Employment Cycle

Employment Cycle

1. Acquisition

   • 1st stage of Cycle: focuses on acquiring employees
     • Important due to the fact that businesses need employees to plan and grow, especially in the startup stage.
       • Also known as recruiting, recruitment is all about finding the right for each position within the organization.
         • A successful recruitment strategy should include the employer's brand which should be monitored and leveraged, as it is the organization's reputation and value proposition (for employees).
           • This selection process should be as smooth as possible so potential employees are not deterred.

2. Development

   • Critical in developing a good organisational culture.
   • Focuses on how employees are inducted into the business and how ongoing training opportunities are provided to staff so they can achieve business goals
   • Induction
     • The process of induction happens naturally
     • The owner must provide new staff members with a chance to get used to their new setting in the environment and to meet who they will work with.
     • Objectives
       • Make them feel welcome
       • Make sure they know their role and they fit in
       • Get all legal and financial administrative requirements done.
       • Allow regular employees to meet with them and discuss processes with the new staff member.
     • Checklist
       • Employment contract details
       • Insight into the business background, goals and objectives
       • Staff code of conduct, policies and procedures
       • Roster Hours
       • Workplace Health and Safety
       • Emergency Procedures
       • Introduction to colleagues
   • Training
     • Must maintain demands on their market so they must provide training for staff as the business continues to develop.
     • Training is the process of staff learning new skills and knowledge
     • Two types:
       • On the job training
       • Off the job training

3. Maintenance

   • Pertains to the motivation and the support the staff of a business receives.
   • Determines if the basic, psychological and self-fulfilment needs of the staff of the business are being met.
   • Involves giving feedback and reviewing the performance of the staff in order for their skills to grow so that they may better their work and productivity for the business.

4. Seperation

   • The final stage in the employment cycle where a contract comes to an end. Rules surround the separation stage to ensure the termination of contracts is both legally compliant and ethical Separation can be either employer directed or employee directed: Employer-directed can be either dismissal or retrenchment Employee-directed can be either resignation or retirement. Dismissal is when an employment contract with a staff member is terminated after they have been found guilty of serious misconduct or underperformance. Retrenchment is when a business can no longer afford to keep an employee or their job is no longer required in the business. Resignation is when an employee chooses to cease their employment contract with a business. Retirement is when an employee decides to exit the workforce fully and retire.