- ELC or Employee Lifecycle
ELC or employee lifecycle is a technology model that helps you in the visualization of your employee and how they engage with your organization.
There are six different stages of the ELC model, which reflect the six stages of engagement an organization has with an employee. These six stages are –
The first stage of ELC is the employee attraction stage. Irrespective how great your product or service is, organizations who don’t attract and retain competent and talented people, will fail over time. This is why attracting the right talent is critical to any company’s growth strategy.
The second stage of the employee lifecycle is the employee recruitment stage – an active phase of finding great talent to join your organization.
The third stage of the employee lifecycle is the employee onboarding stage, which is a critical stage of getting new hires adjusted to various performance aspects of their new job within the organization, quickly and smoothly.
The fourth stage of the employee lifecycle is the employee development stage, where you consistently encourage professional development within your team to help them develop skills and provide them with a future career path.
The fifth stage of the employee lifecycle is the employee retention stage, where you focus on keeping your top employees and ensuring that they are both – content and challenged – in their role within the team.
The final stage of the employee lifecycle is the employee separation stage, where the employee life cycle comes to an end. Employees may leave due to new employment, retirement, or for family or personal reasons. It’s important for the company to make the separation process just as strategic as the onboarding process.
Core HR (core human resources) is a blanket term used to define the basic functions of an HR department, including the basic data capture about employees and the software used to manage basic HR processes. Among the core functions of the HR department are employee recruitment, benefits administration, scheduling, payroll, employee training, compliance and safety.
Core HR is typically used in three different ways –
- To mean the basic data captured about employees
- To refer to the basic functions of an HR department
- To leverage software used to organize the data and facilitate the above functions
By implementing strong Core HR software, you can ensure a safe, centralized place to store confidential and important employee data, organize that data, automate mundane/repetitive HR tasks, and generate reports as and when needed. Having a core HR software allows you to seamlessly facilitate core HR functions like recruiting, onboarding, scheduling, training, and compliance. It also makes managing employee benefits, tracking absences, filing taxes and updating payroll easier and more accurate.
When it comes to employee hiring, an increasing number of HR managers depend on quality recruitment tools to facilitate the entire hiring process right from sourcing candidates to rating interview responses. Digital recruitment is a smart and efficient strategy to facilitate the entire process of hiring.
Digital recruitment refers to the process of using modern technologies as a tool to attract and hire the most qualified talent for a job opening. Various tools, such as recruitment software can be used for the process to simplify hiring and help organizations onboard qualified people in an efficient way.
There are various software solutions available for this purpose that have similar functions but differ in outlook, features or complexity. Recruiting software helps you streamline the hiring process by allowing you to post job ads, sort and accept applications, manage candidates and more, thus saving you the hassle of tracking everything manually.
In today’s technologically advanced business environment, a crucial function of HR is providing employees with a platform for learning or training and development. A Learning Management System (LMS) is a software platform that organizations use for managing, reporting, recording, and executing training/educational initiatives.
Learning and development are typically subsets of HR that aim to improve both group and individual performance by honing employee skills and knowledge. They form part of an organization’s talent management strategy, designed to align group and individual goals and performance with the overall vision of the organization.
- Career Planning
Career planning primarily refers to the process of selecting career goals and the path to these goals. The key focus of the career planning process is on assisting the employees to achieve a better match between their personal goals and the opportunities that are available in the organization.
Career planning is a continuous process of career management that involves four main steps –
- Taking Action
Using robust career planning collaboration tools – available as digital platforms – allows any organization to begin working with readymade web templates and input forms instantly. These include progress dashboards, elegant, intuitive designs, data integration from existing documents or other SaaS software that are accessible on any mobile/desktop device.
Reimbursement refers to the process of paying employees back the expenses incurred by them towards various business operations, including local travel fare, money spent on dining, customer visit expenses, accommodation expense, and more. In all these cases, it is mandatory to submit a claim with proof of spending to reimburse the money and complete the claim process.
There are a number of software solutions available today to automate the claims process and let you enjoy the following benefits –
- Single time data entry which can eliminate the chances of errors
- Seamless self-service portal to request reimbursements, review and approve claims
- Provision to easily upload bills and receipts
- Provision to build rules and define various approval levels
- Tracking of real-time status to eliminate the chances of unauthorized spend
- Data and reports to track total spend across expense heads and departments
Succession planning refers to the talent management practice of finding and nurturing employees from within (or even from outside) your organization, in order for them to fill strategically important roles at a later point in time. Most of the organizations think of succession planning to make sure that they have enough experienced and competent people ready to succeed current leaders or senior employees when they leave the organization.
One of the excellent ways of doing this is by using talent pool-based succession software. Available as a cloud solution, succession management software helps in –
- Aligning employee aspirations to both present and future requirements
- Continuous succession planning and internal mobility depending on verified skills and experiences
- Enabling managers with personalized development plans and visual dashboards to aid in coaching