”I have received many favorable comments and was very impressed with your presentation.”
—Tom Meador, VP HR, Caterpillar
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HR etc’s!! Employee Life Cycle (ELC) is an organizational model that frames the employee-company relationship in six stages from pre-recruitment to post-separation.
By applying this model, you can measure overall organizational effectiveness, manage a workforce to increase performance, and maximize savings on the costs of hiring, developing, and managing top talent.
Click on the stages below to learn more.
Common Business Challenges
HR etc!! has solutions to your business challenges. In addition to our training and presentations, HR etc!! offers services tailored to each stage of the Employee Life Cycle.
To find services to fit your needs, find your challenge below and click on the corresponding solution. If you don't see your business challenge, please contact us!
ATTRACT Challenges:
How do we use our brand to attract potential employees?
How can we attract more qualified candidates?
What can we do to consistently honor our Mission, Vision and Values?
How can we use survey information to be a more attractive employer?
How do we reduce our claims for worker’s compensation and unemployment?
RECRUIT Challenges:
How do we create a strategic staffing plan?
What are the components of an effective recruiting strategy?
How do we source candidates during the recruiting process?
What are the best places and ways for us to recruit qualified candidates?
What alternative staffing arrangements could we seek?
How do we know if our job descriptions are accurate?
How do we track the ROI of our recruiting efforts?
SELECT Challenges:
What’s the best way to review cover letters and resumes for candidates that “fit” our workforce needs?
How do we successfully pre-screen candidates prior to an interview?
How do we know if our application form is appropriate?
What are the interviewing “do’s and don’ts”?
How do we train our managers to interview consistently and legally?
What are the best pre-hire assessment tools?
How do we conduct legal reference and background checks?
What are the components of a rejection letter?
What legal obligation do we have to notify candidates if they did not get the job?
HIRE Challenges:
What should be included in our New Employee Orientation?
How do we communicate the benefits package?
What’s the appropriate timeline for orienting new employees?
How do we have a career aspiration discussion with new employees?
How do we keep our forms legal?
Which personnel records need to be secured?
What information should be on our new employee survey?
Should every new employee have a 90-day review?
RETAIN Challenges:
How do we determine if our workforce is engaged?
What are the components of a compensation plan?
How do we initiate an employee opinion survey?
What are additional rewards or recognition programs to consider?
What are the benefits of a formal performance review and how do we initiate it?
How do we discipline employees?
How do we handle ineffective managers?
How do we design an employee development and training program?
What is needed for a succession plan?
How do we create “skills development” for our employees?
How do we engage employees with our Mission, Vision and Values.
TRANSITION Challenges:
Why is an exit interview important?
What do we do with information from an exit interview?
What are the legal requirements of letting someone go?
How do we determine if downsizing is really necessary?
What is necessary to assure a smooth employee transition?
How do we know if we made a bad hire?