Articles & Thought Pieces

Effective Strategies for Compensation & Benefits This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > Performance & Development > Compensation & Benefits > More to come Compensation and benefits play a critical role in attracting, retaining, and motivating employees. Much like our last article on Performance & Development, Compensation & Benefits is not a linear piece of the employee lifecycle, but rather a modular program that requires constant evaluation and evolution throughout employees’ careers.  As organizations strive to create competitive and equitable compensation structures, focusing on key strategies and data points is essential. This article explores several aspects crucial to developing an effective compensation and benefits strategy and ensure that organizations continue to evolve with their employees.

Unlocking the Power of Thoughtful Communication: Crafting Memorable Connections

Performance & D evelopment This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > Performance & Development > More to come Having a well-defined and structured Performance & Development (P&D) program is crucial in the employer-employee relationship and to the employee lifecycle within an organization. Performance & Development doesn’t follow the linear progression that we’ve seen in the other articles in this series, but rather is a continuous component of the employee journey that drives their experiences for the rest of their careers. A structured P&D program provides employees with clear expectations regarding their roles and responsibilities. It aligns their objectives with the broader goals of the organization and offers a clear pathway for what they need to achieve and how they can excel in their roles. An optimal program allows organizations to focus on helping employees excel in their roles, grow their skills, and achieve their career aspirations. This stage is essential for ongoing employee engagement and retention. Here, we’ll explore the important sub-components of an effective Performance & Development program.

Onboarding This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > More to come The onboarding stage is critical in the employee lifecycle. It sets the tone for an individual's journey within an organization. Going beyond mere orientation, it's an extensive process aimed at integrating new hires into the company culture, equipping them with the necessary skills and knowledge, and aligning them with the organization's goals and expectations. Here, we will dive into the high-level strategies that organizations should ensure that they focus on during the onboarding stage to ensure a smooth and effective integration of new employees. Structured Onboarding Program (Overview) A structured onboarding program should encompass a clear schedule and mentorship system. It's designed to guide new hires through their first days and weeks, systematically introducing them to their roles, teams, and the broader organizational environment. Two key components are crucial to building an effective onboarding program and will steer the rest of the program: a structured schedule, and mentorship from experienced employees during the initial days. Onboarding Schedule: Develop a structured onboarding schedule that outlines activities and tasks for the first few weeks or months of employment. Try to think about what will be expected from the employee on Day 1. How will that change in 30 days? 60 days? 90 days? Mentorship: Pair new employees with mentors or “onboarding buddies” to help them acclimate to the organization and start to familiarize themselves with the organization’s internal structure.

Celebrate your easter eggs

Optimizing Talent Attraction & Recruiting in the Employee Lifecycle In today’s competitive job market, attracting and recruiting top talent has become more crucial—and challenging—than ever before. Organizations aiming to lead in their industries mus t refine their strategies at every stage of the talent acquisition process. In this second article of our HCM series focused on the employee lifecycle, our Amplify consultants will explore the intermediate steps of the talent attraction and recruiting stage in the cycle and areas of opportunity to ensure that organizations are operating optimally from the first touchpoint.

In today's rapidly evolving business landscape, the core of any successful organization is undeniably its people. Understanding the employee experience from start to finish is not just a matter of human resource management—it's a strategic imperative that can significantly influence an organization's culture, productivity, and ultimately, its bottom line. This realization has given rise to a holistic approach to managing the employee lifecycle , a concept that encapsulates the entire journey an employee takes with an organization. From the moment of recruitment and hiring to the final stages of exiting or leaving the company, each phase plays a crucial role in shaping the overall employee experience. Embark on this series of articles exploring the employee lifecycle in eight comprehensive phases:

The idea that perception is reality—be it the internal perception of a business or the external perception of a customer—is often a compelling claim.

Introduction (download report template at the bottom of the article)