Effective Strategies for Employee Engagement Throughout the Employee Lifecycle

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How to Engage Employees Throughout the Employee Lifecycle
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How to Engage Employees Throughout the Employee Lifecycle
Introduction
Employee engagement is a vital notion in extensive hotel human resource
management. It is the process of motivating and encouraging employees to participate
actively in corporate activities and to remain dedicated to organizational goals.
Employee engagement is essential in attaining a company's goals and objectives
because it ensures that employees feel valued and have a feeling of purpose. It is also
vital to highlight that employee engagement is an ongoing rather than a one-time event.
Organizations must understand human resources' function in engaging employees to
effectively engage them throughout the employee lifecycle. The employee lifecycle is a
critical part of this process, as it includes the complete journey of an employee from
recruitment to retirement. Therefore, the human resource department of large hotels
must appreciate the importance of engaging employees throughout the employee's
lifetime.
The Role of Human Resources in Engaging Employee
The function of human resources in engaging employees is vital. Human
resources specialists are responsible for aiding the recruitment and onboarding process
and creating and sustaining relationships with employees during their tenure with the
organization. They are also responsible for ensuring that staff is equipped with the
required tools, resources, and support to be successful in their tasks (Stahl et al., 2020,
pg 4). Human resources professionals are also entrusted with fostering a pleasant work
atmosphere that stimulates collaboration, communication, and trust. Furthermore, they
are accountable for detecting and addressing employee engagement and satisfaction
issues. One of the critical purposes of human resources is to ensure that employees are
engaged throughout their employment lifetime. This involves providing employees with
the essential training and development opportunities to help them develop the skills they
need to be successful in their professions ((Dirani et al., 2020, pg 385). Additionally,
human resources should ensure that employees have access to job descriptions,
performance management systems, and job-related documents to help them
understand their duties and responsibilities.

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How to Engage and Advantages of Engaging a Team
Human resources should provide employees with the appropriate feedback and
advice to help them fulfill their potential and be successful in their roles. Another crucial
component of engaging employees throughout their employment lifetime is offering
them incentives and rewards. This could include recognition programs, performance
bonuses, and other incentives that reward employees for their hard work and
dedication. Additionally, human resources should create a pleasant work atmosphere
that fosters collaboration, communication, and trust (Chaudhary, 2020, pg 635). This
could include frequent team meetings, team-building events, and other initiatives to
establish trust and foster collaboration. Finally, human resources must identify and
address any issues connected to employee engagement and satisfaction. This includes
recognizing and addressing potential problems that may impede employee engagement
and happiness, such as poor communication, lack of recognition, or lack of resources.
Human resources should proactively address developing concerns and engage with
employees to fix them. There are various advantages to engaging a team throughout
the employee lifecycle (Saeed et al., 2019, pg 427). Engaging a team helps guarantee
that everyone is working together towards a common objective and working to the same
standards. It also develops collaboration and communication, which can help increase
team performance and productivity. Additionally, engaging a team helps to guarantee
that everyone is on the same page and working towards the same objectives.
The Employee Lifecycle
Employees are the heartbeat of every firm, and keeping them engaged is critical
to improving performance and attaining success. Employee engagement is essential to
ensuring employee satisfaction and productivity throughout the lifecycle. The initial
phase in the employee lifecycle is to attract potential employees (Chanana, 2021, pg 3).
Companies must build an appealing image that is appealing to suitable candidates. This
can be accomplished by developing a great employer brand, providing competitive
salaries and benefits, and stressing the organization's values and culture. Companies
should also make their presence known on job boards, social media, and other
recruitment venues (Jha, Sareen & Potnuru, 2019, pg 10). Companies could also

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consider providing referral incentives and incentive schemes to encourage current
employees to refer friends and family to available positions.
The second step of the employee lifecycle is recruitment, which is a crucial
element of the process of engaging employees. Human resource departments in large
hotels must have robust recruitment methods to attract suitable people for the roles they
are attempting to fill. This includes an in-depth grasp of the skills, qualifications, and
experience required for specific occupations (Hung et al., 2019, pg 4). Furthermore, the
recruitment process should be planned to ensure that the correct people are hired and
feel welcome and supported. This can be accomplished by providing detailed job
descriptions, conducting in-depth interviews, and providing enough training and
assistance.
Onboarding is the third step of the employee lifecycle and is just as significant as
recruitment in terms of employee engagement. Human resource departments must
ensure that new workers have the necessary resources to feel welcomed and supported
in their new roles (He et al., 2021, pg 347). This includes offering an efficient onboarding
process that includes orientation, training, and resource access. Furthermore, the
onboarding process should be tailored to each employee to ensure they are given the
assistance and tools they need to succeed in their new work.
The fourth stage of the employee lifecycle, development, is critical to ensuring
employee engagement. Human resource departments must guarantee that employees
have opportunities to grow and develop within the organization (Vrontis et al., 2022, pg
1240). This implies they must provide employees with access to training and
development opportunities and assistance with professional advancement.
Furthermore, the human resources department should ensure that employees can take
on additional duties and tasks inside the organization.
Retention is the fifth stage of the employee lifecycle and is critical to retaining
employees. Human resource departments must ensure that employees get the support
and resources they need to stay engaged and effective in their professions (Fenech,
Baguant & Ivanov, 2019, pg 22). This includes competitive pay, benefits, and prospects
for advancement and development. Furthermore, the human resources department