Hello, this is a Creating Employee Experience question. If can please help answer. Thank you!

A)

Hi everyone! Welcome to the beginning of our 8-week journey together! My name is Malissia, I am a widowed mother of a now 20-year-old soon to be hopefully firefighter! I myself am 46 years old and have worked in some aspects of the HR department over the last many years. For the last almost 7 years I have done the workers compensation side of HR. Which is very interesting, and I absolutely love it. At my age, do I need to go back to school, not really, I am where I am in my career, I am very well established and happy, but I am doing this for me.

References:

Bartram, Finn (2024, December 27) The Employee Life Cycle in 2025: A Complete Guide, HR Strategy The Employee Life Cycle In 2025: A Complete Guide - People Managing People

With this week's reading we went over the six stages of the employment cycle. As someone who has ever been employed, we have all been in one of these stages at one time or another.

• Attraction: This speaks for itself, what makes someone want to come work for your company. What brings them in the door. For example, I worked for an airline early in my career, my "attraction" was the very little cost to fly anywhere I wanted to fly anytime I wanted.
• Recruitment: This how do you find the candidates, and interviewing. My favorite, and I have been called crazy for this. I love job fairs; I love getting out there and seeing the people. I am a people watcher. When you're with HR, you get to be part of the hiring process, and sometimes the end of the line after a long day for these people. You get to see how well they do under stress. I worked for a company who at job fairs, did fingerprinting and drug testing on site. My favorite place to set was the checkout table. By the time they got to me it was roughly 4 hours. But 4 hours is nothing compared to a full workday, but they didn't know who I was I was just the paperwork girl right. The one you dropped your paperwork off with and she just looked it over with to turn into HR, and then HR would give you a call with your hiring date. It is always important to treat the person even that very last one with the same gracious smile that you did the first one. I always laughed during their orientation class because when I walked back in and introduced myself as part of the HR team, and the round of I remember you come across the room, or you were at the job fair.
• Onboarding: Is important to get the new team members started off on the right foot. Make sure their workstations are set up; they have everything they need to get started. Nothing is worse than starting and it seems like no one knew someone was starting and the new person is sitting around twiddling their thumbs, or worse reading outdated material.
• Development: Growth within the workplace is important not only personally but professionally. I am always looking for training and growing opportunities.
• Retention: Looking after employees and recognizing them for the working they are doing while they are doing it. Don't wait until they are fed up and ready to leave to acknowledge their hard work.
• Separation: When employees leave a company take the time, to learn about their time at the company good and bad. Learn and grow from their experience.

1.) Remember to respond while being respectful of, and sensitive to, their viewpoints. Consider advancing the discussion in the following ways:

• Post an article, video, or visual to reinforce a peer's idea or challenge them to see their point from a different perspective.
• Consider asking a question or sharing your personal experience.

B)

Hi, m name is Jordan and I am currently enrolled in SNHU to build my current resume. I also plan to learn skills to hep me stand out in order to be the ideal HR candidate.

In my experience as an HR professional, I have seen firsthand how each stage of the employee life cycle influences the overall employee experience. One example that stands out is during the recruitment and onboarding stages when I worked at Kelly OCG. I was involved in sourcing and screening candidates for specialized roles. During recruitment, I found that timely communication and setting clear expectations had a major impact on how candidates perceived the organization. When applicants felt valued and informed throughout the process, they entered the company with a stronger sense of trust and engagement.

Following recruitment, onboarding played a critical role in shaping the employee's early experience. At Kelly OCG, new hires received structured training, team introductions, and access to resources that helped them adapt quickly. HR was intentional about making employees feel welcomed and connected to the company culture. This not only increased confidence in their ability to succeed in their roles but also contributed to stronger retention in the first year of employment.

This example shows how HR's interaction within just two stages of the employee life cyclerecruitment and onboardingcan directly influence employee satisfaction and long-term commitment. When these early stages are handled well, they lay the foundation for successful development, engagement, and retention.

2.) Remember to respond while being respectful of, and sensitive to, their viewpoints. Consider advancing the discussion in the following ways:

• Post an article, video, or visual to reinforce a peer's idea or challenge them to see their point from a different perspective.
• Consider asking a question or sharing your personal experience.