4. The Employee Lifecycle Domain

What are the strategies and initiatives required across the employee lifecycle to achieve your identified needs and objectives?  These may include:

  • Acquisition: how are you recruiting? What are your recruitment processes once applications are received and who is involved in the process?
  • Onboarding: onboarding sets the tone for the relationship between the new employee and the organisation. How is your onboarding delivered? Who is involved with the process? How often is the process reviewed?
  • Performance: what strategies and documentation is in place for measuring employee performance?
  • Development: what does your training and development strategies and practices look like?
  • Career planning: what are your processes for career planning discussions? How are the discussions documented?
  • Succession: what succession planning strategies do you have?
  • Departure: do you undertake exit interviews? At what point are these undertaken? What information do you collect and for what purpose?

The Key

When assessing your organisation please consider two factors (1) your practice and (2) your documentation/systems. Sometimes we develop a practice but have no documentation or systems in place to support our way of working. Other times we develop systems and produce documents, but the practice has not been developed. What needs attention or development will vary depending on your organisation’s size, maturity and context.

The following key needs to be considered in each domain, both in practice and documentation/systems.

Practice

  1. No practices in place.
  2. Inconsistent practices in place.
  3. Consistent practices in place.
  4. Highly developed practices in place.

Documentation and systems (DS)

  1. No supporting documentation and (IT) systems in place.
  2. Documentation and (IT) systems in place but not used in practice.
  3. Documentation and (IT) systems in place that support some practices.
  4. Documentation and (IT) systems in place that are informed by and drive best practice.
  • Your Privacy
  • You will have a log in that is unique to you. The data collected is anonymous. We only collect de-identified data such as the domains you work through, the region you are in and your type of organisation. This data will assist us in identifying emerging themes and to inform where the project team need to focus their attention in the life of the project(s).

  • The Process
  • Review processes can be challenging and undertaking this process may feel overwhelming. If you feel that way, focus on what is already in place and acknowledge your achievements. Try to avoid only focusing on what is missing or needs further development.

    Your priorities are unique to your organisation. We strongly recommend choosing one to three areas for development only. Our suggestion is that you choose areas you believe will make the biggest difference to your organisation.

  • After Review
  • Once you have completed the review, you will receive a summary of your results that will assist in prioritising key areas and potential next steps.

    We encourage you to develop a plan of action based on your priority areas.

    We strongly recommend choosing one to three areas for development only, by selecting the areas you believe will make the biggest difference to your organisation.

  • Next Steps
  • We are here to assist you in the journey, and we can provide useful resources and community of practices for specific areas of interest.

    A questionnaire at the end of the review process will assist us to identify common development needs including access to valuable resources and interest for building community of practices.

    We are also interested in how useful this review process and tool has been for you.

     

    Thank you for your assistance.

You will have a log in that is unique to you. The data collected is anonymous. We only collect de-identified data such as the domains you work through, the region you are in and your type of organisation. This data will assist us in identifying emerging themes and to inform where the project team need to focus their attention in the life of the project(s).

Review processes can be challenging and undertaking this process may feel overwhelming. If you feel that way, focus on what is already in place and acknowledge your achievements. Try to avoid only focusing on what is missing or needs further development.

Your priorities are unique to your organisation. We strongly recommend choosing one to three areas for development only. Our suggestion is that you choose areas you believe will make the biggest difference to your organisation.

Once you have completed the review, you will receive a summary of your results that will assist in prioritising key areas and potential next steps.

We encourage you to develop a plan of action based on your priority areas.

We strongly recommend choosing one to three areas for development only, by selecting the areas you believe will make the biggest difference to your organisation.

We are here to assist you in the journey, and we can provide useful resources and community of practices for specific areas of interest.

A questionnaire at the end of the review process will assist us to identify common development needs including access to valuable resources and interest for building community of practices.

We are also interested in how useful this review process and tool has been for you.

 

Thank you for your assistance.

4. The Employee Lifecycle Domain Review