HR Life Cycle: Improve Your Employee Experiences


Human Resources Life Cycle (or HR life cycle) refers to the stages of your employment in a particular organisation. It  also refers to the relevant roles the HR personnel plays in each of the hr life stages.

A successful and long term HR life cycle starts with an effective HR onboarding. Pre & Onboarding processes offer an imprinting window for employees, providing the perfect opportunities for creating a first impression that stays with you for the duration of your career within a particular company.

An employee onboarding software, such as introdus, can ease your journey into your new company, fostering your excitement when starting and calming any doubts, stress or anxiety by providing you with a clear and structured journey timeline, possibilities to make your opinions heard, and opportunities for establishing a meaningful connection.

This article will discuss the importance of HR life cycle management (hrm life cycle) ensuring engagement and employee satisfaction at various stages in the employee life cycle. You can also access supplementary resources on the value of positive onboarding experiences in our Blog HR.

HR Life Cycle Insights

Through the HR life cycle, HR can push for creating an environment where you feel like your efforts and contributions are appreciated, making you perceive an overall psychological safety.

Human Resources Life Cycle: Key to Engagement

In a highly competitive fight for talent attraction, the cost of losing highly skilled employees becomes substantially higher. When using an HR life cycle, effective people managers will make the difference between retaining employees and losing them.

Thus, HR has a central role in the task of creating an employee journey that’s both rewarding and that maintains high engagement and productivity levels. This means that regardless if the company’s economy fluctuates, business driven HR will ensure that employees generate value to their corporations.

The ROI of HR Activities

No matter if the economy goes up or down in the company, business driven HR will never go out of style, because it is a way to ensure that we generate value to our corporation.

—Gitte Mandrup, Business-Driven HR

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Keeping new employees engaged is critical to ensuring a productive long-term employment relationship and lower costs associated with employee turnover. However, globally, only 20% of employees declare themselves as being engaged at work, according to data published by Gallup. 71% more American employees are disengaged in 2021 than in 2020, according to the Achievers Workforce Institute.

Engagement and talent retention are extremely important for any company, as the longer the employee lifecycle, the more productive and valuable the employee is as an asset to the organisation. Recognising an employee’s accomplishments is key for companies for demonstrating how much they value their employee’s commitment to the company.


Employee Life Cycle in HR Practice


The term employee life cycle refers to an employee’s journey with the company, from the moment of applying for a job position through employment and the termination process. Thus, this employee journey is composed of multiple stages with specific elements and objectives.

As you pass through the various phases of your employee life cycle, in HR practice, different activities and techniques are devised with the overall objective of retaining your talent and skills within the organisation.

Strong employee life cycle HR management processes at your company are key to attracting and retaining top talent and differentiating your company from the competition.

In order to better understand how HR professionals manage your total employee experience at the company, we will differentiate between the main stages of the employee life cycle in HR.


The 5 Main Stages of the Human Resource Life Cycle


A well designed, executed and managed life cycle of HR can ensure that the right employees are in the right roles, that they feel engaged with the company, satisfied with their work and well-performing. All 5 stages of the Human Resource Life Cycle play an important role in the overall employee experience.

Thus, attention has to be paid to each and every one of the 5 stages of the human resource life cycle.  As such, we have highlighted below the five core hr life cycle stages, with key data illustrating why each stage is important for the overall employee experience.

Stage 1: Talent Attraction & Recruitment


Nearly 7 in 10 (69%) of companies have reported talent shortages and difficulty hiring – a 15-year high, according to a ManpowerGroup survey carried across all industry sectors in 42 countries and territories.

So, given that it is becoming more and more difficult to hire the right employee for the job, talent attraction is a key element in any HR life cycle journey.

Talent retention starts with how the company presents itself in its official communication and through the job postings and interactions between potential candidates and talent acquisition professionals.

The recruitment phase starts at the moment the candidate submits a job application, and if it is successful, it concludes with an employment offer and a signed employment contract.

Recruitment is crucial for setting the right stage for the employment, and it is really important for the future employee to grasp as well as possible the details and requirements of the job in order to have a running start at the job.

Stage 2: Pre & Onboarding Processes


The Pre and Onboarding stages of an employee cycle can be many times a make-or-break moment in the nature and future possibilities of the employer-employee relationship.

A survey carried out in 2021 by introdus, found that 58% of employees are more likely to stay for more than three years in a job if they have experienced a good Pre & Onboarding process. Moreover, the study also found that for the overwhelming majority of surveyed employees – 90% of them – it only takes 6 months of being on the job in order to decide whether to stay or not with the new employer.

So, we can safely conclude that the Pre & onboarding stages of the employee life cycle lay the foundation for the future relationship. These processes should have both a formal and an informal dimension – the focus is not exclusively on gaining productivity, but also ensuring a human connection with the team, and gaining an understanding of the company culture and values.

If onboarding has been effectively implemented, you will feel like you have undergone a smooth transition, that you have been supported along the way and that your needs and expectations have been properly accommodated. Effective onboarding will lay the foundation for employee engagement.

HR Life Cycle Insights

58% of employees are more likely to stay for more than three years in a job if they have experienced a good Pre & Onboarding process.

—According to ‘Your Pre & Onboarding Buddy’ eBook.

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Stage 3: Development and Training


There are multiple reasons why talent development and training is beneficial for both the beneficiary employee, as well as the overall organisation. Upskilling makes the employee both motivated and encouraged to possibly move up the career ladder within the same organisation. Many employees expect their employers to provide training and development opportunities: only 52% of employees think their employer provides the right amount of training, according to  a study published by Survey Monkey.

At the same time, better skilled individuals are more productive and bring a more valuable contribution to the organisation.


Stage 4: Engagement, Retention and Recognition


Engagement efforts are not only linked to the post-onboarding phases of the employee experience journey. When the companies make an effort to engage you from the moment of signing the contract, you will become faster and deeper connected to the organisation and its mission.

It is generally accepted that engaged employees are more productive and likely to have a longer employee cycle within the same organisation. Yet, globally, only 20% of employees declare themselves as being engaged at work, according to Gallup.

Additionally, 66% of employees would be more engaged at work if employers improved company culture according to the Achievers Workforce Institute’s 2021 study focusing on the US market.

Through the retention and recognition employee lifecycle phase, the organisation focuses on further building and developing the employee’s commitment to their role, team and the overall organisation.

Stage 5: Termination – Offboarding


Offboarding is the final stage of the employee lifecycle, regardless of the reasoning behind the termination – voluntary (quitting, retiring) or involuntary (being laid off). Simply because the employee life cycle has arrived at its very end, it does not mean that the employer should be hostile towards the employee.

On the contrary, when the departure is positive for both parts involved, it can provide benefits for both parts: a network for the employee and valuable feedback to the employer are just some of the examples.


In conclusion, the HR life cycle framework has evolved into becoming a strategic tool for any organisation’s management of human capital.

Each stage of the employee lifecycle management has specific significance as it can engage employees and keep them in the job for longer term, which in turn increases their value for the company.

When your company invests in software that can enhance your employee experience from the very first stages of the HR life cycle, you will feel engaged as soon as you sign your contract.

Introdus will allow access to key documents, the ability to send any required documentation as well as collaboration and communication flows in both the Pre & Onboarding stages of your new employee journey. And all these features are in one place ensuring a straightforward process.

Improve your HR Life Cycle experiences with efficient Pre & Onboarding tools.


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