Identity Management 


The employee life cycle (ELC) is an HR model that keeps track of an employee's full path while working for your company. It starts the minute a prospective employee learns about your brand and continues right up to their last day on the job. The ELC considers not only attraction and offboarding but also recruitment and onboarding, retention, career advancement, and the general employee experience throughout their employment with organization.


Stages of the Employee Life Cycle


Attraction

Potential candidates are initially exposed to your brand during this phase of the employee life cycle.

This phase of the model is crucial since candidates will choose here whether or not they find you appealing as a possible employer. You won't be likely to draw the ideal talent to assist your business expand if you don't make a strong first impression.


Focusing on developing your brand and reputation is the best strategy to enhance this early stage of the employee life cycle model. Having a culture that values employee growth and creativity will help your brand build a solid reputation.


Recruitment

Recruitment is the next phase of the employee life cycle. Most employees will build their initial opinion of you as an employer during this transitional period from application to employee.


Here are some ideas to think about:


  • Don't waste anyone's time by being unclear about the skills and abilities you're seeking for.
  • Engage your current staff. Encourage them to recommend potential hires and to weigh in on the abilities that new team members ought to have. Recruit managers to observe job interviews.
  • To remain a competitive employer and help you attract best staff, provide alluring benefits and salary.

Onboarding

Onboarding and orientation are the following phases in the life cycle of a new employee once you have hired them. The primary goal of this phase is to assist new employees in understanding and adopting your organisational culture.

Make sure you provide enough details at this phase so that new hires are aware of your organization's objectives, ideas, and values. Additionally, you want them to be aware of the part they will play in developing your company.


Here are some onboarding best practises to get you started, regardless of whether you work in manufacturing or sell goods or services:


  • Make staff feel welcome and provide them all the information you can.
  • Be as specific as you can when describing your goals.
  • Provide as much training as possible.
  • Take into account growing towards digital onboarding.
  • Ask staff if they have any queries, then respond to them.
  • Follow up with new hires on a frequent basis to see how they're adjusting and whether they're blending in well with the team.

Retention

 The fourth stage of the employee life cycle is focused on maintaining employee satisfaction.


The easiest method to accomplish this is through a rewards and recognition programme. Building a loving and encouraging culture is also important if you want to encourage employee engagement and happiness.

  • Place a priority on developing relationships with your staff.
  • Encourage a respectful and open workplace environment.
  • Encourage free communication between all team members.
  • Ask employees for their opinions, and often assess the team's morale.
  • Recognize the factors that drive each of your staff.

Development

During this stage, you want to assist your staff in this phase of skill development so they can perform their jobs more effectively. Additionally, you want them to believe they have a defined career path so they won't be tempted to look for work elsewhere.

  • Discuss goals on a regular basis with personnel.
  • Promote professional growth across all of your teams.
  • Evaluate the knowledge and abilities of each employee.
  • Frequently offer possibilities for training.
  • Encourage external learning and honour staff who pursue independent learning.
  • Get your supervisors to work one-on-one with staff to assist them in prioritising the areas that need improvement.
  • Encourage the team members to take ownership of their own growth.

Separation 

Separation, commonly referred to as the offboarding step, is the last phase of the employee life cycle. When an employee leaves your company, this happens. This can be the result of retirement, a change in jobs, or internal factors. It also includes any workers you let go.


Regardless of the reason for leaving, it's critical to make this last stage enjoyable. In addition to everything else, when a team member leaves, it affects your other workers.

  • Make every effort to cause the least amount of interruption to your coworkers.
  • If an employee leaves, speak with them to better understand their reasons for doing so. You can use this to address any prospective trouble spots in your business.
  • Make careful to terminate an employee in a legal and ethical manner.
  • Get the honest opinions of departing employees. The exit interview is the ideal opportunity to accomplish this.