• Posted on: 15 May 2019
  • By: admin

There are many company strategic business objectives that can contribute to achieving a competitive advantage. However, to maximize your human capital might just be the competitive advantage for your business, in the marketplace, where your business sector could already be saturated.   

Strong competitive advantages, particularly those that are innovative with unique selling points have one fundamental value = happy employees! 
Your brand should be prominently featured within the employee lifecycle, creating both familiarity and an organizational culture that is attractive. Failing to do so, through a lack of planning or poor implementation, can result in reduced productivity and profits, and even a poor brand reputation.

While recruiting great talent can help ensure your company comes out on top, your job isn’t over when a candidate signs their offer letter. In fact, that’s just the beginning.

The NINE stages of the employee lifecycle are: attraction, application, recruitment, onboarding, employment contract, development & engagement, performance management, retention & separation.  

Through each of these stages, it’s a business owner’s responsibility to ensure employees have everything they need to succeed:

  1. Attraction: a company needs to look attractive and the organization’s culture needs to appeal to top human talent; 
  2. Application: make it simple and straightforward and always treat people with respect, notify unsuccessful candidates. Keep people informed as this could assist in improving your employee life cycle at a later stage; 
  3. Recruitment: recruitment is all about finding the right fit for the position;
  4. Employee onboarding & induction: giving the new hire, the tools & information to start working. Opportunity to immerse the new employee into the company culture and it’s crucial to ensure retention;
  5. Employee information & employment contract: issuing of employee with a contract with terms and conditions of employment, company policy and procedures and a full job description;
  6. Employee development & engagement: engaged employees feel empowered to think of new ideas and seek new learning opportunities;
  7. Performance Management: plan, act, track and review employee’s performance
  8. Retention: recognition can be given via many different means in the workplace, but the message is always the same: Thank you. We value your work. You matter to us;
  9. Separation: understand why employees are leaving? Conduct exit interviews.

 “It’s really trying to tap into something deeper and capture the hearts and minds of your people … It’s pride, and you want that as a leader. That’s going to breed productivity, morale, retention; and those people are going to be ambassadors for your brand.”

Find and fix your “blind spots” in your employee lifecycle when we conduct your HR GAP ANALYSIS 

AND let us help you create an exceptional workplace with “The Whole Nine Yards” of the employee lifecycle giving your company the competitive advantage!