Solution
| (AC3.1) Discuss the links between the employee lifecycle and different people practice roles Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 350 words |
| The employee lifecycle stages as identified in CIPD (2024) include; Attraction- The employers act as an employer brand to attract highly qualified employees. Recruitment- Depending on existing opportunities, the employees are recruitment for identifying their suitability. Onboarding- In a timeline of 12 weeks, employees have to be acclimatised with organisation culture. Development- For developing staff competencies, capacity development is core for improving their career and performance. Retention- The intention of employees to leave an organisation are reduced. This is with employees supported in remaining for long. Separation/Exit- Eventually, the employees terminate their link with an organisation either at will or unwillingly. People practitioners in Recruitment In recruitment phase of the employee lifecycle, people practice professionals play a critical role in ensuring best talents are recruited (CIPD, 2024a). For instance, this is by creating future job posts, employee value proposition and pursue good tracking strategy for recruiting best employees. They similarly enhance successful interviewing, liaising with recruitment strategies and guaranteeing they are not prejudicing candidates positions. People practitioners in Development In development phase, people practitioners operate with an intention of human capital development by assessing training needs, initiate appropriate capacity development strategies and manage how an employee advance in their functions (CIPD, 2024b). The performance appraisals are addressed, performance improve and supporting coaching and mentoring strategies. People practitioner in Separation/Exit In exit phase, the people practitioners ensure they adhere high-level professionalism. This is while considering issue of empathy in the process. As evidenced in CIPD (2024c), feedback gathered by exit interviews, supervising how handover is made and certainty in employees support. For instance, in the event of redundancy, employees placement support is advanced. |
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