Human Value Stream (HVS)

 

The Human Value Stream in HR refers to the series of activities or steps that HR professionals follow to maximize the value they provide to employees and the organization. It is a way of looking at HR processes to make them more efficient, aligned with business goals, and ultimately to improve employee experience and organizational performance.

Here’s a simple breakdown of the Human Value Stream Process in HR:

1. Attracting Talent

The first step in the value stream is attracting the right talent. HR teams use various methods to identify potential candidates, such as job advertisements, social media, and recruitment agencies. A strong employer brand and clear job descriptions help ensure that the right candidates apply.

Example: A company may post job ads on LinkedIn, attend job fairs, or offer referral bonuses to current employees to bring in qualified candidates.

2. Recruiting and Selection

Once candidates are attracted, HR needs to screen and select the best-fit candidates for open positions. This involves reviewing resumes, conducting interviews, and possibly administering tests or assessments. The goal is to match a candidate’s skills and values with the company’s needs.

Example: The HR team might conduct phone interviews, followed by in-person interviews, and check references before making a job offer.

3. Onboarding

After hiring, the onboarding process begins. This step ensures new employees feel welcome and get the necessary tools, training, and information to perform their job effectively. A strong onboarding experience helps employees feel integrated and supported, leading to higher engagement and retention.

Example: New hires may undergo orientation sessions, be introduced to team members, and receive training on company policies and software tools.

4. Employee Development

HR is also responsible for supporting ongoing employee development. This includes providing training, career growth opportunities, and performance feedback. When employees have the resources to grow their skills, it benefits both the individual and the organization.

Example: HR might offer workshops, e-learning courses, or leadership training programs to help employees improve their skills and advance in their careers.

5. Performance Management

Regular performance reviews and feedback are essential for guiding employee growth and improving organizational efficiency. HR helps managers set clear expectations, track employee progress, and identify areas for improvement. This process also involves recognizing and rewarding good performance.

Example: HR may implement quarterly performance appraisals where employees receive feedback from their managers, and set new goals for the next period.

6. Employee Retention

Retaining employees is critical for reducing turnover costs and maintaining stability. HR focuses on keeping employees satisfied, engaged, and motivated. This includes offering competitive benefits, promoting work-life balance, and ensuring a positive company culture.

Example: HR might conduct employee engagement surveys, offer flexible working hours, or create employee recognition programs to boost retention.

7. Separation/Exit

The final step in the value stream is when an employee leaves the company, either voluntarily or involuntarily. HR manages the exit process, conducting exit interviews, ensuring a smooth transition, and gathering feedback to improve the work environment for remaining employees.

Example: When an employee resigns, HR schedules an exit interview to understand why they’re leaving and what improvements could be made to the workplace.

Conclusion

By focusing on these key processes, HR departments can add value at every stage of the employee lifecycle—from attracting talent to helping employees grow and ensuring smooth transitions. A well-structured HR value stream helps an organization create a better work environment, improve productivity, and achieve long-term success.

References

• Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR? Human Resource Management Review.
• Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? Journal of Management.