Review one employee’s People journey
Bring together one employee’s identity, onboarding, learning and review records to decide what still needs an owner’s action.
Review one employee’s People journey
Bring together one employee’s identity, onboarding, learning and review records to decide what still needs an owner’s action.
Before you start: Choose the employee and checkpoint you need to review, such as first-week readiness or a scheduled People check-in. Use the actual records and agreed expectations, not a generic completion percentage.
Steps
1. Open People → Directory → Employees and find the exact employee by work email and full name. Check the saved department, role, manager, employment status and joined date. Read Workspace access separately from employment status.
2. Open People → Lifecycle → Journey and find that same employee’s relevant event by type and effective date. Read its saved details rather than relying on a similarly named template or another person’s event.
3. For onboarding, open Lifecycle → Onboarding → View Steps on the exact event. Compare each completed item with the actual work it represents. Identify unfinished equipment, access, handover or other requirements with the responsible owner; do not mark them complete during a review just to improve the percentage.
4. Open People → Learning → Records and the same employee’s row. Distinguish course completion, path completion, training attendance and skill assessments. For a required learning task, confirm the exact assignment and review the actual practice outcome when competence matters.
5. If a policy receipt is part of the checkpoint, open Policies → Acknowledgements and check the correct policy version and reader scope. Publication is not the employee’s acknowledgement, and an old receipt does not cover a revised version.
6. If a performance review is due, open Performance → Reviews and the exact employee/cycle detail. Check assessor, window and submission states. A manager submission does not establish the employee’s self review or final release.
7. Bring the findings together as a short action list: what is ready, what remains, who owns each remaining item and the agreed next date. Use the relevant product workflow for any actual correction or assignment rather than creating duplicate records from this review.
8. Return to the same records after the owners complete their work. Confirm the specific outcome that changed, while preserving unresolved items and the identity of the employee throughout.
Expected result
You have a coherent view of one employee’s readiness and a practical next-action list, supported by the correct People records.
Common pitfalls
- A checked lifecycle item does not by itself prove access was granted, equipment returned, learning applied or money paid.
- Do not use a different signed-in person’s course completion or policy receipt as evidence for this employee.
- Candidate, application, employee and member account are separate identities or relationships. Resolve a missing handoff rather than creating a second employee.
Continue learning
In this series: Manage the employee journey — guide 25 of 25.
Turn what you learned into the way the team works.
Mark this lesson complete once the workflow exists in your workspace—not simply when you reach the bottom.