Introduction
Employee's lifecycle refers to the various stages an employee advances in an organization or company and the role of the Human Resource Management at every stage. Each stage has its benefits, challenges, and opportunities. Some Human Resource models have five stages while others consist of six or more stages. An employee's lifecycle describes the experience since he/she joined the organization to get to understand the business, becoming skillful and finally losing interest. The lifecycle of a healthcare employee entails recruitment, selection, departmental hiring, onboard, development and ultimately off the board. The Human Resource is involved in the lifecycle of employees because it deals with the essential assets of an organization (Cascio, 2018).
Recruitment
Recruitment enables departments to adjust staff skill sets to initiatives and goals for both individual and departmental growth. Proper planning and evaluation of the organization's needs will result in employment of the right candidate for the role and the team. In the recruitment of healthcare employees, the Human Resource Recruitment Consultant assists in hiring by preparing and placing job advertisements (Herstad, Sandven & Ebersberger, 2015). The Recruitment Consultant then contacts the hiring manager for them to discuss the hiring strategy. Human Resource department creates a vital plant involving a proper understanding of the positions that are to be filled, what the employer expects of the employee and techniques of selecting the best and various hiring concerns. Human Resource develops a strategic interview process which may include written tests, active listening to the applicants and interview requirements. It can also conduct the interview.
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Interviewing of Employees
Interviewing of healthcare employees can be carried out by the Human Resource department. Since not all applicants can be questioned, all applications are reviewed by the department. Individuals whose qualifications match with the requirements of the opening for which they have applied for are selected for screening interviews by the Human Resource or hiring department. The Office of Human Resource then refers all pre-screened candidates for a vacancy. It also notifies all interviewed candidates of the result of the selection process (Steingold, 2017).
Hiring of Employees
Human Resource Recruiting Consultant is expected to give guidance to the hiring manager during the hiring process. The hiring managers are expected to contact the Human Resource department with the aim of acquiring information regarding the employee's performance profile as stated in the personnel file. The required information should be reviewed by the Human Resource department upon request. Before contacting the selected individuals, the hiring manager is supposed to inform the Recruiting Consultant to make sure those details such as salary, reporting date, and other issues are finalized before employment. Upon finalization, the successful candidate is contacted, and if he/she accepts the offer, the department sends him/her a letter. On reporting day, the individual the individual (McConnell, 2018) ensures he has filled the forms and submitted them to the Human Resource department.
Life Cycle of an Employee
The first stage in an employee's lifecycle is recruitment and onboarding. Recruitment is the act of hiring employees. The Human Resource can assist at this stage in various ways such as preparing job postings. Most of the recruitment roles are managed by the Human Resource and hiring department (Herstad, Sandven & Ebersberger, 2015). Performance management during recruiting entails; planning by carrying out job advertisements, monitoring the screened interview applicants' qualifications, developing interview methods and techniques used in selecting the best candidate and finally contacting the best candidate for the job offer. During the onboard stage, the employees are provided with information to enable them to work efficiently. They are also given tools to enable them to integrate the company' culture. Employees can learn about the organization's policies, job duties and undergo training depending on their responsibilities
The next stage in an employee's lifecycle is development. At this stage, the employees are trained to help them gain new skills and retain high-efficiency employees. There is organizational development through regular analysis, implementing and evaluation of processes, departments, and resources. Employees are also evaluated through their work performance reviews and departmental meetings (Cascio, 2018). Performance management at this stage is done by the head of various departments. Regular evaluation is essential since it helps gain insight into what motivates employees and makes them understand how well they have performed about the organization's goals.
After the employee has been integrated into the organization, the next stage is to retain. Here the employee is expected to ensure continued employment development by following the code of ethics for his work. Employees should promote effective communication between them. This also boosts relationships between employees and their leaders enabling them to work even better. Human Resource is responsible for performance management at this stage through putting in place to monitor learning and identify individuals who qualify for the promotion. The last stage is termination which involves the transition of the employees from the organization. This can be through; resignation, firing, and retirement (Steingold, 2017)
Policies in Place
If the employee receives more than three warning notes for same or different mistakes within twelve consecutive months, the employee is discharged (Tracey, 2016). Employees who violate Human Resource and Organizational policies are discharged if they have not reported working for a long duration and have experienced excessive tardiness. Violation of safety rules or safety practices when handling patients could lead to the discharge of the employee. Smoking in unauthorized areas in an organization could also lead to a discharge of the employee (McConnell, 2018). After pinpointing the main reasons for discharging an employee, it is crucial to hold a private discharge meeting. During the meeting, the manager is expected to explain that decision. It is during this meeting that the final pay and benefits of the employee are stated.
References
Cascio, W. (2018). Managing human resources . McGraw-Hill Education.
Herstad, S. J., Sandven, T., & Ebersberger, B. (2015). Recruitment, knowledge integration and modes of innovation. Research Policy , 44 (1), 138-153.
McConnell, C. R. (2018). The effective health care supervisor . Jones & Bartlett Learning.
Steingold, F. S. (2017). The employer's legal handbook: Manage your employees & workplace effectively . Nolo.
Tracey, W. R. (2016). The human resources glossary: The complete desk reference for HR executives, managers, and practitioners . CRC Press.
