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Human Resource Flow

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Human Resource Flow

We all know that employees in an organisation follow a specific path from when they are hired to the moment they leave. This process is known as human resource flow, and it is very important for organisations and HR managers to evaluate as it can assist them in improving the employee experience.

Human Resource Flow Model

Human resource flow describes the way employees ‘flow’ throughout the organisation. This model explains employees’ journey from the beginning when entering the company to the end when exiting the organisation.

Put simply, human resource flow describes the employee’s life cycle in the organisation. The steps included in this model are:

  • Inflow - Recruitment and selection process

  • Throughflow - Onboarding, career development, promotion, redeployment

  • Outflow - Resignation, retirement, dismissal and redundancy

Human Resource Flow, What is the human resource flow in business, human resource flow model, StudySmarterFigure 1. Human Resource Flow Model

This model is important for businesses as it helps identify current or former employees’ experience in the organisation, as employees can give feedback to HR regarding their experiences. The feedback also helps HR improve steps included in the human renounce flow model so that future or current employees gain a better experience. The improvements in the model attract new talent, assist employees in performing better and help organisations reach their set goals and objectives.

5 Elements of Human Resource Flow

There are five elements of human resource flow or the so-called 'employees’ journey' within an organisation. These elements are used by Human resources (HR) to develop the best experience for employees in the organisation and for the company to get the most benefit of the employees during their employment.

These elements also assist HR in planning strategic changes and in responding to the external environment.

If the company is expanding, it may need to recruit more workers. On the other hand, if the company has developed technological improvements and now require fewer employees, HR may have to cut down on the workforce and make redundancies.

The five elements of human resource flow are:

  • Recruitment and selection - This is the first element of the human resources flow model. This element suggests that HR should aim to implement recruitment and selection process methods that will result in choosing the best candidates. To accomplish this, HR should consider designing detailed and well-written job descriptions as well as providing a smooth application experience for candidates. The recruitment and selection process should not be too heavy on candidates but must assist managers in selecting the best talent.

  • Onboarding - When talent is selected, it is important for HR to make sure that the new employees understand the organisation and what is expected of them, which is why the onboarding process is needed. In onboarding, HR managers should provide employees with plenty of guidance at the beginning of employment so that they do not get lost and learn quickly.

  • Career development and promotion - In the human resource flow model, the employees’ training, development and promotion process should be clearly mapped out. This element is important in keeping employees motivated and encouraging them to learn and develop in their careers.

  • Redeployment - Unlike other elements, redeployment does not always happen in the human resource flow model. This element means that HR managers move employees to a new location or a new job role within the organisation. This can also happen when the employees are facing redundancy, therefore HR managers will try to offer employees a suitable alternative, like applying for a new vacancy within the organisation. The important rule for deployment is that the alternative must be offered to employees before they are made redundant.

  • Redundancy, retirement or transition to a different career path- This is the final element of the human resource flow principle. This element explains different ways of how employees will exit the organisation. Either the company makes employees redundant or the employees voluntarily leave the company by choosing a new career path. Alternatively, employees may reach retirement age and leave the company.

Human Resource Flow Examples

The example of the Human Resource flow model will explain how the HR professionals map out the employees’ journey throughout the organisation. This example will concentrate on how HR managers ensure an efficient flow of workers in the organisation. Meaning that the right inflow (the right number of employees) are recruited in the organisation. Also, for there to be an effective outflow of employees — the reduction of workers according to the company’s needs.

When an organisation makes the decision to expand globally, the recruitment and selection process takes place as more inflow of employees is required for the organisation to function properly.

To make this inflow effective, the HR managers should design clear job descriptions and have a clear job application process that will assist them in finding the right candidates for the job. Once candidates are recruited, they should undergo a throughflow process that includes onboarding, training and further development in their careers. HR must ensure that employees understand their role in the organisation and a company’s goals and objectives.

The outflow process should also be planned by HR. Meaning that if the organisation has developed new technologies and no longer requires a lot of employees, the workforce can be made redundant. To make this process efficient, HR should ensure exit interviews are put in place and alternative options are suggested. In some cases, employees’ outflow of organisation can happen due to them reaching retirement age or voluntarily leaving.

Overall, human resource flow describes the way employees move from start to finish in an organisation (from the moment they get hired until they leave or retire from the company), or in other words, their life cycle in the organisation. For HR managers, evaluating and improving the human resource model is critical, as it can help organisations attract new talent, improve employee performance and the performance of the organisation as a whole.

