Employee Life-Cycle Management

Attract, Onboard, Develop and Retain the Best Talents


Employee life-cycle management can be defined as a toolbox of sub-processes, organisational and management structures, and (software) tools that support the entire employee experience in a company. 

Thus, employee life-cycle management refers to all the HR operations across the employee life-cycle, from the moment you are a candidate to a role, to the moment you are stepping down from your role and organisation.

If we start from the premise that businesses depend on sophisticatedly skilled human capital, and that employee retention is a key goal of any organisation, it becomes obvious that employee life-cycle management is a necessary feature for ensuring optimum performance and results. 

Software solutions have become the norm when it comes to end to end employee life-cycle management. Tools such as introdus, employee onboarding software, provide easily implementable and optimised solutions, meant to engage employees as early as signing their employment contracts.  

This article will discuss the employee life-cycle management, with a focus on strategies for ensuring talent retention. It is our claim that talent retention starts with comprehensive Pre & Onboarding processes, thus from the initial stages of the employee life-cycle model.

Talent Management Life-Cycle Stages


Talent management can be defined as “the implementation of integrated strategies or systems designed to increase workplace productivity,” according to the Los Angeles Unified School District. This objective can be achieved by developing and implementing quality processes for attracting, developing, retaining and utilizing people with the required skills and aptitudes to meet current and future business needs. 

Employee Life-Cycle Management Insights

Implementing quality processes for attracting, developing, retaining and utilizing people with the required skills and aptitudes to meet current and future business needs are the key to talent management.

—Los Angeles Unified School District.

There are 5 talent management life-cycle stages. We decided to also include some key strategies for each stage that should never be overlooked:

1. Attraction

The success of a company is dependent on the quality of its human resources and human capital. Thus, selecting the right candidates that can match your company goals and culture is key.

The key strategy for this stage would be ensuring that the compensation and benefits match the geographical location of the job post. Additionally employer branding is key for attracting talented people: you are more prone to choose working for an organisation whose values and mission you identify with

2. Recruitment

Recruitment and talent attraction are closely linked. When the right talents are attracted, there is a pool of choice for your company. 

A key strategy for this stage is making sure that each position’s roles and responsibilities are properly documented. This ensures that the candidates know what will be expected from them as they embark on a new employee journey.

3. Pre & Onboarding

The Pre & Onboarding stage set a framework for cultural and social acclimation, workflow induction and engagement. If you have a clear picture of what is expected from you from the very beginning, you will have an easier time settling into the job and following your progress until achieving full productivity. 

When onboarding is absent, and what you get is an orientation day focused on paperwork and administrative processes, you will lack the connection that is so important when starting a new job. 

Thus, two key strategies are: focusing on culture and purpose through interactive practices and tools (quizzes, video explanations); making you feel like you belong by being offered a framework for social human connections (the buddy program). 

Employee Life-Cycle Management Insights

Onboarding is a crucial time in the employee’s life-cycle within the company; it is the period in which the employee sees the organisation clearest with all its pros and cons.

—Andreas Olesen, ex HR Business Operations for Medtronic.

Get more of Andreas’ Insights

4. Career Development and Retention

Many times, the lack of development prospects is the factor that prompts employees towards different opportunities, which can be extremely detrimental for employers, especially in the case of long-tenured employees that are extremely valuable. When you receive, as early as the onboarding stage a clear path within the company’s career ladder, you will be more motivated to pursue the steps required for advancing to each new stage, until you reach full satisfaction. 

A key strategy at this phase is for companies to identify your career ambitions in the onboarding stage and set milestones for achieving them. Moreover, whenever relevant, training and mentoring should be offered so as to ensure optimum results. 

5. Offboarding

Even in cases of offboarding an employee, a cordial separation can leave windows open for future collaborations, as well as positive employer branding in case the employee would recommend this company to friends or family. 

A key strategy would be conducting exit interviews, encouraging open and honest conversations that can make a difference. If you see that your feedback was implemented, maybe you will consider returning to the company sometime in the future. 

Employee Life-Cycle Management Software


The employee lifecycle management can be viewed as a strategy that has two main components: firstly, attracting, assessing and hiring top talent, and secondly, engaging, developing and retaining excellent employees. 

Technology is taking on a bigger role in nearly every profession, and that includes human resources. Employee lifecycle management software solutions can assist HR gain insights into the employee experience in all of its different stages. It should be noted, that although each stage has its own particularities, some goals are overarchingemployee engagement is one of them. 

Employee life-cycle management software solutions can provide your employer with dashboards and metrics painting a holistic and realistic picture of your employee life -cycle progression

Metrics are essential not only for deeply understanding the status quo of workforce performance and well-being, but also for detecting areas requiring interventions. For example, if in a short period of time multiple employees resign, it is crucial to understand if there was a common reason driving the resignations and addressing it right away as a preventative measure.


Employee Life-Cycle in HR


An hr life-cycle assists HR personnel in ensuring that employees’ specific needs are acknowledged, and that specific actions are enacted with a final goal of employee engagement and talent retention.

However when conceptualising the employee life cycle in HR-specific objectives, we cannot omit the fact that the employee lifecycle management process is mutually beneficial. While it is true that businesses achieve increased productivity when retaining employees, you benefit as well from being part of a thriving organisation. You can get better compensation, better working conditions, as well as opportunities for upskilling and career development. 

The HR operations within the employee life-cycle help to determine each employee’s path within the organisation. The employee life cycle in HR-specific objectives would ensure that talent management is perfectly aligned with the company’s business goals, so as to ensure maximised benefits.

Employee Life-Cycle Management Insights

It can cost as much as 6-times more to hire from the outside than to build from within the organisation.

—Josh Bersin, analyst, author, and thought leader.

Improving Your Employee Life-Cycle Process Begins with Effective Pre & Onboarding

To conclude, the employee life-cycle process will be illustrative for how the company presents itself to the outside pool of candidates, how it welcomes new hires and inducts them into the organisation, as well as how employees are guided on their career path within the company. 

It is our credo at introdus that any successful employee life-cycle must debut with structured and effective Pre & Onboarding processes. Employees who had a negative onboarding experience are twice as likely to look for new opportunities in the near future, according to Digitate.

What you experience during pre & onboarding will influence how you connect to every other aspect of the employee life-cycle: 

Employee Life-Cycle Management

When utilising an employee life-cycle management process, businesses have the possibility of exploring the ways to positively impact your time within the organisation. This process begins by having a clear picture of the different stages of your journey, and the specific implementable actions that will result in positive outcomes. You deserve the best start to your employee journey.

Ensure strategic employee life-cycle management with efficient Pre & Onboarding tools.


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