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Employee Lifecycle Management

$99.00

★★★★★ “This course helped me understand the different phases of ELM and how to manage them effectively. I would recommend it to anyone who wants to improve their organization’s ELM process.” Margaret Flattery – HR Business Partner

Employee Lifecycle Management Course Overview:

This course will provide you with an overview of the employee lifecycle management process. We will start by discussing the importance of tracking employee data and managing communications. We will then move on to the onboarding and performance management phases of ELM. Finally, we will discuss offboarding and transition planning. By the end of this course, you will have a better understanding of how to optimize the employee experience through effective ELM.

Employee lifecycle management (ELM) is the process of tracking and managing employee data from the time an employee is hired to the time they leave an organization. The goal of ELM is to optimize the employee experience by ensuring that employees have access to the resources and information they need at each stage of their employment.

ELM starts with recruiting and onboarding, where new employees are welcomed to the organization and given the tools they need to be successful. During this phase, it is important to set up systems for tracking employee data and communications so that everyone is on the same page.

Once an employee is settled into their role, performance management becomes a key part of ELM. Performance management includes setting goals and expectations, providing feedback, and tracking progress over time. This process helps ensure that employees are meeting their objectives and contributing to the organization in a meaningful way.

When an employee is ready to leave the organization, ELM includes offboarding processes to ensure a smooth transition. Offboarding includes activities like transferring knowledge to other employees, closing out accounts, and returning company property.

ELM is a continuous process that should be revisited on a regular basis to ensure that it is meeting the needs of the organization and its employees. By tracking employee data and managing communications effectively, ELM can help organizations run more efficiently and improve the overall employee experience.

 


Course Objectives:

– Understand the importance of tracking employee data and managing communications

– Learn about the onboarding and performance management phases of ELM

– Understand offboarding and transition planning

– Learn how to optimize the employee experience through effective ELM

This Employee Life Cycle Management course is designed for HR professionals, managers, and anyone else who is responsible for managing employee data. If you are looking to improve your organization’s ELM process, this course is for you.

 


Curriculum:

Introduction to Employee Life cycle Management:

In this section, we will discuss the employee life cycle and the importance of tracking employee data. We will also introduce the concept of ELM and its benefits.

Employee Life Cycle Model:

In this section, we will discuss the different stages of the employee life cycle. We will also introduce the concept of tracking employee data.

Tracking Employee Data:

In this section, we will discuss the importance of tracking employee data. We will cover topics such as data collection, storage, and security.

Managing Communications:

In this section, we will discuss the importance of managing communications in ELM. We will cover topics such as email, intranet, and social media.

Onboarding:

In this section, we will discuss the onboarding process. We will cover topics such as orientation, training, and onboarding programs.

Performance Management:

In this section, we will discuss performance management. We will cover topics such as setting goals, providing feedback, and tracking progress.

Offboarding and Transition Planning:

In this section, we will discuss offboarding and transition planning. We will cover topics such as knowledge transfer, account closure, and return of company property.

Optimizing the Employee Experience:

In this section, we will discuss how to optimize the employee experience. We will cover topics such as employee engagement and retention.

Employee Engagement:

In this section, we will discuss employee engagement. We will cover topics such as job satisfaction, motivation, and productivity.

By the end of this course, you will have a better understanding of how to optimize the employee experience through effective ELM.

 


Testimonials:

★★★★★ “This course was extremely helpful in understanding the ELM process. I would recommend it to anyone who is responsible for managing employee data.” Liz McDermott – HR Manager

★★★★★ “This course helped me understand the different phases of ELM and how to manage them effectively. I would recommend it to anyone who wants to improve their organization’s ELM process.” Margaret Flattery – HR Business Partner

 


Glossary:

Employee Lifecycle Management (ELM): The process of tracking employee data from the time an employee is hired to the time they leave an organization.

Recruiting: The process of finding and hiring new employees.

Onboarding: The process of welcoming new employees to the organization and giving them the tools they need to be successful.

Performance Management: The process of setting goals and expectations, providing feedback, and tracking progress over time.

Offboarding: The process of preparing an employee to leave the organization, including activities like transferring knowledge to other employees, closing out accounts, and returning company property.

Transition Planning: The process of creating a plan for an employee’s transition to a new role or organization.

Employee Experience: The way employees feel about their work and their workplace.

Employee Feedback: Feedback from employees about their work, their manager, or the organization.

Employee Engagement: The level of enthusiasm and commitment an employee has for their work.

Job Satisfaction: The extent to which an employee likes their job.

