Navigating the Employee Life Cycle Scan: A Journey with Jalapeno Employee Engagement

Where Should You Invest in Your Employee Life Cycle to Receive the Highest Return on Investment (ROI)?


Samin Saadat
Executive Director, Posted on Sep 14, 2023

In today's dynamic business landscape, organizations understand the significance of nurturing an engaged but also diverse, equitable, and inclusive workforce. To achieve this, it's crucial to clearly understand the Employee Life Cycle Scan and how each step within it is interconnected. Jalapeno Employee Engagement has pioneered a revolutionary approach by developing an online assessment and resources that enable organizations to audit every facet of the employee life cycle. This enhances efficiency and provides valuable insights into what is working and what needs improvement, with a keen focus on diversity, equity, and inclusion (DEI), culture, and best Human Resources (HR) practices.

The Employee Life Cycle Scan Stages

The employee life cycle scan is a holistic framework that encapsulates every stage of an employee's journey, from attraction to separation. It serves as a roadmap for HR professionals and leaders to manage their workforce and optimize their potential strategically. When conducting an employee life cycle audit by Jalapeno Employee Engagement, with a specific focus on culture, best HR practices and DEI (Diversity, Equity, Inclusion), the process encompasses the following stages:

  1. Attraction: The process of attracting the required number of individuals to apply for a job vacancy at a specific period according to the workforce strategic planning outputs.

  1. Recruitment: The overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for organizational jobs. Recruitment can also refer to the processes involved in choosing individuals for unpaid roles.

  1. Onboarding: Refers to the process during which new hires are brought into an organization; it begins before an employee's first day (pre-boarding) and continues into their employment (e.g., 12-month development plan). Onboarding includes new hire orientation, values training, and a first-day program. etc.).

  1. Learning and Development: This describes the organizational functions that involve empowering employees' growth and developing their knowledge, skills, and capabilities to drive business performance.

  1. Recognition: The informal or formal acknowledgement of a person's behaviour, effort, or business result that supports the company's goals and values.

  1. Progression and Performance: This stage involves continuing to invest in employee learning and development, recognizing employee efforts, tracking performance and assessing the effectiveness of earlier investments. Progression and performance involve digging deeper into employee challenges and growth and continuing to support employees.

  1. Separation: The process for when an employee is leaving the company (either voluntarily or involuntarily). Separation involves the termination process, turnover tracking, gathering feedback from departing employees, and offboarding.

***Bonus**** | Overall Culture Management: Questions in this metric are company-focused instead of employee-focused; they are meant to assess the organizational culture management practices, processes and procedures.

Jalapeno Employee Engagement's Innovative Approach

Jalapeno Employee Engagement has developed a cutting-edge online assessment and resource toolkit to streamline the evaluation of each stage in the employee life cycle. Here's how their approach works:

Assessment Tools: Jalapeno's assessment tools comprehensively evaluate each stage in the employee life cycle. Organizations can gauge their performance at every step through surveys, data analysis, and feedback mechanisms.

DEI Focus: Jalapeno recognizes the critical importance of diversity, equity, and inclusion. Their assessment framework strongly emphasizes DEI, helping organizations identify areas where they can improve representation and inclusivity.

Culture Alignment: Assessments help organizations ensure their HR practices and workplace culture align with their values, mission and vision. Identifying areas where culture may not support DEI or other HR best practices is essential for growth.

Resource Libraries: In addition to assessments, Jalapeno offers a library of resources, including templates, guides, and case studies. These resources empower HR professionals to implement best practices and drive meaningful change.

Actionable Insights: The assessments provide actionable insights into what is working and what is not, allowing organizations to develop targeted strategies for improvement. This data-driven approach facilitates informed decision-making.

We piloted this with breweries across Canada, and check out their experience with us:

The Employee Life Cycle Scan is a dynamic and interconnected journey that every organization must navigate. With Jalapeno Employee Engagement's innovative online assessment and resource toolkit, organizations can efficiently and effectively audit each step of this cycle. By examining their processes through the lenses of DEI, culture, and best HR practices, organizations can improve employee engagement and foster a more inclusive and thriving workplace. In today's competitive business environment, this holistic approach to talent management is a strategic imperative for success.

Are you ready to take your organization's talent management to the next level? Discover how to adapt and customize the Employee Life Cycle Scan to your company's unique needs with a personalized consultation from Jalapeno Employee Engagement.

Our experts are standing by to guide you through the process and help you create a workforce that excels in diversity, equity, and inclusion while aligning with your organization's culture and best HR practices.

About the Author: The human brain, behaviour, and interactions with their environment never fail to intrigue Samin Saadat. After spending long hours in psychology labs at UBC and completing her Master's at the Sauder School of Business, she entered the workforce. She observed a gap between what research suggests and what companies do to increase productivity and profitability. Over the last 10 years, Samin has developed expertise in people growth and culture building by working closely with business owners and individuals to develop the right mindset, skills and environment for cultivating a thriving workforce. Also, Samin strongly believes every single individual, regardless of their race, age, status, gender, position, mental health matters and physical conditions, deserves to reach their full potential. They all have something unique to offer. Now, Samin is on a mission to bridge the existing gap in the workforce and support individuals and companies to reach their full potential through Jalapeño Employee Engagement—leveraging technology and psychology to bring research findings to life to help companies save invaluable dollars and to help individuals enhance their quality of life.