Example Reply:

Hello Class! My name is Jina. I have an Associates in Criminal Justice and currently enrolled to get my HR Management Certificate. I currently work full time in Human Resources and have been for the past couple of years. I am looking to expand my knowledge and become more of an asset for my company! I have three kids- 10, 5, and 3 and reside in NH!

The employee lifecycle is something, in my experience, a lot of employers are not great at from beginning to end. They may be great at one or two but fall short of implementing the entire process as well as evaluating their current process. I, myself, do not think there is one of the six stages that is more important than the other. They all work together in the process for a positive outcome of creating the employee experience. One company I had worked for was excellent about the Separation stage. We would conduct exit interviews to find out what was out of our control (ex. moving out of the state) or what was within our control (lack of rewards, recognition, non livable wages). We gathered the information from the exit interviews but did not use the information within our control to link back to the Retention stage to ease the high turnover. The company I am with now (roughly 250 employees, trucking industry) we are currently working on the employee experience (needs to complexly be rethought and implemented) so I am very excited this class falls in line with this project. This company is great at Development (we have trainings, mentors and send employees off to week long company paid programs), however, we are lacking at every other stage within this cycle. When we figure the cost of turnover is, on average, two times that employees annual salary, more emphasis has to be placed on the entire lifecycle. If we are successful at attraction and recruitment but are falling short with onboarding and development, it is going to result in poor retention and ultimately separation perhaps for reasons that could have been address and ultimately avoided. I would like to add that stay interviews are a wonderful tool to utilize as well to help with retention and even development.