Knowing how to optimize employee life cycle with HRIS is important. While having the best tools and technology gives leverage, the strongest pillar that helps businesses grow is the workforce. To have the right people, organizations need to identify the situation of their employees for evaluation and improvement. Moreover, there is a need to go over the employee life cycle for the organization’s development. Thus, moving to optimize the employee life cycle with HRIS is crucial.
But first, you must know what the employee life cycle is.
The employee life cycle pertains to the different phases of the worker’s journey in the organization. This includes the day they started their application to the day they part ways with the company—sometimes even afterwards.
This cycle has five stages: recruitment, onboarding, retention, development, and offboarding.
Breaking down the distinct stages of the employee life cycle provides a clear picture of the employee’s experiences. As a result, HR can assess the conditions where employees perform better and identify common obstacles in every situation.
Additionally, the employee life cycle gives employers the overview and perception of business practices that create a pleasant experience for the workers. Rather than looking at employee commitment programs as a onetime endeavor, they embed the experience with every stage.
Accordingly, companies do this by integrating technology with HR practices. Therefore, they optimize the employee life cycle with HRIS.
Finding the most fitting people for the job is time-consuming and stressful.
For instance, HR personnels need to scan and check every submitted application manually to find the best talent fit for the position. Aside from that, they also need to manage the lack or surplus of applicants and sort every file, leading to management trouble issues.
Consequently, having an HRIS allows recruitment professionals to browse candidates without needing to spend hours on manual filing. Additionally, most HRIS has a recruitment feature that automatically sorts and filters applications to find the best candidates for an open post. In addition, having an HRIS shortens the time you allot for the recruitment process.
Above all, this significantly lessens the burden HR has with screening new applicants and provides information for a more comprehensive review of every application received. Thus, allowing you to focus on the decision-making process.
As a result, an HRIS increases the chance of smooth recruitment and positively affects the experience of applicants.
Hence, one significant reason employers optimize the employee life cycle with HRIS.
The onboarding stage of the employee life cycle determines the employer-employee relationship. This is where newly hired employees are oriented on how the company works and the role they need to fulfill in the organization.
For them to gain a deep understanding of the position, there should be constant support and guidance to help them transition into their roles. However, onboarding requires countless paperwork to ensure compliance and settle any legal documentation.
Consequently, with an HRIS, HR and employees alike can save time by filling out documents. In addition, the new employee will have a new profile in the company portal that they can access and edit anytime to ensure data accuracy. Also, the system will notify the HR of any changes made they will need to update from their end.
Similarly, this database is useful in coordinating the progress of the onboarding and ensuring the employee complies with the required documents. By having an HRIS that helps with the onboarding process, everything will be done in no time and the employee will be more engaged with the organization.
Organizations with a high retention rate are those who successfully optimize the employee life cycle with HRIS. As a result, they do this by deploying an HRIS to automate daily administrative tasks, including requests and approvals. More importantly, the system helps in ensuring every employee has the correct salary, benefits, and deductions.
Likewise, an HRIS integrates other organizational systems, such as payroll, tax calculations, multi-shift support, and attendance, among other features. Moreover, this decreases the menial workload of HR and accounting staff, while increasing the time they can allot for strategic tasks.
In addition, an HRIS also provides analytics that can help in understanding trends in employee turnover and significantly reducing staffing costs. Thus, allowing employers and the HR to act proactively so they can control resignation. This allows employers to optimize employee life cycle with HRIS.
Training and development play a strategic role in improving the organization’s production and navigation.
An HRIS can assess the knowledge, skills, and abilities (KSA) of employees and help an organization plan goals and objectives. As a result, HR can identify different training needs, the people requiring training, and the effectiveness of the programs conducted with the data provided. Furthermore, timesheets reporting absences, leaves, and overbreak are also available. Additionally, this helps HR in identifying employee behaviors and plan interventions.
Furthermore, an HRIS can help employees aiming for career advancements by providing customizable system features that measure Key Performance Indicators (KPIs). Accordingly, the comprehensive KPI report will assist the management in distinguishing if the employee is meeting the business goals with efficiency for faster decision-making.
As much as employers want every employee to stay until the end, that would be too ideal. The final stage, offboarding, is where the employee life cycle ends. Whether for personal reasons, retirement, or alternative employment, the separation process is as critical as the onboarding. In addition, but a team member leaving also influences other members of the organization.
Therefore, it is the responsibility of HR specialists to ensure employees depart without causing organizational commotion. To do this in the most efficient manner, the HR must improve the offboarding process using an HRIS.
Not only that, with an HRIS, HR can create a seamless, step-by-step offboarding process. Also, they can coordinate with all the departments involved for a smooth transition—until the last day. Additionally, an HRIS can create a checklist of the documents necessary for offboarding. Moreover, the system can notify direct supervisors, update the employee portal, and even conduct exit interviews.
Indeed, an HRIS can help HR effectively improve the offboarding process, while also maintaining the organization’s brand image. More importantly, an HRIS can help ensure an employee parts ways with the company in good faith.
Having a powerful HR system plays a significant role in the management of human resources. Therefore, to stay ahead of the competition, different companies optimize the employee life cycle with HRIS, enabling them to respond to environmental changes fast. Furthermore, the HRIS assists in creating a learning experience for the management. As a result, it builds a culture of ease among the employees.
In addition, Hurey’s automated features can manage different HR functions. Therefore, this will help you can improve the employee life cycle—from recruitment, onboarding, retention, development, and offboarding.
Consequently, our cost-effective yet powerful system can be modified depending on what your business needs. Furthermore, Hurey can be easily upscaled or downscaled depending on your needs.
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