The Employment Cycle
The HR profession has expanded a great deal over the past few decades. It is no longer focused on a myriad of administrative duties or compliance related activities. Today’s HR is expected to know and understand the big picture including every facet of the human resources function. Learning the employment cycle is a perfect method to obtain a complete understanding of human resources in the workplace. Although it may seem overwhelming, this course will breakdown each phase in a simple, practical manner, highlighting challenges and best practices. Starting with Recruit and ending with Transition, the course provides an overview of each phase and digs deeper into the details so you, the HR professional, can recognize how best to support and guide the cycle for a successful employee/employer relationship.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.75 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.75 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Challenges & Best Practices
The Develop phase of the employment cycle is not without its challenges. It is an opportunity to demonstrate your value as an HR Business Partner, someone who understands how to continually align employee goals and aspirations with those of the business. As if creating this alignment isn’t hard enough, there are a few noteworthy obstacles to overcome when building a career management strategy.
We start with resources. Time and money are difficult to come by when we’re talking about activities outside day-to-day business operations.
Then, if you obtain the money, the big question is, how do you spend it? Does the organization invest in some type of career planning software? According to training industry reports, companies spend billions of dollars on learning and development programs and still have trouble assessing their effectiveness.
Also, in order for career planning to be impactful it has to be a part of the organization’s culture. The culture is influenced a great deal by managers. The management team and sr. leaders must be committed to development and supportive of employee plans.
Here are several best practices for working to solve these issues.
First, ensure employees understand that they own their career. It isn’t up to you or their managers to devise a plan for them. However, your workforce can’t do it alone. Offer a few simple tools and methods to help start the process. I gave a number of career development workshops to my employees and provided a list of good resources for them to consult as they began their journey. Remember, you also want to help them because you’re working to align their efforts with those of the organization.
In addition, obtain sr. leadership buy-in to make development a part of the culture. Build the business case using recent research to show how closely related it is to performance and retention rates.
Finally, recognize opportunities abound for development. It comes in many forms especially outside the classroom. Giving employees new experiences by joining a cross functional team or through job sharing are great ways to grow new skills and strengthen them.
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Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...