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What Are The 6 Stages Of The HR Life cycle? – A Complete Guide

  • human resources life cycle
  • 11 min read
  • May 9, 2024

HR Lifecycle

Employees are assets!

Handling the employee life cycle process is one of the mottos of the HR manager. Depending on the employee life cycle, the HR life cycle can be handled.

Understanding this HR cycle helps HR leaders support employees to reach their full potential and also helps companies manage the risk of losing staff. Creating an employee experience that keeps people around, successful, and happy should be a constant goal for your company.

Instead of only focusing on employee engagement or performance management cycle when things aren’t going well, the employee life cycle model sees various aspects as something that’s built into every employee’s journey in your company.

Changes, policies, or rules you make can affect this cycle. Ideally, you want to make a workplace where people stay as long as possible. But sometimes people leave for reasons you can’t control. So, as per the basic HR life cycle model or HR Lifecycle, we are describing the 6 different stages of the HR lifecycle here.

What Is The HR Life cycle?

What Is HR Lifecycle

The HR life cycle is like a loop of activities that HR teams do for employees, like hiring and training, which is closely connected to how a business runs and how it treats its employees.

The processes and things are changing though, especially with new technology such as HRMS software making some tasks easier.

In simpler terms, it’s important for HR teams to follow this cycle properly to make sure everything runs smoothly. There are different stages in the life of an employee at a company, from getting hired to leaving. Here are some stages:

  • Attraction
  • Recruitment
  • Onboarding
  • Development
  • Retention
  • Offboarding

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If you are one who wants to streamline business processes with a proper HR life cycle then Superworks is your One stop destination!

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What Is The Importance Of HR Life cycle Process?

Using the human resources life cycle model helps HR leaders and managers understand and improve how employees experience each stage of their time at the company.

Here’s how it helps:

  • It helps to attract top talent for the particular role of employee.
  • It makes hiring and welcoming new employees better, so they get roles that match their skills.
  • It guides new employees in their career growth with a proper program, ensuring they get the right training and support.
  • It boosts motivation and involvement by letting employees focus on what matters to them.
  • It lowers the chance of employees leaving by giving them a good experience in the company.
  • It makes the company look good by showing they care about their employees in many engagement ways.

6 Important Stages Of The Human Resource Cycle

6 Stages Of The Human Resource Cycle

A good employee management system makes sure that the most suitable people are in the right roles and get good experience. It’s a key part of the overall HR strategy and should be applied consistently.

There are 6 stages in the HR life cycle. Each stage is vital for the company’s success, so it’s important to understand them well to make sure they’re effective.

1. Candidate Attraction

Candidate Attraction

The candidate attraction phase of the HR life cycle is all about getting people interested in working for your company.

This includes:

  • Reviews of the company
  • Culture of the company
  • Experience of the employee’s Life
  • Employee engagement activities
  • Salary or pay scale regarding the role

How you talk about your company can make a big difference. So, it’s important to think about how you present your company to potential candidates.

First, figure out who you want to attract and then decide how to reach them.

For example, if you want a content writer for your company, then define the job role and responsibility for that. After that, consider platforms such as LinkedIn, and post the requirements with company perks and benefits with proper hashtags. Or you can use recruitment tools such as Super Recruit for a direct source pool of candidates.

In this phase, using smart marketing tactics can help, like targeting the right people and using different ways to reach them.

But remember, your employer’s brand isn’t just about posting job ads. It’s about creating a workplace that attracts the right people and makes them excited to work for you. So, be honest about what your company is really like. If you say you offer flexible hours, make sure you do!

To sum up:

  • Have a strong brand that appeals to the people you want to hire.
  • Think about how your company looks to potential employees.
  • Show off what makes the company a great place.

2. Recruitment Of Best Candidates

Recruitment Of Best Candidates

The HR life cycle starts by attracting and finding the best people to join the company. After finding too many desired candidates for the particular position. Whenever recruitment comes, it is about finding the right people for the job and giving them a good experience from start to finish.

Here are some tips to make recruitment work well:

1. Job Posting

Make sure your job ads are tailored to the kind of people you want to hire. Use keywords that appeal to everyone and avoid ones that might turn people away.

2. Application

Long, complicated applications can scare people off. Keep it simple and short.

3. Selection

Make sure you’re picking the right person fairly and quickly. Set clear criteria and try to remove any bias from the process.

By following these steps, you can find the right people for your team without wasting time or turning good candidates away.