Human Resource Flow - Key Takeaways

  • Human resource flow describes the way employees ‘flow’ throughout the organisation.

  • This model explains employees’ journey from the beginning when entering the company to the end when exiting the organisation.

  • The steps included in the Human resource flow model are Inflow, Throughflow, Outflow

  • The five elements included in this model are 1) Recruitment and selection 2) Onboarding 3) Career development and promotion 4) Redeployment 5) Redundancy, retirement or transition to a different career path

  • HR managers should use the Human resource flow model to improve the employees’ experiences in the organisation.

  • The improvements made in the model will assist organisations in attracting more talents, improving employees’ performance and helping organisations to reach their set goals and objectives.

Frequently Asked Questions about Human Resource Flow

The Human Resource Flow is the 'flow' of employees within the organisation. It describes the employees' journey from when first entering the firm to when leaving it. 

The Human Resource Flow describes the employees' life cycle within an organisation. It includes three stages: inflow (recruitment & selection), throughflow (onboarding, career development, promotion, deployment), and outflow (resignation, retirement, dismissal). 

Final Human Resource Flow Quiz

Question

What is the human resource flow?

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Human resource flow describes the way employees ‘flow’ throughout the organisation. It explains employees’ journey from the begging when entering the company to the end when exiting the organisation.

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How many steps are included in the human resource flow model?

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3 steps.

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What are the steps included in the human resource flow model?

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Inflow, Throughflow, Outflow.

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What does human resource flow describe?

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The employee’s life cycle in the organisation.

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How many elements there are in the human resource flow model?

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5

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What are the key elements of the human resource flow model?

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1) Recruitment and selection 2) Onboarding 3) Career development and promotion 4) Redeployment 5) Redundancy, retirement or transition to a different career path

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What is meant by onboarding?

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Onboarding is the next element in the human resource flow model that follows directly after recruitment. In the onboarding process, the new employees learn about the organisation and what is expected of them in their roles.

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Why career development and promotion are important elements in this model?

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This element is extremely important in keeping employees motivated and encouraging them to learn and develop in their careers.

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What is meant by redeployment?

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Unlike other elements, redeployment does not always happen in the human resource flow model. This element means that HR managers move employees to a new location or a job role within the organisation.

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Could you provide an example of a human resource flow model?

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For example, a company X has a new job opening, first, they recruit and select new candidates- this is the inflow step of the human resource flow model. Additionally, in company X couple of employees have reached a retirement age therefore they will be leaving an organisation - this is the outflow step of the human resource flow model. 

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What are the reasons for employees to exit the company?

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Resignation, retirement, dismissal and redundancy

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How the employees’ outflow of the organisation can be done correctly?

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The exit interview is put in place and alternative options are suggested.

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How is the human resource flow model is used in businesses?

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This model is used to map out the employees’ journey throughout the organisation. As well as to identify current or former employees’ experience in the organisation and based on feedback improve elements included in the human renounce flow model so that future or current employees obtain a better experience

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Why it is important for HR to collect employees’ feedback regarding the Human resource flow model?

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So that the future employees obtain better experience and that organisation attracts more talents to enter the business.


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In what ways can the improved human resource flow model benefit the organisation?

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An improved model will attract more talent, assist employees to perform better and help the organisation reach their set goals and objectives. 

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What is the first element of human resouce flow?

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Recruitment and selection

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When talent is selected, it is important for HR to make sure that the new employees understand the organisation and what is expected of them, which is why the ___ process is needed. 

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onboarding 

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This is the final element of the human resource flow principle. What is it?


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Redundancy, retirement or transition to a different career path

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___ does not always happen in the human resource flow model. 

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Redeployment 

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This is one of the three steps in the Human Resource Flow Model. It includes onboarding, career development, promotion, and redeployment. What is it?

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Throughflow

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This is one of the three steps in the Human Resource Flow Model. It includes resignation, retirement, dismissal and redundancy. What is it?

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Outflow

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This is one of the three steps in the Human Resource Flow Model. It includes the recruitment and selection process. What is it?

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Inflow

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This element of human resource flow is important in keeping employees motivated and encouraging them to learn and develop in their careers. What is it?

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Career development and promotion

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The recruitment and selection process should be heavy on candidates to assist managers in selecting the best talent. 


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False

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___ can happen when the employees are facing redundancy, therefore HR managers will try to offer employees a suitable alternative, like applying for a new vacancy within the organisation.

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Redeployment

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To make ___ effective, the HR managers should design clear job descriptions and have a clear job application process that will assist them in finding the right candidates for the job.


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Answer

inflow 

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