Solution
Employee lifecycle is identified in Gladka et al. (2022) as the entire process employees follows from time of enrolment to exit/termination. The lifecycle stages are;
Attraction- Best employees are attracted to an organisation through appropriate employee’s value proposition.
Recruitment- As an employer brand, the organisation recruits highly qualified employees in an organisation.
Onboarding- Also induction, this strategy ensures that recruited employees are allowed to align themselves with the organisation ways of doing things.
Development- A continuous employee’s development is pursued for guaranteeing improvement of their skills to be able to execute their roles efficiently.
Retention- The will to leave their employer need to be lowered for sustainability of talents retention.
Separation/Exit– At one point either willingly or unwillingly, employment phase end. This is in agreement or in disagreement.
People Professionals in Recruitment
Internal job postings such as job boards, advertisements and agencies are used based on need for recruitment (Duffy & Schwartz, 2018). The people practice professionals mandate in recruitment is using people analytics to select most relevant recruitment strategy. In REDTAG case, their expansion strategy of the fashion house inform need for broadening their recruitment. This guides the recruitment process in terms of selection criteria and description of the job used. The eventual recruitment process is in-depth and underlining a set of metrics relevant.
People Professionals in Development
For the different people practice professionals, they are expected to be passed through continuous development strategy for better executing their functions. People practice professionals pursues the learning needs analysis which is a quantitative strategy for data collection from the employees to understand weak areas. Apart from coaching and mentoring process, job shadowing and partnership with learning institutions is implemented.
People Professionals in Separation
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