Employee Life Cycle: opportunities to transmit culture

Pre-service (attachment)


  • Vacancy: New job is added; employee resigns or employee is dismissed
  • Job Analysis: job design/review, establishing qualifications, selecting source
  • Recruitment: Sourcing and advertising
  • Selection: Application, screening, interview, offer, acceptance
  • On-boarding: Policies, HR paperwork, receive corporate culture materials
  • Employee orientation: culture orientation, job shadowing, practice

Early service (engagement)


  • Benefits: Employee signs up for benefits and begins receiving EBT, perquisites
  • Contribution: Employee begins contributing in the real job
  • Coworker relations: Ongoing interactions with co-workers at all levels
  • Employee guidance: supervision, evaluation, engagement,

2-year mark is the greatest threat of turnover (retention)

Medium service (seasoning)

  • Experience building: training and development, re-licensing, credentialing, re-qualifying
  • Giving back: helping to train less seasoned coworkers

Long service (adaptation and flexibility)

  • Employee re-contributing: retraining, lateral transfers, promotions
  • Cutting back and giving back: part time and flexible assignments as employees “semi” retire but continue contributing and mentoring less seasoned coworkers

(c) Copyright BCSPublishing 2012

Contact the author with questions or comments.
Bookmark the permalink.

Comments are closed