HR life cycle or employee life cycle is a series of stages that an employee goes through from the time he joins an organisation to the time he exits. It is important to comprehend this cycle in order to manage human resources efficiently and it can assist in promoting engagement, retention of the employees and the performance of the organisation as a whole.
The HR life cycle is made up of several major stages that depict the movement of an employee within the organisation. Each stage contributes to enhancing employee experience and to the management of human resources. Here are the key stages of the HR life cycle:
Recruitment and selection as an aspect of human resource management refer to the processes of attracting, assessing, and recruiting candidates for any job openings within the organisation.
Onboarding refers to the practices designed to help new recruits adjust to their organisation. This also implies arming the recruited individuals with relevant materials and assistance to perform their duties successfully.
The systematic management of performance comprises measures aimed at enhancing efficiency of work focus on individuals and its levels to the objectives of the organisation.
A professional diploma in human resources is a specialised qualification course designed to equip HR professionals with the knowledge, skills, and competencies necessary to excel in the field of human resource management. This diploma covers various aspects of HR practices, theories, and strategies, enabling participants to effectively contribute to their organisations.
Familiarising yourself with these phases is important when managing human resource practices, as it can help play a role in the engagement and retention of employees and the overall effectiveness of the organisation in achieving its goals. Presented below are the major human resources cycles:
In addition to explaining the internal factors affecting a corporation's long-term goals, a corporate business strategy is also a burdening plan on how these goals will be realised in the open market against competitors over a particular time frame.
A human resource (HR) strategy is a blueprint that sets forth a plan for dealing with the workforce in the organisation to fulfil the general business goals.
I believe that training is one of the major human resource management practices only focused on improving the performance of employees with the effective enhancement of their skills, knowledge, and competencies as per the requirements of the organisation.
The formation of work teams is the allocation and redesign of teams in an organisation to facilitate better interaction, improve relations, and aid in accomplishing certain specified tasks.
Human Resource Planning (HRP) is the functional process of forecasting and organising the supply of human resources with congruence to the business objectives of the organisation.
Career guidance and planning is a carefully outlined strategy aimed at making an individual aware of the available opportunities, making suggestions on how to view oneself in the future, and possibly making a decision on which path to take in the career development process.
Employee engagement is described as the emotional and affective attachment of employees towards their organisation and its objectives. Engaged employees are motivated, proactive, and diligent, resulting in performance improvement, lower attrition rates, and a healthy work environment.
Employee retention strategies are approaches and measures created to prevent the turnover of skilled employees within an organisation and hence control turnover rates and help in the maintenance of a properly staffed organisation.
Career advancement entails a series of steps and stages encompassing the acquisition of knowledge, performance of duties, and changes in one’s occupation or employment. This includes the initiatives made by individuals towards the growth of their careers as well as the interventions taken by institutions to enable this process.
Offboarding refers to the process that takes place when a member of an organisation quits with or without giving prior notice. It includes all the processes that deal with the removal of a person from the organisation, making sure that the process is amicable.
All organisations seeking to optimally manage their human capital must possess knowledge of the stages of the HR life cycle. Each phase, be it workforce planning or offboarding, carries a significant weight in the employee journey and the overall success of the organisation. Properly optimising recruitment, engagement, and retention of employees, coupled with implementation of targeted best practices at each point, can help human resources professionals create and maintain a willing workforce. This engagement with institutions such as the British Academy of Training and Development represents a positive course of the HR function, as more opportunities for HR personnel to learn and advance in their abilities become available. In the end, it is important to note that an HR life cycle management situation goes beyond the basic support of employees, especially because it works hand in hand with the overall objectives of the organisation.
Through workforce planning, it is possible to determine the existing and future requirements for personnel in an organisation, making it possible for the organisation to be able to acquire the necessary skills for its performance.
One way to blend new employees into the organisation is through onboarding new employees. This helps them know and appreciate their roles as well as the organisation’s work ethics, which can be helpful in reducing attrition.
Effective performance management establishes clear expectations, provides regular feedback, and recognises achievements, which can significantly boost employee engagement.
When it comes to employees who are leaving the organisation, offboarding aims to ensure a smooth transition, facilitate the transfer of knowledge, as well as capture some feedback that can enhance the subsequent HR practices.