Recommended Employee Experience Journey Map for ACE PRO SERVICES

PROCESSES RECRUITMENT ON-BOARDING TRAINING & PERFORMANC COMPENSAT OFF-BOARDING

& STAGES DEVELOPMEN E ION &
T MANAGEMENT BENEFITS
STAGE 1 Sourcing Kit Training Establish Goal Setting Resignation
preparation of Assessment Performance Acknowledgeme
Documents of needs Standards nt/ termination
New Hire
STAGE 2 CV Shortlisting Generation of Selecting Measure Evaluation Sharing Notice
Employee Employees for actual based on period Policy
Code, Training performance performance
Biometrics,
Attendance
mapping, site
maintenance
report, pays
lip generation
STAGE 3 Interview Sending Implementing Giving Increment/ Employee
Onboarding Training Rewards for Promotions departure
Job Kit to good announcement
New Hire performance
STAGE 4 Documentation - - Warnings Demotion Resignation
Approval
STAGE 5 Job Offer - - Celebration - Releasing
payment
STAGE 6 New Hire - - - - Issuing Relieving
Announcement letter to
employee

Comparison of Employee Experience Journey Map of 5 companies is done to prepare the Journey Map
for Ace Pro Services

Description of all the stages: Critical stages are colored in orange

RECRUITMENT

1. Job Posting (Floating JD): Provides clear understanding of what duties and responsibilities for a
particular position are. When conducting interviews, it forms the foundation for the
development of interview questions. Having clear JD also allows for a basis on which the
compensation plan is developed. As the role duties and responsibilities are clearly laid out, it’s
much easier to measure the success of new employee and ensure that certain targets are being
met.

2. Resume Selection/ CV Shortlisting: Purpose is to identify those candidates who best meet the
selection criteria for the post, and about whom you wish to find out more during a formal
interview. A shortlisting mail keeps the applicant informed that the team has looked at their CV
and they have been shortlisted as suitable.
 3. Interview: Interview mail keeps the applicant engaging and generate his interest in both the role
and company. Also it conveys the actual reason of conducting interview to the candidate and
other details related to interview schedule.

4. Reference check & documentation: Reference check will tell a prospective employer if the
candidate has been honest about the details of his resume.  It will disclose whether or not the
candidate has ever been convicted of a crime and is fit for the company culture or not.

Documentation is to confirm the identity of the candidate and ability to legally work in the
country. Companies do this before offering job.

5. Pre-Employment Check-up: It ensures ad inform the company about the present health status
and well-being of newly hired candidate on job. An employee who suffers from a long term
illness which may require frequent hospitalization and absenteeism from work may cost the
company a lot of money. So companies now a days want to access this before hiring the
candidate.

6. Job Offer: The information provided in the offer letter is to help the candidate to decide whether
or not to accept the offer. When the candidate signs and returns the offer letter, it confirms the
acceptance of letter.

ON-BOARDING

1. Announcement of New Hire to Employees : It helps the new hire feel welcomed to the team and
company. Also it ensures that your current employees know about the new hire’s arrival. This
new hire announcement can help other employees understand how they will be working with
their new coworker and gives them an easy opportunity to reach out and say hello.

2. Kit preparation of Documents of New Hire: Basically it is a check list that is maintained in which
documents of the new hire are arranged. It consists of: Resume, CTC breakup, Qualification
documents, PAN card, Aadhaar card, Job offer letter etc.

3. Filling of E-Form (personal details, educational details and employment details): Basic
information of the candidate related to his/her education, employment, and personal details.
 4. Generation of Employee Code, Biometrics/ Attendance mapping, Pays slip generation, Site
maintenance report: Communication on daily basis or necessary report generation for
completion of task on a particular day.

5. Joining Kit copy to Candidate: Soft copy of all the documents to the employee just to keep him
him/her informed about the same.

6. Welcome Circular/Policy Mail to employee consisting of (leaves, dress code, reimbursement

claim, benefits, payroll accounting contacts etc.): This ensure positive and productive
communication between employee and company, while protecting a company from legal
liabilities, reputation damage and security breaches.

TRAINING & DEVELOPMENT

1. Organizational Objectives and Assessment needs: It helps the company to determine those
areas where the employees lack the necessary skills or knowledge and provide them need-based
training.

