on your organization’s specific needs and requirements. When outsourcing, you should choose an HR firm that aligns with your organization’s culture and values.
Outsourcing HR functions can help organizations save time, reduce costs, and access specialized expertise. Some HR functions that are typically conducive to outsourcing include:
- Workflows & Processes
- Employee Training & Development
- Compensation & Benefits
- Employee Lifecycle Management
Workflows and Processes
Do your current workflows and processes help or hurt your business? Do you have the right technologies in place to adequately support your team? On average, employees waste more than 21 days a year doing menial or repetitive tasks at work. Tasks that can easily be automated save companies hundreds of thousands of dollars. Outsourcing HR can help your business determine what processes need to be implemented to streamline workflows and leverage the right technologies to make your processes and procedures scalable and replicable.
Employee Training and Development
Cultivating the skills and knowledge of your workforce enhances performance at both the employee and business levels. Identifying and implementing opportunities to level up your team’s talent is a direct investment in your company. According to Gallup, 48% of American workers would switch to a new job if offered skills training opportunities. Many companies outsource training and development initiatives to third-party HR firms that can provide training programs and development solutions tailored to your organization’s needs.
Compensation and Benefits
Managing compensation and benefits involves more than just payroll; they include conducting compensation market analysis, incentive plan design, creating job architectures, establishing pay practices, wellness programs and strategies, as well as benefits administration.
With the unprecedented labor shortage, it’s never been more pressing for businesses to offer competitive total rewards. HR should provide timely program benchmarking, guidance, and expert advice, to ensure that your organization’s ability to successfully recruit, hire and retain top talent is aligned with your company’s mission and values. Outsourcing these functions will ensure employees receive the right benefits and assistance when needed.
Employee Lifecycle Management
Healthy, diverse, and productive work environments are conducive to attracting new and retaining existing team members. Outsourced HR firms can assist with establishing recruitment processes and ensuring employees have a positive experience throughout the entire employee lifecycle.
Treating employee engagement as a continual effort rather than a one-time event is essential to an engaged workforce. One of HR’s tasks is cultivating productive employee experiences across all lifecycle stages.
Outsource HR With Cura HR
If you’re considering outsourcing HR functions, thoroughly research and choose a reputable service provider with a proven track record in HR outsourcing, like Cura HR. Cura consultants start with proven tools and processes and build from there. We create custom solutions for each client by combining our years of experience with a forward-thinking approach. We continually test, benchmark, and optimize our efforts to ensure we provide our clients with the greatest value and relevance.
Whether you are a small business with big growth plans, tackling a new project that would benefit from senior HR leadership, or trying to keep up with your rapidly increasing headcount, Cura’s team of HR experts will fill the gaps temporarily or for as long as you need. We’d love to learn about your business and how we can create a solution that works for you.
Workplace culture is rooted in the company’s mission and core values and shaped by unwritten rules and beliefs that guide how things are done within an organization. These unwritten rules can influence employee behavior, interactions, and decision-making. By understanding and respecting these cultural norms, employees can better navigate their workplace and contribute to a positive and productive work environment.
A toxic company culture can lead to high turnover rates, low employee morale, and a negative reputation for the organization. The number one reason people quit their job was toxic company culture, according to a 2022 FlexJobs survey. HR plays a crucial role in fostering a creative and positive work culture, as it can significantly impact individual and organizational success.
“Culture is everything—the greatest competitive advantage organizations have to retain, attract and develop talent,” according to Jason Barger, author of Breathing Oxygen: How Positive Leadership Gives Life to Winning Cultures.
Following are some ways HR can contribute to creating a positive workplace culture.
Defining and Promoting Company Values
It is essential for organizations to have a set of core values that everyone understands and follows. There is a high correlation between employees who say they are “happy and valued at work” and those who say their organization has a clearly articulated and lived culture. By promoting company values, HR helps establish a shared understanding of what’s expected regarding behaviors and attitudes, leading to a more cohesive and productive workplace.
Developing Policies and Procedures
HR should develop and implement policies and procedures that align with the company’s values. These guidelines need to address important issues such as anti-discrimination, harassment prevention, and ethical conduct. By clearly communicating these policies, HR ensures that employees understand the expectations and consequences of their actions.
