The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?  Resources Employee Life Cycle Impact on Engagement (2018, Feb 28).  Report details how moments that matter & employee value propositions impact worker engagement. PR Newswire. "Among the most critical components shaping (the organization's engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance." Bradison, P. (2019).  HR Matters: From recruiting to onboarding the importance of quality new hire work flows. Alaska Business Monthly, 35 (4), 83. This article describes how "employees from multiple generations are seeking employment with a consumer’s approach" when they consider more than the pay structure before applying for a position. Working in HRM Justin, T. C. (2018).  Addressing the top HR challenges in 2019. HR Strategy and Planning Excellence Essentials. This preview to the year in HRM in Canada considers these hot topics: "catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace." Sato, Y., Kobayashi, N., & Shirasaka, S. (2020).  An analysis of human resource management for knowledge workers: Using the three axes of target employee, lifecycle stage, and human resource flow. Review of Integrative Business and Economics Research, 9 (1), 140–156. This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers. Tyler, K. (2019).  10 steps to unlocking innovation at your organization. HRMagazine, 64 (1), 1. Innovation is a key component for the longevity of an organization and "HR can't expect to foster an innovative company culture if it does not have an innovative culture within its own function." This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal. Case Study Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017).  Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management , 15.​​​​​​​ This study gives a great example of how managers think about branding in higher education and how a.

1. The employee life cycle is a foundational framework for robust
and healthy employee experience and is a major contributor to
the success of the organization. It is also a powerful mechanism
that can, when well-designed and properly used, make a
company a workplace that employees want to be at every day of
the week and creativity and innovation show up even when
leaders are just hoping for it. Learners are asked to respond to
the following question for this last discussion in the course:
Which parts of the employment life cycle do you consider most
important and why?
Resources
Employee Life Cycle Impact on Engagement
(2018, Feb 28).
Report details how moments that matter & employee value
propositions impact worker engagement.
PR Newswire.
"Among the most critical components shaping (the
organization's engagement) ecosystem is the employee value
proposition, the tangible and intangible deal that organizations
provide in exchange for employee effort, commitment and
performance."

2. Bradison, P. (2019).
HR Matters: From recruiting to onboarding the importance of
quality new hire work flows.
Alaska Business Monthly,
35
(4), 83.
This article describes how "employees from multiple
generations are seeking employment with a consumer’s
approach" when they consider more than the pay structure
before applying for a position.
Working in HRM
Justin, T. C. (2018).
Addressing the top HR challenges in 2019.
HR Strategy and Planning Excellence Essentials.
This preview to the year in HRM in Canada considers these hot
topics: "catering to a multi-generational workforce, employee
engagement, increasing feedback, attracting and keeping the
right employees, and now marijuana in the workplace."
Sato, Y., Kobayashi, N., & Shirasaka, S. (2020).
An analysis of human resource management for knowledge

3. workers: Using the three axes of target employee, lifecycle
stage, and human resource flow.
Review of Integrative Business and Economics Research, 9
(1), 140–156.
This study considers human resource flow management and how
to foster that along with two other HRM initiatives with
knowledge workers.
Tyler, K. (2019).
10 steps to unlocking innovation at your organization.
HRMagazine, 64
(1), 1.
Innovation is a key component for the longevity of an
organization and "HR can't expect to foster an innovative
company culture if it does not have an innovative culture within
its own function." This resource is inspiring to help HR
professionals find a purpose for their efforts to improve all
steps in the employee life cycle and embrace the HR platforms
and tools that will help them towards this goal.
Case Study
Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017).
Management perceptions of a higher educational brand for the

4. attraction of talented academic staff.
SA Journal of Human Resource Management
, 15.
This study gives a great example of how managers think about
branding in higher education and how academic staff candidates
react to branding.