FLOW OF PEOPLE AND

HUMAN RESOURCES
CUSTOMER
Group 5
WHAT IS HUMAN RESOURCE
FLOW?

Mary Jane C. Ruyana

HUMAN RESOURCE
FLOW?
• Describes the way members of a
company’s workforce ‘flow’ through
the organization.

• Also known as their employee life

cycle.
 THE HUMAN RESOURCE FLOW MODEL
INVOLVES THE THREE DISTINCT STEPS:

1.Inflow- In this stage, new employees ‘flow’ into

the organization through recruitment, selection
and hiring.
2. Throughflow- This stage includes everything that
happens between the employees starting with the
organization and when they leave, from onboarding to
promotion and lateral career moves.
3. Outflow- This is the stage when an employee leaves the
organization due to resignation, retirement, redundancy or dismissal.
UNDERSTANDING THE 5 PHASES OF
HUMAN RESOURCE FLOW
1.RECRUITMENT AND SELECTION
Here, the HR managers aim to implement efficient methods
that attracts the best candidates, including accurate and
engaging job descriptions and seamless application
experience.
2. ONBOARDING
HR managers must utilize an effective onboarding process to
ensure now new recruits comprehend the ins’ and outs’ of the
organization, inclusing what will be expected of them in their
role.
 3. CAREER DEVELOPMENT AND
PROMOTION
This element of the human resource flow model involves mapping out each
employees training needs, development path and promotion process.

This element motivates employees to work hard, gain new skills and progress in
their career through promotion or lateral career move.

This also fosters loyalty among staff, as it shows that their personal development
is important to the organization.
 4. REDEPLOYMENT
Shifting an employee to anew location or job with in the organization is not
always a part of the human resource flow model.

It can serve as a solution to redundancy, with HR offering alternatives, such as

applying for relevant vacancies.
5. REDUNDANCY, RETIREMENT OR
TRANSITION
This final element of human resource flow explains the different common ways
an employee exists the organization:

• Redundancy- if there is no longer a need for their role within the

organization.

• Retirement- if they decide it’s time for them to leave the workforce
altogether.

• Career transition- where they leave the company voluntarily.

HOW TO MANAGE THE HUMAN
RESOURCE FLOW

Wella Jean Galindo

Managing human resource flow
plays a key role in meeting HR
objectives, as good flow ensures the
organization will have the right
amount of workers, in the right
roles, at the right time. The first
step to managing this flow is to
build its foundations.
HUMAN RESOURCE
FLOW AND
ORGANISATIONAL
DESIGN
Organizational design helps set the tone
for how workers flow through their
employee life cycle.
SOME AREAS TO CONSIDER WHEN DESIGNING AND MANAGING THE
HUMAN RESOURCE FLOW INCLUDE:

• How do jobs in the organization fit

together? For example, levels of
hierarchy, number of workers reporting to
each manager, level of autonomy for
employees decision-making.
• What organizational design best meets the needs of the
business? There are no right answers. Different organizations
will have unique human resource needs, and design may even
vary between departments within the same organization.
• How do we want to balance control
versus creativity? An organization
focused on creativity and idea
sharing might avoid too much
hierarchy, while those wanting more
control over employee action and
performance might use a more
hierarchical structure.
• How autonomous should our
employees be? An organization
wanting employees to be empowered
to make decisions may want to be
decentralized, while one with senior
management aiming for consistent
approaches across the company
might prefer to be centralized.
• What factors could impact the organizational
design and HR flow over time?
Organizational needs are likely to evolve
over time, requiring adjustments or even full
redesign of the human resource flow. For
instance, economic pressures could lead to a
decrease in headcount or layers of
management, or a more skilled or highly
trained workforce could enable better
delegation and autonomous decision making.
7 TIPS TO IMPROVE YOUR
HUMAN RESOURCE FLOW
Arnie Joy Parajes
A human resource flow involves optimizing the employee life cycle, as the
journey employees take through the organization will not only impact their
own experience and professional growth but also the impact they can have
on the business.
Here are seven tips To improve human resource management and HR
flow:

