How to engage employees throughout the employee lifecycle

ASSIGNMENT 1

Student name: Maria Francesca Scurtu

Module: Personnel Resourcing and Development Group B

Lecturer name: Kathryn Roberts

Leading companies accept the importance of employee engagement and its huge
impact on productivity, morale, and overall business performance. Various studies
display that engaged employees feel connected to the company, see their work as
important, and therefore work harder.
Engaged employees are also more likely to support the company, significantly re-
duce absenteeism and turnover rates, and contribute to company goals (CCI Con-
sulting,2018).
The heartbeat of any organization is its people. Employee productivity is boosted
with employee engagement. Therefore, positive customer practice is induced by mo-
tivated employees.

Employees may choose to change jobs or rise the rise may lead to new hires. Or-
ganisations should evaluate employees at all stages of their employment and de-
termine their level of engagement.

Human resources are indispensable in any company, they are the most important
category of resources that can be used for the operation of the company.
Their role is essential to the good functioning of the company; therefore, the recruit-
ment process is an essential step for anyone who wants to build a strong and effect-
ive team (Smith, R.,2004).
However, recruitment can be a laborious process - therefore, the responsibility is left
to the human resources department (HR department) or to a specialist or recruitment
company. This activity includes many important elements and factors that are
present in any company.
HR professionals already know that adequate financial compensation has become a
hygiene factor, a necessary but insufficient condition for employee retention. It is
also known that factors such as autonomy, continuous learning, a sense of belong-
ing, and meaningfulness of their efforts are important factors in motivating employ-
ees
( Frederick, H, 2003)
To meet this need, companies have developed various engagement programs or
support the level of active participation of employees in the life of the company. An
engaged employee is satisfied, motivated, and at least partially identified with the
company and its goals.
The employee lifecycle model is used to analyse and represent the different and im-
portant stages that an employee goes through as they collaborate with their organ-
isation (Cattermole, 2019).
The game has six distinct stages, the first of which is the Attraction.
According to ONS, in recent years, companies have faced more challenges than
ever when it comes to recruiting, retaining, and engaging employees. From inter-
views to exit interviews, digital tools have the power to redefine relationships
between companies and employees. As the talent market is no longer national, but
international, and employees are increasingly demanding working conditions, digital
platforms offer an opportunity for differentiation and at the same time a flexible
means of restriction. valuable employees (ONS,2022).
An employee's relationship does not start from the moment when he enters the of-
fice. Even when applying for a job and concluding an employment contract, they do
not start. It starts the moment they first come into contact with your employer’s
brand.
Employee referrals are an invaluable source of qualified candidates. Companies that
do not hire good people will fail in the market. Attracting the right talent is critical to
growth. The first impression should be positive and honest.
For example, Marriott not only attracts customers but also employees who are look-
ing for a great place to work. Providing employees with an amazing work experience
is at the core of employer branding. Another example is J.W. Marriot, the company's
mission statement when hiring is to take care of employees and they will take care of
the guests. In a society where human capital is the most treasured resource, all com-
panies must chase this strategy to stay on the line (Bill Marriot, Forbes, 2018).

The next stage in the employee lifecycle is Recruitment.

Identifying the proper humans for a vacant role in a corporation not relies upon best
at the enjoyment and instinct of the recruiter. Some agencies flip to synthetic intelli-
gence to examine loads of submitted resumes for positive positions and discover the
maximum appropriate applicants for an interview with a recruiter later.
There are virtual e-recruitment answers that make existence simpler for recruiters
with the aid of using deciding on appropriate candidates, contacting them to test
availability, and scheduling interviews mechanically and efficiently.
Keeping the recruiting process as simple and straightforward as possible, emphasiz-
ing only contacting candidates who have a real chance of being hired, increases a
company's value in the labour market and attracts more talent over time ( Bibb,
2016).
The world's biggest inn chain hires maids who revel in cleansing and cooks who
revel in cooking. In phrases of supplying high-quality providers and maintaining em-
ployees, Marriott has achieved thoroughly with this strategy. These Marriott commit-
ment concepts assist them to compete withinside the hospitality industry. These con-
cepts assist motel giants to cost their personnel and assist them to hold personnel
(Hotel Marriot, 2010).

The third stage of the employee lifecycle is onboarding. HR structures can simplify
the lifestyles of human beings in Human Resources, however additionally of recent
personnel due to the fact they have got answers for the automated onboarding of re-
cent personnel. Without taking over the time of an HR person, the brand new worker
can log into the onboarding portal, wherein they add the essential employment files
and discover specifically organized substances to familiarize themselves with the
company's hierarchy, values, and methods. Moreover, withinside the context where
the pandemic has restricted HR methods that had been historically achieved face-to-
face, the era may be used to atone for the truth that the brand new colleague does
now no longer come to the workplace withinside the first days of work (Brown, 2011).

A clean technique lets you get commenced without delay with the crucial duties and
responsibilities of a brand-new worker. If they'd had a tremendous onboarding exper-
ience, 69% of personnel had been much more likely to live for 3 years. The new
worker should sense as quickly as feasible so as for that to be successful. It ought to
make an effort to apprehend the position, to inspire dedication in the future. ( Chap-
puis, & Rizzo, G., 2022).

