Employment Lifecycle

This is the active process of seeking talents to join organization. This

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happens as a consequence of a current position being vacant or a new
position being established. To build a smooth recruiting process, the HR
manager will be involved in this phase. In this stage, the job
01 Recruitment advertisements need to be appealing and transparent enough to draw
the attention of ideals applicant and specific in what and who are
looking for in order to succeed in attracting the right candidates. The
02 Onboarding
02 interview process can be exciting by implementing candidate reaction
surveys and pre-hire surveys

03 Development The onboarding process involves far more than giving the knowledge

02
and resources required to start working to a new hire. It’s the chance
04 Retention to immerse the new recruits in the culture of the company and to
ensure retention is crucial At this point, the HR manager and head of
department will be involved in providing training and supervising new
05 Exit hires. Explaining the mission and values of the business, defining
expectations clearly and daily follow-ups would make new hires feel
well-acclimatized to the organization and increase engagement.

03
Management must quantify their productivity, capacity to be a team
player and advancement aspirations as the employee evolves within
their position. 360 Feedback which received from colleagues and
supervisors of an employee, as well as the employee himself, may be
the key to helping to provide a fuller image of what is going well and
what could be changed. Thus, the management and employees are
involved in this stage.
 Employment Lifecycle
The stage is to retaining talents, and ensuring they are satisfied
01
01 Recruitment

04
Option and adequately challenged in their respective positions within
the team. HR management will involve in this stage counteract

02
02 Onboarding
Option the risk of turnover and promote satisfaction. Cultivate good
relationships with employees, seek out employee feedback, and
understand factors of motivation could improving employee
03
03 Development
Option retention stage in this lifecycle model.

04Retention
Option
Employee will leave organization at some stage, whether they
retire, move to another organization or make a life change. This
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05
Option
05 Exit stage is an opportunity to find out why people are leaving the
organization. Leavers may be more candid about why they’re
going as they may feel they have nothing to lose. Therefore, HR
manager will take role in this stage and implement exit
interviews to understand the reasons why people leave, which
will be enabling to intervene more effectively at the retention
stage in the lifecycle.