3. Managing New Hires Through Onboarding

Managing New Hires Through Onboarding

Once someone gets hired, HR needs to make sure they understand what’s expected and get to know the company. They can use software to make the HR onboarding process smoother.

Onboarding is about getting new hires used to the company and their role. It’s important to give each person the right support so they know what to do and how to do it well. This support should continue as they settle into their job.

For example, they can use Welcome kit templates to set up onboarding for different roles and use employee onboarding tools to help new employees meet their team and learn about their jobs.

Making new employees feel welcome and supported by the HR manager helps them build relationships and feel like they belong.

– Before Coming:

  • Keep in touch and involve them in team stuff even before they start with mail.

  • Ask them what they need to know and provide relevant info as per their requirements.

– First day:

  • Make sure they have all the types of equipment and resources they need.

  • Welcome them with a note and some company gesture.

  • Introduce them to their team and explain what they’ll be doing.

– Check-ins:

  • Regularly check how they’re doing and if they need anything.

  • Plan feedback sessions in the starting base to see how they’re settling in.

  • Encourage managers to keep in touch with them too.

4. Employee Professional Development

Employee Professional Development

When someone starts a new job, it’s important to make a plan for their personal development.

Depending on their roles and job responsibilities, HR needs to help them This plan helps them grow in their career while also fitting in with what the company wants. It also gives managers a way to give feedback during regular reviews. This is one of the important phases of the employee life cycle in human resource management.

  • Check where they are lacking.

  • Ask them if they want some special training or not.

  • Provide weekly or weekend special seminars for the same.

5. Employee Retention Maintenance

Employee Retention Maintenance

Employee retention, which is keeping employees at your company, is a long process.

Keeping your employees happy not only helps your company run smoothly but also saves you time and money on hiring new people. Old and experienced employees know everything much better, and they actually benefit your company.

To do this, you need to pay attention to your whole workforce, not just one person. Regularly talking with your staff helps you manage their talents better. Here are some ways to maintain your employee retention.


The way people feel at work is influenced by the work culture of the company. A welcoming and inclusive culture makes employees want to stay.

Understanding Employees

To keep employees, it’s important to listen to their problems. Surveys can help, but talking with them directly is even better. This helps you find out what they like and what might make them leave.


Good technology at work makes employees happier and more likely to stay. Such employee self-service portals and communication platforms allow employees to work with other people as well. It helps them do their job better and feel connected to their coworkers.

6. Employee Offboarding

Employee Offboarding

When employees leave the company, it might seem like just another job to handle. But it’s also a chance to understand why they’re leaving and learn from it. You should also make the process smoother with their FNF settlement process and exit process.

The tools HR uses to help new employees start can also be used when employees leave. They can also talk to employees and look at data to see if there are any patterns in why people are leaving.

Top Tips For Employee Lifecycle Management By HR Management Software

Top Tips For Employee Lifecycle Management

Here are some tips to help you manage employees throughout their time at your company and maintain the employee life cycle as well as the HR life cycle.

Build a positive workplace culture: Create a supportive environment, and share it on social media to attract people who share your values.

Make your company look good: Show off what’s great about working at your company to attract top talent.

Plan to find new talent: Think about where and how you’ll find the right people for your company’s needs.

Use competency-based interviews: Structure interviews around the specific skills needed for the job role.

Get paperwork ready: Prepare everything they need before their first day to make the onboarding process smoother.

Keep employees engaged: Involve them in decisions, recognize their hard work, and give them chances to grow.

Use performance reviews: Reward employees based on how well they perform to keep them motivated.

Plan for when employees leave: Have strategies under HR lifecycle management for when people leave to make the transition smoother.

Get feedback from exit employees: Use exit interviews to learn from employees who leave and improve your company.

Wrapping Up,

Making sure the employee journey at your company is the best it can be is really important for the HR life cycle. It helps you find the best people and keeps them happy so they stay with you.

Now that you know about the HR life cycle and the employee life cycle, you can start using this knowledge at your job. Just remember, things might change along the way, but if you focus on what’s best for your employees, you’ll create a great workplace by using Superworks – HRMS software.

Try out these ideas now, and you’ll see how they make a big difference in your company. Or just contact us to know more.

Written By :

Alpesh Vaghasiya

The founder & CEO of Superworks, I'm on a mission to help small and medium-sized companies to grow to the next level of accomplishments. With a distinctive knowledge of authentic strategies and team-leading skills, my mission has always been to grow businesses digitally. The core mission of Superworks is Connecting people, Optimizing the process, Enhancing performance.

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