Motivation: The reason why an employee chooses to do their work.

Productivity: The measure of how much an employee gets done in a given period of time.

Retention: The ability of an organization to keep its employees.

Employee life cycle strategy:

The employee life cycle strategy is a process that companies use to manage employee data from the time an employee is hired until the time they leave the organization. The strategy includes phases such as recruiting, onboarding, performance management, and offboarding.

Company culture:

Company culture refers to the shared values, beliefs, and attitudes of the people who work for a company. It includes the way employees behave and interact with each other, as well as the way they dress, communicate, and work.

Personal and Professional development:

Personal and professional development is the process of growing and improving as an individual. It includes activities such as learning new skills, taking on new challenges, and developing new relationships.

Employee’s journey:

The employee’s journey is the path that an employee takes from the time they are hired until the time they leave the organization. It includes both the challenges and opportunities that an employee experiences during their time with a company.

Employee life cycle stages:

The employee life cycle has four stages: recruiting, onboarding, performance management, and offboarding. Each stage has its own set of activities and goals.

Employer brand:

The employer brand is the reputation of a company as an employer. It includes the way the company is perceived by potential employees, as well as the way it treats its current employees.

Company values:

Company values are the beliefs that a company holds about what is important. They guide the way employees behave and make decisions.

Employee performance:

Employee performance is the measure of how well an employee is doing their job. It includes factors such as productivity, quality of work, and attendance.

Hiring process:

The hiring process is the series of steps that a company takes to find and select new employees. It includes activities such as job postings, interviews, and background checks.

Recruitment process:

The recruitment process is the series of steps that a company takes to find and attract candidates for a vacant position. It includes activities such as job postings, sourcing, and screening.

Corporate culture:

Corporate culture is the set of values, beliefs, and attitudes that define a company. It includes the way employees behave and interact with each other, as well as the way they dress, communicate, and work.

Employee development:

Employee development is the process of growing and improving as an individual. It includes activities such as learning new skills, taking on new challenges, and developing new relationships.

Interview process:

The interview process is the series of steps that a company takes to find and select new employees. It includes activities such as job postings, interviews, and background checks.

Team morale:

Team morale is the measure of how well a team is working together. It includes factors such as communication, cooperation, and support.

Employee recognition:

Employee recognition is the acknowledgement and appreciation of an employee’s good work. It can be in the form of verbal praise, written commendation, or tangible rewards.

Employee surveys:

Employee surveys are a tool used by companies to gather feedback from employees about their work experience. They can include questions about satisfaction, morale, and engagement.

HR processes:

HR processes are the series of steps that a company takes to manage its workforce. They include activities such as recruiting, hiring, and performance management.

Top talent:

Top talent is the small group of employees who are the best at their jobs. They are often in high demand and can be difficult to replace.

Employee happiness:

Employee happiness is the measure of how satisfied and engaged employees are with their work. It includes factors such as job satisfaction, work/life balance, and pay.

Employee’s experience:

The employee experience is the sum of all the interactions that an employee has with a company, from the time they are hired until the time they leave. It includes both the good and the bad experiences.

External learning:

External learning is learning that takes place outside of the workplace. It can include activities such as taking courses, attending workshops, and reading books.

Career development:

Career development is the process of growing and improving as an individual in one’s chosen profession. It includes activities such as learning new skills, taking on new challenges, and developing new relationships.

Stage of the Employee:

The stage of the employee is the measure of how much experience an employee has in their current role. It includes factors such as length of time in the role, number of projects worked on, and level of responsibility.

Manager support:

Manager support is the measure of how well a manager is doing their job. It includes factors such as communication, cooperation, and support.

Performance review:

A performance review is an assessment of an employee’s work over a period of time. It includes factors such as productivity, quality of work, and attendance.

Phase of the Employee:

The phase of the employee is the measure of how much experience an employee has in their current role. It includes factors such as length of time in the role, number of projects worked on, and level of responsibility.

Teamwork:

Teamwork is the ability of a group of people to work together to achieve a common goal. It includes factors such as communication, cooperation, and support.

Training and development:

Training and development are the activities that a company undertakes to improve the skills of its employees. It can include activities such as workshops, seminars, and online learning.

Work/life balance:

Work/life balance is the measure of how well an employee is able to maintain a healthy balance between their work and personal life. It includes factors such as flexible work hours, paid time off, and telecommuting.

Contentment:

Contentment is a feeling of satisfaction and happiness with one’s current situation. It includes factors such as job satisfaction, pay, and work/life balance.