Training and Education
HR can conduct training programs to educate employees about workplace culture, inclusivity, and diversity. These sessions help employees understand values and fosters a respectful and inclusive work environment.
Training programs that help nurture a positive company culture include:
- New hire onboarding and induction
- Compliance training
- Anti-bias and diversity training
- Soft-skills training
Encouraging Open Communication
HR can facilitate open lines of communication within the organization. By promoting regular feedback, HR enables employees to voice their concerns, provide suggestions, and contribute to a positive work environment. Open communication also involves addressing conflicts and grievances promptly and appropriately.
Leading by Example
HR leaders should be role models for the desired workplace culture. When management exemplifies the values and behaviors they expect from others, it sets a strong precedent for employees to follow.
HR can contribute to a functional and inclusive work environment by actively managing workplace culture. Their efforts not only benefit the employees but also support the overall success and reputation of the organization.
Celebrating Diversity, Equity and Inclusion
HR can promote diversity, equity and inclusion initiatives, fostering an environment that values and respects differences. Promote mutual understanding and limit the presence of unconscious bias within a workforce by:
- Implementing diversity hiring practices
- Organizing employee resource groups
- Supporting diversity-focused events
- Having anti-discriminatory policies
Monitoring and Addressing Issues
As an HR professional, it’s important to regularly evaluate the work environment and take steps to address any concerns. This includes conducting employee surveys to gather feedback and analyzing the results to identify and action areas for improvement. By addressing issues appropriately, HR can help promote a healthy workplace culture and ensure employees feel valued and supported.
Let Cura HR Help Foster a Healthy Culture Within Your Organization
Creating a company culture that encourages deeper employee connections and fosters a sense of community can have lasting and widespread impacts on your organization. This is especially important in today’s remote and hybrid business world.
Are you ready to learn more about how outsourced HR can help support a better employee culture in your organization? Get in touch with Cura HR today.
Human Resources (HR) is one of the most commonly outsourced business services. Not all companies have the capacity or desire to handle employee management entirely in-house, so they can choose to outsource some or all of their HR needs. Outsourcing is a strategic decision for companies to improve efficiency, focus on core business operations, and improve productivity. Here are five compelling reasons why companies outsource their HR needs:
- Expertise and Specialization
- Increased Efficiency
- Scalability and Flexibility
- Compliance and Legal Considerations
Employing an in-house HR department can be expensive because of the multitude of specialized tasks involved, including managing items such as compensation, benefits and employee relations. All of which require specific expertise and experience. Outsourcing HR allows companies to access professional services at a fraction of the cost, especially for small and medium-sized businesses that may not require a full-time HR team.
Employing an experienced HR team is prohibitively expensive for many businesses. By outsourcing, companies can pay for HR services as needed, reducing fixed costs.
Expertise and Specialization
HR outsourcing firms have a dedicated team of professionals with expertise in various HR functions. Companies can benefit from access to this specialized knowledge, keeping them updated on industry best practices and ensuring compliance with evolving labor laws and regulations. Companies can access a broader range of expertise using a third party for HR needs without hiring and training multiple HR team members.
HR outsourcing streamlines processes and reduces administrative burdens, allowing the internal team to focus on strategic initiatives and core business functions.
Outsourced HR providers are often equipped with advanced technology and tools to automate repetitive tasks and improve overall HR efficiency leading to faster response times for HR-related tasks. HR tasks can be time-consuming and distract from strategic objectives, so outsourcing allows the company’s internal resources to concentrate on what they do best.
Scalability and Flexibility
As businesses grow or face seasonal fluctuations, HR needs may vary. Outsourced HR services offer the advantage of scalability, where companies can easily adjust the level of support they require based on their changing needs. This flexibility helps organizations remain agile and responsive to market demands. Outsourcing HR services allows companies to scale their HR functions up or down according to their business needs without internal disruptions.
Compliance and Legal Considerations
HR regulations and labor laws are complex and constantly changing. Outsourced HR providers stay current with these ever-changing regulations, help companies ensure employment law compliance, and reduce the risk of legal risk and exposure.
Employer privacy laws are subject to federal, state, and municipal enforcement. Additionally, cybersecurity precautions must be taken to stop malicious actions that lead to data breaches of private information. Outsourced HR firms are equipped to handle sensitive employee data with secure systems and protocols, reducing the risk of data breaches or mishandling of confidential information.
