Armstrong’s Model of the Employee Lifecycle
The employee lifecycle model consists of 6 stages: attraction, recruitment, onboarding, development, retention, and separation. Supporting employees at each stage boosts productivity, reduces turnover, and strengthens your employer brand, while separating on good terms can have a positive longer-term impact.
Technique Overview
Armstrong’s Model of the Employee Lifecycle Definition
The employee lifecycle model is an effective approach to talent management by viewing employees’ journeys through distinct stages. This helps focus on various aspects of the employee experience. Supporting employees at each stage boosts productivity, reduces turnover, cuts recruitment costs, and strengthens your employer brand (Bauer, 2019). To improve the employee experience, gather feedback and analyse HR metrics like turnover rates and career advancement. Use this data to create initiatives that enhance employee experience and improve organisational performance (Ulrich & Dulebohn, 2015).
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Business Evidence
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Business Application
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Professional Tools
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Further Reading
Armstrong’s Model of the Employee Lifecycle web and print resources *
Armstrong’s Model of the Employee Lifecycle references (4 of up to 20) *
- Armstrong, M. (2023). Armstrong's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management. 15th ed. Kogan Page.
- Armstrong, M. (2017). Armstrong's Handbook of Human Resource Management Practice (14th ed.). Kogan Page.
- Backhaus, K. and Tikoo, S., 2004. Conceptualizing and researching employer branding. Career development international, 9(5), pp.501-517.
- Bauer, T.N. and Erdogan, B., 2011. Organizational socialization: The effective onboarding of new employees.
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