In a previous role I had cause to draw up an employee lifecycle. Despite my years in HR up until that point, it wasn’t something that had ever occurred to me to do.
The driving force was an idea to support managers through the various people-related matters to which they needed to attend. The employee lifecycle would provide the structure for a platform containing information and resources that our managers could draw upon on demand.
After a bit of googlising, it struck me that there is no one standard model of the employee lifecycle. I found this surprising as the basics of the employee experience – and the HR functions that correspond to them – are arguably similar across jobs, organisations and industries.
Moreover, some of the models I found were either overly complicated (in my opinion) or they were presented in an illogical manner. In any case they didn’t quite suit my needs, so I decided to draw up my own.
Tags: 4 • 4+4 • Development • employee • employee lifecycle • experience • health • HR • Human Resources • model • offboarding • onboarding • part • Performance • Performance Management • Recruitment • retention • wellbeing