How to Outsource HR
It’s important for companies to assess their specific needs and goals when deciding to outsource HR. Outsourcing can benefit many organizations when the choice aligns with the company’s culture, business model, and long-term strategy. HR outsourcing can improve the employee experience as employees can receive efficient and accurate HR expertise.
Our seasoned human resource experts are adept at identifying and deploying the best solutions. We’d love to learn about your organization and how we can leverage HR practices to take your business to the next level.
Employees are the essential worker bees of an organization; no one else can make the golden honey! To keep your team happily buzzing along, skillful management throughout each stage of the employee lifecycle is essential.
The employee lifecycle is used to identify and express the various and most important stages that an employee goes through as they engage with their company. As the name implies, the cycle is not a one-time event but a continuous process of achieving goals. The cycle aims to produce satisfied and productive employees who contribute positively to the organization.
The employee lifecycle is more than just hiring and retaining employees; it consists of the following six stages:
“With a comprehensive understanding of the employee lifecycle, organizations can create meaningful policies and procedures that support the growth and development of their most valuable asset—their people.”
Before recruiting talent, review the benefits and programs you can offer that will attract the talent your company requires. A comprehensive total rewards package strengthens your employer brand, which sets your company apart and appeals to the values of potential candidates.
Reputation and employer branding are vital to attracting the best talent in today’s work environment. According to Glassdoor statistical reference guide, a strong employer brand can reduce the cost per hire by as much as 50%. A positive employer brand is the type of business identity employees embrace.
Recruitment is the process and experience of how a person transitions from candidate to employee. To start the recruitment process, conduct a job analysis to determine duties and responsibilities to include in the job description. Next, write an effective job posting including detailed job functions, a clear list of requirements containing experience level and education, and the particulars of your total rewards package.
When selecting a candidate, evaluate each person fairly by setting clear and objective selection criteria. Additionally, be transparent with candidates about compensation, benefits, and how long the recruitment process may take.
The cycle’s next phase, employee onboarding, helps integrate your newest team members into the company. An effective onboarding process can take months, laying the foundation for the employer-employee relationship.
- Preboarding: Connecting new hires with the organization
- Orientation: Introduction, paperwork, and mandatory training
- Foundation building and induction: Communicating the company’s culture, mission, employee value proposition and brand as well as ensuring employees are aware of how to operate successfully within the organization.
Development opportunities keep employees engaged and motivated, increasing retention rates. To attain the most significant benefit from developmental training, you should assess both team-specific and organizational needs. Then determine which of the lacking skills will help your employees improve productivity and develop professionally. According to a McKinsey report, a lack of career development and advancement is one of the top reasons people quit their jobs post-pandemic.
Happy and fulfilled employees are more likely to remain loyal to an organization. Jacob Morgan, a leading authority on leadership, says there is an equation for creating a work environment where people want to show up:
culture + technology + physical space = employee experience
Companies that focus on improving all three of these areas in a way that supports the whole team will create a positive employee experience.
Attracting and retaining top talent creates a stable and productive workforce, saving time and money otherwise spent on recruiting new talent. Keeping the lines of communication open between managers and employees builds trust and strong relationships. Retention is an ongoing stage of the employee lifecycle that requires continuously giving your team reasons to stay.
A well-organized offboarding strategy is crucial in safeguarding your company’s reputation and avoiding intellectual property theft, data breaches, and legal risks.
The following steps are integral to the offboarding process:
- Conduct an exit interview
- Ensure appropriate documentation
- Communicate with the team
- Maintain positive interactions
Employee separation is inevitable; people retire, start their own companies, and are lured away by rival organizations. When executed thoughtfully, employee separation can produce honest feedback the organization can use to create an improved employee experience.
Outsourced HR to Manage the Employee Lifecycle
Cultivating the skills and knowledge of your workforce enhances performance at both the employee and business level. Cura helps our partners identify and implement opportunities to level up your team’s talent. We work with the most widely used and reputable people assessment tools, offer extensive employee training, and facilitate effective team-building and development programs.
We’d love to learn about your business and how we can leverage best-in-class HR practices to help you manage your entire employee lifecycle.