Development is the next stage: the desire of many employees for professional and
intellectual development while working for the company is realised through online
learning processes. While previously face-to-face workshops with qualified trainers
were also possible, platforms for automating HR processes now offer a simple, intuit-
ive, and transparent way to engage employees in the training process (Scott, T.,
2022).
E-learning also has the advantage of being cheaper and completely flexible, depend-
ing on the employee's availability - they start online courses when the schedule al-
lows, and they can pause, them and stop them when it suits them.
We need to provide a lot of studying opportunities, such as: fostering relationships so
that people can also additionally proportion knowledge, "analyse with the aid of using
doing," supplied they are cushty doing it, officially mentoring extra skilled personnel
to educate much less skilled personnel, permitting body of workers to examine at
their very own speed (Smith, S. 2006).
To increase learning interest, we have to use gamification or game-based learning
and ask employees about their career aspirations. Allow the managers to contact
you regularly to promote ongoing career development discussions.
A key element in preserving a worker withinside the organization is spotting their
contribution is represented by recognition. With talent evaluation software, employ-
ers can set goals, and music achievements, and deliver reputation to high-acting
personnel, whether or not it is withinside the shape of money, first promotions, or dif-
ferent styles of non-revenue reputation. Such a virtual answer can assist HR experts
in having a clean photograph of worker performance, a photograph primarily based
totally on which they could speedy make selections in order that person lives with the
organization, encouraged and proactive.
This level consists of all of the procedures wherein personnel is given remarks for his
or their work thru overall performance reviews, one-on-one check-ins, and meetings.
Regular remarks are a critical characteristic of this level as it facilitates executive be-
nefit perception in motivating personnel and it facilitates personnel to apprehend how
nicely they have got completed goals (Personio, 2021)
Once a worker enters the enterprise and knows their position well, the subsequent
undertaking is to keep the worker and make sure of continuous worker development.
Ongoing evaluation, popularity, and education at this degree are vital to keeping
worker engagement and retention. Employees do now no longer want to be handled
as goods. They need to recognize that their efforts are visible and admired (Arthur,
D., 2001).
In this sense, Marriott has developed software known as TakeCare Wellbeing made
is a complete scheme for reinforcing health and happiness and adjusting with the or-
ganisation's middle morals of placing human beings first and building them a sense
of entitlement and value. Marriott follows the attitude that "looking after human be-
ings makes them satisfied, which in flip makes visitors satisfied and results in thriving
business (Bethesda, M., 2019) .
The message needs to be conveyed virtually and continuously via meetings, compli-
ments, and different kinds of recognition. Thanks to the crew for their work. Tell them
how tons you recognize them. You could make worker contributions extra visible.
This encourages the right remarks and collaboration.
The very last possibility to talk with personnel is for the duration of the separation
process. Happy personnel, even former glad personnel, are amazing references for
capacity personnel. By persevering with to talk with personnel once they leave, you
may maintain your agency memorable.
Whether it ends thru resignation, non-renewal of the employment contract, or retire-
ment, the connection between worker and business enterprise may be optimised
even at this level through virtual platforms. Document control software, for example,
may be beneficial in any form of dispute: files are archived, kept, and effortlessly
available, in addition to the records of the worker withinside the company.
Offboarding is vital for businesses to hold awesome company popularity and accu-
mulate insightful remarks from former personnel. Using this information, agencies
can enhance their HR practices and higher preserve contemporary personnel (Har-
rison, C., 2014).
Also, for better expertise in the device of developing employee engagement, there
are various employee engagement models. David Zinger superior this Zinger en-
gagement model in 2009. This model balances three suggestions, organizational,
management, and individual. The organizational suggestion is the improvement of a
lifestyle in which worker engagement is valued, set up, and shared amongst all em-
ployees. Recognition and appreciation are vital conditions. At better ranges of lead-
ership, guidance, and funding in organizational and academic sources are had boom
participation. The implication of management is the improvement of self-hired lead-
ers. Model Zinger declares that a person may not take part if their leaders are not im-
plicated, so that is a crucial mark. Leaders should be honest with their personnel to
increase their team's stability and assist them to conquer their vulnerability ( Zinger,
D., 2010).

Zinger's version anticipates that employee engagement will increase as those three
movements are refined. Zinger's cooperation model is created as a pyramid, with the
lowest brick focusing on the important things an employee needs to do a good job as
enhanced wellness, the second row of the pyramid builds upon the necessity to at-
tach people to the bigger organisation and the third level of the pyramids transforms
the building blocks of individual and community interaction into practical ways to
achieve results (Aarts. D.,2013).

The ultimate goal and hopefully the result of completing each level and each element
of the pyramid are employees.
In conclusion at every step of the employee engagement lifecycle, we have to be
consistent in our relationship with the employees. Any phase of slowing participation
can lead to further declines. Opportunities for business and management to interact
with employees vary by stage. We must have resources in place to retain employees
from every stage of the employee lifecycle.
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