2. Selecting Employees for Training: One of the output of this assessment is a list of who needs
what kind of training.

3. Selecting Training method and mode: There are various types of trainings like, Class-Room
based, Interactive, On Job, Online etc. that can be provided to employees. Training mode
basically depends on following factors, Purpose of the training, Nature of job, Level of seniority,
Demographics etc.

4. Implementing Training Program: Providing training to employees for up-gradation of their skills

5. Evaluating and Giving Feedback to Employees: To understand whether it has achieved its stated
objective or not, and providing employee with feedback.

PERFORMANCE MANAGEMENT

1. Establish Performance Standards and Communicate performance expectations to employee:

Determining how the company will know if a job is being done well or not. Ensuring that the
team members know what is expected of them.

2. Measure actual performance: To determine the level of targets achieved by the employee in the
giving period of time or to measure the quality of work done by them.
 3. Compare actual performance with standards : Matching actual performance with company
standards.

4. Communicate Performance Review to Employees and give them Feedback: Giving employees
the feedback about their performance in the company and discussing the appraisals based on
that.

5. If necessary, initiate the corrective action: Implementing performance improvement plan if the
performance is not up to the mark.

COMENSATION & BNENFITS

1. Goal Setting: Reviewing and redesigning of the compensation strategies, to stay competitive and
reasonable for managers and employees, in order to improve the performance and productivity
of employees.

2. Intermediate Evaluation and Feedback: To evaluate the performance of employee and give
them increments, ratings and appraisals according to that.

3. Final Evaluation (once a year): Setting of new tasks and targets for the coming year after
evaluating the overall performance of previous year.

4. Health care & Insurance

5. Sick Leaves Overall benefits provided by the company to its employees
6. Free Transport

OFF-BOARDING

1. Employee Submitting Resignation Letter: This type pf document formalizes the intent to leave
the company and the reason for departure.

2. Asking Employee to Serve Notice Period: Notice period ensures that the employee finishes
pending projects and participate in knowledge transfer to the successor.

3. Exit Interview: Exit interviews can give the company valuable insight into the recruitment,
onboarding/induction and training needs of the business. It tells that where are you doing well
and where are you falling short. This information can also help to align employee expectations
with their actual job roles.
 4. Forwarding Releasing Documents: This is the formal step to inform the team that all the
necessary steps in Off-boarding are done with the employee leaving.

5. Issuing Relieving letter to employee: It is an official document provided to the employee which
states that his/her notice period has completed and left the previous employer after completing
all the necessary formalities.

LG Electronics India Pvt. Ltd. Employee Experience Journey Map

PROCESSES RECRUITMENT ON- TRAINING & PERFORMANCE COMPENSATI OFF-
& STAGES BOARDI DEVELOPMENT MANAGEMENT ON & BOARDING
NG BENEFITS
STAGE 1 Job Posting - Identification of Needs Establish Goal Setting -
Performance
Standards
STAGE 2 Application - Preparation of Training Communicate Intermediate -
Review/Docume Plans performance Evaluation and
nt Review expectations to Coaching/Feed
employee back
STAGE 3 Interview - Imparting Training Measure actual Final -
performance Evaluation
 (once a year)
STAGE 4 Final - Feedback Compare actual - -
decision/Salary performance with
negotiation standards
STAGE 5 Final - Induction Training Discuss the - -
confirmation/no appraisal with the
tification employees.
STAGE 6 First Day - Training Effectiveness If necessary, initiate - -
the corrective
action

Links for Reference

Recruitment Process: https://www.lg.com/in/about-lg/career
http://www.lgdisplay.com/eng/recruit/procedures
Training & Development: https://kupdf.net/download/lg-project-
report_59cb873708bbc5d71a686fd3_pdf Page No 41 of pdf
Performance Management: file:///C:/Users/MY%20DELL/Downloads/270156329-Performance-
Appraisal-for-LG.pdf Page No 42 of pdf
Compensation & Benefits: http://www.lgdisplay.com/eng/recruit/compensation?tab=2

Samsung India Pvt. Ltd. Employee Experience Journey Map

Links for Reference

Recruitment Process:
https://www.samsungdisplay.com/recruit/eng/career_info/recruit_step.jsp
Training & Development: file:///C:/Users/MY%20DELL/Downloads/147186960-Project-on-
Training-and-Development.pdf Page No 44 of pdf
Performance Management: https://www.ukessays.com/essays/commerce/appraisal-process-
of-samsung-commerce-essay.php
Compensation & Benefits: https://www.glassdoor.co.in/Benefits/Samsung-India-Electronics-
India-Benefits-EI_IE531377.0,25_IL.26,31_IN115.htm

