This document discusses employee lifecycle management and how optimizing key processes can impact business growth. It defines employee lifecycle management as the tools and processes that support an employee's journey, from hiring to retirement. The presentation reviews important components like onboarding, benefits administration, and performance management. It also discusses challenges like barriers to change and how focusing on employee experience, getting leadership buy-in, using technology, and gathering feedback can help improve processes. The presentation emphasizes having a structured approach and balanced focus across the entire employee lifecycle.

1. How Employee Lifecycle
Management Will Impact the
Growth of Your Business
Christian Valiulis, CRO - APS
May 30, 2018

2. Agenda
• What is Employee Lifecycle
Management?
• Definition
• Key Components of Employee
Lifecycle Management
• Intro to Key Components
• Fantasy Vs. Reality
• Real World Examples
• Focus on the Employee
Experience
• Structure that Reflects the Value
of Employees
• How to Improve Your Employee
Lifecycle Management
• Maslow’s Hierarchy of Needs
• HR Hierarchy of Needs
• Employee Lifecycle Storyboard
• Employee Feedback
• Barriers to Change
• Common Frustrations
• HCM Technology
• Key Takeaways
• Q&A

3. What is Employee Lifecycle
Management?

4. Definition
The tools and processes that support an
employee's journey with the company,
and the role HR plays in optimizing that
progress.
This includes hiring, onboarding, training,
performance management, event
tracking, and retirement.
Employee
Lifecycle
Management
Hiring &
Onboarding
Training &
Learning
Development
Pay &
Benefits
Performance
Management
Event
Tracking
Retirement

5. Key Components of Employee
Lifecycle Management

6. Key Components
• Onboarding
• Benefits Administration
• Performance Management
Survey Question: Which employee lifecycle management tasks do you view as
important to your organization’s goals and strategies?
• Attendance (Time Off, Leave Tracking)
• Learning Management and Career
Development

7. Fantasy vs. Reality

8. Fantasy vs. Reality

9. Real World Example: Virgin Media
• Candidates were having very poor experiences during the recruiting process
• This was costing Virgin Media $5.4 million per year

10. Real World Example: Virgin Media
• Interview process was overhauled
• More communication with candidates
• Tailored feedback
• Asking for candidate feedback in return
• Net Promoter Score boosted from -57 to +11

11. Real World Example: DocuSign
• Rapid, international growth presented a challenge with employee
engagement

12. Real World Example: DocuSign
• They looked at what was working at various locations, did research, and
gradually made changes to ensure success
• Performance review process was revamped
• Employees always know where they stand
• Employees are more engaged and, therefore, more productive

13. Key Components
A well-managed employee lifecycle has a focus on
the employee experience.
57% of employees commit to a job in the first place
because they are challenged by their work and 36%
due to the strong relationships with their colleagues.
Only 26% of those same employees surveyed cited a
competitive salary as their reason for committing.
Source: Best Practice | January 2016
Establish Strong Internal Relationships to Improve the Employee Experience

14. Key Components
A well-managed employee lifecycle has a structure that reflects the value of
employees.
• Employees want to know they are
not easily replaced.
• Do you have a handle on how your
employees feel about their jobs?

15. How to Improve Your Employee
Lifecycle Management

16. Maslow’s Hierarchy of Needs

17. HR Hierarchy of Needs
What is your vision for managing the employee
lifecycle and how do you get there?
Hiring & Onboarding
Performance Management
Pay & Benefits
Event Tracking
Learning & Career Development
© 2018Automatic Payroll Systems, Inc.

18. Barriers to Change
• Lack of budget/funds
• Lack of focus
• Lack of time
Survey Question: What barriers are preventing your organization from better
managing employee lifecycle processes?
• Lack of leadership
• Lack of the right technologies

19. Common Frustrations
Onboarding
Process
• Are new employees
meeting senior-
level people?
• Are new employees
familiar with your
organization, its
culture, and vision?
Enrollment
Process
• Can employees
enroll in benefits
online?
• Are you able to
answer their
questions when
they arise?
Employee Pay
• Do employees
receive consistently
accurate pay?
Performance
Management
• Do employees
receive feedback on
their performance?
• Do employees have
goals to work
towards?
• Do employees
know where they
stand in the
company?

20. Employee Lifecycle Storyboard

21. Employee Feedback
The top 5 most desirable employee benefits are:
Health,
Dental,
Vision, Other
Insurance
Flexible
Hours
Optimal
Vacation
Working
From Home
Student Loan
Assistance
Source: HR Gazette
Ask your employees
what’s important to
them in the employee
lifecycle.

22. Examples
Technology helps us:
• Stay on top of key milestones without losing the human touch
• Automate day-to-day tasks so we can be more productive and efficient

23. HCM Technology
Identify
•What are you organizational needs?
•Is your current process meeting those needs?
•If not, how will you implement a structured process and HCM
technology to meet those needs?
Benchmark
•Look at the processes you have in place today
•Just because you’re doing something doesn’t mean you’re doing it well
Track
•Do you have the technology to track the progress of your employee
lifecycle management?
•Is the c-suite involved in analyzing the data?
Bring your vision of employee lifecycle management to the vendor.
The technology has to project your vision.

24. HCM Technology
Don’t let vendors tell you what you need.
Do let your c-level see what you can
accomplish with technology.
Do stay true to your vision.

25. Key Takeaways

26. Key Takeaways
Invest time in getting leadership to appreciate the value of a well-managed employee lifecycle.
Strive for greater balance among core elements of the employee lifecycle.
Create structured processes for the key components of the employee lifecycle.
Use technology to better manage each element of the employee lifecycle.
Don’t rely solely on structure or technology to fix a process – identify organizational needs and
implement changes in a way that delivers results.
Utilize tools like the Hierarchy of ELM Needs, storyboarding, and employee feedback to optimize
employee lifecycle management processes.

27. Q&A

28. Thank You!
Christian Valiulis, CRO – APS
https://www.linkedin.com/in/christianvaliulis/
cvaliulis@apspayroll.com