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Solution
| Explain each stage of the employee life cycle and the role of the people professional in it. (AC1.1) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words. |
| Employee lifecycle is identified to be a framework used for understanding and improving the entire experience of employees in the entire employment phase from recruitment to exit. These stages are used for attracting, engaging and retention of talents (SPRIGGHR, 2020).
The different stages include (Verlinden, 2020); Attraction- This phase entail awareness creation and creating interests for the employees for the existing job role in an entity. The people practice professionals roles in this phase entail developing an employer brand for the organisation. In Clean Quarter for example, the outcome of this is attracting the best qualified employees. Recruitment- In this stage, the employee is involved in application of the existing job roles. It is the responsibility of people practice professionals to initiate and implement a successful recruitment (University of Minnesota, 2016). In Clean Quarter for instance, this can include development of job description, clearly set recruitment timelines and screen all potential employees. Onboarding- After successful recruitment of an employee, they get inducted to their job functions. This is with the people professionals being mandated in planning and executing induction initiatives for assisting the employees in a prompt assimilation to their roles (Hire Quotient, 2023). Clean Quarter people professionals would pursue an in-depth evaluation of their background, sign-in a contract and link staff. Development- As the employee is progressing in their role, they pass through career development opportunities. People professional roles is to come up with customised capacity development initiatives. Similarly, they harness implementation of internal-based mobility and coaching strategies for employees growth and development. Retention- This include ensuring that the employees remain in their job for a substantial amount of time. The role of the people professionals in this stage would include administration of engagement surveys to the employees and organising how they are appreciated as they progress with their roles. In Clean Quarter, such strategies would lead to reduced turnover levels. Performance management- The staff are found working in a regular basis and feedback given for growth purposes. People professionals make sure appropriate performance standards are set and shared with administration for regular review (Hire Quotient, 2023). In Clean Quarter, sourced feedback is importance for guiding success of an entity. Exit– At this phase, employment relationship is terminated either by resigning, retiring or reassignment to another role. People professionals are involved in implementing exit interviews for understanding reason for turnover. In Clean Quarter, they would ensure they are coordinating off-boarding process such as workplace assets returned. |
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