1. Invest in employee training and development

This is a key aspect of the “throughflow” stage. Providing

opportunities for employees to learn new skills and develop their
careers – such as through on-the-job training, coaching,
mentoring, and access to online learning resources – can lead to
higher levels of job satisfaction, employee retention, and improved
performance.
2. Streamline HR processes

Each of the processes included in the HR flow, from hiring to

onboarding to performance evaluations, can be time-consuming
and frustrating for both managers and employees. Streamlining
these processes through the use of technology, such as HR
software or automated workflows, can reduce administrative
burdens and increase efficiency.
3. Implement an effective performance management
system

This can help managers and employees establish clear

performance expectations, provide feedback, identify
areas for improvement, and recognize achievements.
4. Foster a positive workplace culture

A positive workplace culture leads to higher employee morale,

engagement, and productivity. Whether through promoting a sense of
community, recognizing employee contributions, or providing
opportunities for employees to socialize and connect, placing focus on
workplace culture can maximize the length of time employees stay
within the organizational ‘flow’, rather than leaving voluntarily before
the company is ready to part with them.
5. Prioritize employee well-being

Employee wellbeing is crucial for maintaining a healthy and

productive workforce. Flexible work arrangements, wellness
programs, competitive benefits, and a supportive work
environment that prioritizes mental health and work-life balance
will all help to optimize human resource flow.
6. Develop clear job descriptions and roles

Providing employees with clear job descriptions and roles is part

of both HR inflow and throughflow, and can help workers
understand their responsibilities, reduce confusion, and improve
overall performance. It also enables managers to set clear
expectations and evaluate employee performance effectively.
7. Emphasize leadership development

Every organization understands the importance of developing

strong leaders. This is part of throughflow and can include
leadership training and mentoring programs to help managers
develop their skills and improve their ability to lead and motivate
their teams.
THE HUMAN
RESOURCES
CUSTOMER
Earl Jay Defante
HUMAN RESOURCE CUSTOMER
The term "customer" typically
refers to the employees of the
organization, as HR functions
often involve serving the
needs of employees within the
company.
WHO ARE HR
CUSTOMERS?
• Current employees

• Job applicants (during applicants)

• Former employee
(alumni)
 5 KEY ASPECTS
OF HR CUSTOMER
SERVICE
1. Recruitment and Onboarding:

• Ensuring a positive candidate experience during the

recruitment process.
• Smooth onboarding to facilitate new employees' integration
into the organization.
2. Employee Development:

• Providing opportunities for skill development, training, and

career advancement.
• Supporting employees in achieving their professional goals.
3. Performance Management:

• Establishing fair and transparent performance

evaluation processes.
• Providing constructive feedback and recognition to
employees.
4. Benefits and Compensation:

• Administering competitive compensation and

benefits packages.
• Assisting employees with inquiries and issues
related to their benefits.
5. Employee Relations:

• Handling employee grievances and conflicts

professionally and confidentially.
• Promoting a positive work culture and fostering strong
employee relationships.
 THE
IMPOTARTANCE
OF HR
COSTUMERS IN
MODERN HR
PRACTICES
Marriel Manatad
The importance of the Human
Resources Customer in modern
HR practices lies in recognizing
employees as valuable
stakeholders whose needs,
satisfaction, and engagement
significantly impact
organizational success.
HERE ARE SEVERAL REASONS WHY THE CONCEPT
OF THE HUMAN RESOURCES CUSTOMER IS
CRUCIAL IN MODERN HR PRACTICES:
• Enhanced Employee Experience: Treating
employees as customers emphasizes the importance
of delivering a positive employee experience
throughout their journey within the organization. By
prioritizing the needs and satisfaction of employees,
HR departments can create a supportive and
engaging work environment that fosters loyalty and
commitment.
• Improved Employee Engagement: Engaged
employees are more motivated, productive, and
committed to achieving organizational goals.
By focusing on the Human Resources
Customer, HR departments can implement
strategies to boost employee engagement, such
as providing opportunities for growth and
development, recognizing employee
contributions, and fostering a culture of open
communication and collaboration.
• Higher Retention Rates: Satisfied
employees are more likely to stay with the
organization for the long term. By
understanding and addressing the needs of
the Human Resources Customer, HR
departments can reduce turnover rates and
retain top talent, saving costs associated
with recruitment, onboarding, and training
of new employees.
• Positive Employer Branding: Organizations
that prioritize the well-being and satisfaction
of their employees are viewed more favorably
by job seekers and the broader community.
By cultivating a reputation as an employer
that values its Human Resources Customer,
organizations can attract top talent, strengthen
their employer brand, and gain a competitive
edge in the talent market.
• Alignment with Organizational Goals: A
customer-centric approach to HR ensures
that HR practices and initiatives are aligned
with the organization's overall goals and
objectives. By understanding the needs of
the Human Resources Customer, HR
departments can develop tailored strategies
to support the achievement of organizational
targets, whether it's increasing innovation,
improving customer satisfaction, or driving
revenue growth.
• Continuous Improvement: Soliciting
feedback from the Human Resources
Customer allows HR departments to
identify areas for improvement and
implement changes to enhance the
employee experience. By embracing a
culture of continuous improvement,
organizations can adapt to changing
workforce dynamics, emerging trends, and
evolving employee needs, ensuring their
long-term success and sustainability.
BEST PRACTICES
FOR HR
CUSTOMER
SERVICE
Cyrille Saligo
Best practices for delivering exceptional HR
customer service:

