The employee life cycle is the stages an employee undergoes within a specific organisation. Different people’s practice roles are determined by different phases in the employee life cycle. The first stage of the employee life cycle is brand attraction, where, in this stage, potential hires may show their interest in working with a specific brand. The attraction to the brand makes the potential employee the best option for promoting the image and name of the company. The second stage is recruitment, where the potential people are hired to work in the organisation. At the recruitment stage, the recruits are introduced to the work environment, where they are assigned specific roles and equated to other colleagues within the organisation. The recruits are highly motivated and work to impress the organisation with a mission of landing opportunities that contribute to their career growth, facilitating optimal output.
The next stage of the employee life cycle is onboarding, where, at this stage, employees are absorbed into the company. The employees must put time into understanding their role and company policies by investing their social, psychological, and physical skills (Abbas et al., 2024, p. 2168). In the fourth stage, which is development, the employees practice roles that challenge and improve their skills for career development. Most employees wait for opportunities at this stage to shine and show the ability to grow, while others create the chance to show what they can do to stay on course with their career growth. At the development stage, an employee may take up leadership positions which involve developing project allocations.
The next stage is retention, where employers can decide whether specific employees will stay or exit the organisation. To keep the employees, the company may offer an increase in salaries and provide more practice roles to keep them motivated and engaged with the organisation (Mey et al., 2021, p. 9). At the end of the employee life cycle is leaving the organisation, where employees are exiting the organisation. At this stage, the employee may choose to leave the organisation in good faith and make a transition or resign to fate. At separation, the employer needs to evaluate why the employee has left the organisation and make better choices to improve the organisation’s retention rate.
In conclusion, employees undergo different life cycles, which create the nature of their practice roles. From brand attraction to separation, employees have different practice roles, which are acquired gradually as they undergo different phases in the life cycle. Each employee should be expected to undertake a specific role within the organisation by their employee life cycle. The company and the employee need to understand their roles and take responsibility for their growth and development within the organisation.