PROCESSES RECRUITMENT ON- TRAINING & PERFORMANCE COMPENSATI OFF-

& STAGES BOARDI DEVELOPMENT MANAGEMENT ON & BOARDING
NG BENEFITS
STAGE 1 Job Posting - Organizational Establish Employee -
Objectives and Performance Discount
assessment needs Standards
STAGE 2 Submit - Training Objective Communicate the Health care & -
Application Standards Insurance
STAGE 3 Review - Selecting Trainees Measuring actual Sick Leaves -
Application performance
STAGE 4 Samsung - Selecting training Compare actual - -
Aptitude Test method and mode performance with
Desired standards
STAGE 5 Interview - Choose a Means of Discuss Results - -
Evaluating
STAGE 6 Medical Test - Administer and Decision Making - -
Evaluate Training

Whirlpool India Ltd. Employee Experience Journey Map

PROCESSES RECRUITMENT ON- TRAINING & PERFORMANCE COMPENSATI OFF-

& STAGES BOARDI DEVELOPMENT MANAGEMENT ON & BOARDING
NG BENEFITS
STAGE 1 Job Posting - New Employee Set Objectives - -
Orientation (on the job
training)
STAGE 2 Submit online - Class Room Lectures Manage - -
Application Performance
STAGE 3 Interview - Programmed or Self- Provide Rewards - -
Instruction
STAGE 4 Pre-Employment - - Carry Out the - -
 Check-up Appraisal
STAGE 5 - - - - - -
STAGE 6 - - - - - -

Links for Reference

Recruitment Process: https://www.hiring-process.com/whirlpool
Training & Development: https://www.managementpedia.com/threads/human-resource-
management-of-whirlpool-corporation.214452/
Performance Management: file:///C:/Users/MY%20DELL/Downloads/a-study-on-performance-
appraisal-with-reference-to-whirlpool-pvt.-ltd.-puducherry-IJERTV2IS4810.pdf

Havells India Ltd. Employee Experience Journey Map

PROCESSES RECRUITMENT ON-BOARDING TRAINING & PERFORMANCE COMPENSA OFF-BOARDING

& STAGES DEVELOPMENT MANAGEMENT TION &
BENEFITS
STAGE 1 Job Posting on Filling of E- Training Need - - Employee
Various Portals Form (personal Identification Submitting
details, Resignation Letter
educational
details and
employment
details)
 STAGE 2 Resume Joining Kit copy Training Need - - Asking Employee to
Selection to Candidate Analysis Serve Notice Period
(Code of Ethics)
STAGE 3 Interview Generation of Setting training - - On last day of
Employee Objective notice period, the
Code, payments of
Biometrics, employee is
Attendance blocked and he/she
mapping is subjected to an
exit interview
STAGE 4 Job Offer Welcome Designing - - Forwarding
Circular to Training documents to
employee Program regional HR head
consisting of who attaches
(leaves, dress Clearance form to it
code, which states the
reimbursement final settlement
claim, benefits, amount
payroll
accounting
contacts etc. )
STAGE 5 Acceptance - Implementing - - Forwarding
Letter along with Training documents to head
Documents Program office
STAGE 6 Kit preparation - Evaluation - - Issuing Relieving
of Documents of letter to employee
New Hire

Link for Reference

https://www.slideshare.net/ShrutiParakh/an-analyis-on-employee-life-cycle1

Voltas India Ltd. Employee Experience Journey Map

PROCESSES RECRUITMENT ON- TRAINING & PERFORMANCE COMPENSATI OFF-
& STAGES BOARDI DEVELOPMENT MANAGEMENT ON & BOARDING
NG BENEFITS
STAGE 1 Job Posting - Job Training - Health -
Insurance
STAGE 2 CV Shortlisting - Soft Skill Training - Free Transport -
STAGE 3 Aptitude and - - - Team Outings -
Technical Test
STAGE 4 Group discussion - - - Education -
Assistance
STAGE 5 HR and Technical - - - Child Care -
Interview
 STAGE 6 Medical Check- - - - Cafeteria -
up

Links for Reference

Recruitment Process: https://in.indeed.com/cmp/Voltas/faq/what-is-interview-process-like-at-
voltas?quid=1bbg0eogm9r8u83u
Compensation & Benefits: https://www.ambitionbox.com/benefits/voltas-benefits