• Timely and effective communication

• Personalized support and attention
• Empowering employees through self-
service options
• Continuous feedback and improvement
THE IMPORTANCE OF HR CUSTOMER
SATISFACTION
The importance of HR
customer satisfaction lies in its
profound impact on various
aspects of organizational
success and employee well-
being.
HERE'S A DETAILED OVERVIEW OF ITS
SIGNIFICANCE:
1. Employee Engagement and Productivity:

• Satisfied employees are more likely to be

engaged with their work, leading to higher levels
of productivity, creativity, and commitment to
organizational goals.

• ·Positive experiences with HR contribute to a

sense of belonging, motivation, and job
satisfaction among employees, resulting in
increased discretionary effort and higher-quality
work output.
2. Retention and Talent Acquisition:

• High levels of HR customer satisfaction lead

to greater employee retention rates, reducing
turnover costs and preserving institutional
knowledge within the organization.
• Satisfied employees are more likely to act as
brand ambassadors, attracting top talent to
the organization through positive word-of-
mouth and referrals.
3. Employee Well-being and Morale:

• HR customer satisfaction reflects the

organization's commitment to supporting
employee well-being and creating a positive
work environment.
• A satisfied workforce experiences lower levels
of stress, burnout, and absenteeism, leading to
improved morale, mental health, and overall
job satisfaction.
4. Customer Satisfaction and Loyalty:

• Satisfied employees are more likely to deliver

exceptional customer service, resulting in
higher levels of customer satisfaction, loyalty,
and repeat business.

• Positive interactions between satisfied

employees and customers enhance the
organization's reputation and brand image,
leading to increased customer retention and
market share.
5. Innovation and Continuous Improvement:

• A culture of HR customer satisfaction

encourages innovation, creativity, and
collaboration among employees.

• Satisfied employees feel empowered to share

ideas, experiment with new approaches, and
contribute to process improvements, driving
innovation and continuous improvement
initiatives within the organization.
6. Organizational Performance and Competitiveness:

• HR customer satisfaction directly impacts

organizational performance and competitiveness
in the marketplace.

• Engaged, satisfied employees contribute to

increased efficiency, effectiveness, and agility,
enabling the organization to adapt quickly to
changing market conditions and outperform
competitors.
7. Employer Branding and Reputation:

• HR customer satisfaction influences the

organization's employer brand and
reputation as an employer of choice.
• Positive experiences with HR attract top
talent, enhance the organization's
credibility, and differentiate it from
competitors, strengthening its position
in the labor market.
8. Cost Savings and Return on Investment (ROI):

• Investing in HR customer satisfaction

initiatives yields significant returns in terms
of cost savings and ROI.

• Reduced turnover costs, increased

productivity, and improved customer
satisfaction contribute to bottom-line savings
and long-term financial success for the
organization.
THANK YOU FOR
LISTENING!