Human resource management encompasses all the activities an organization uses to oversee its workforce. The primary objective is to manage employees in a way that aligns with the company’s strategic goals, addressing everything from hiring and training to compensation and safety. To handle these diverse responsibilities, HR functions are categorized into a lifecycle of distinct phases that provides a framework for managing the entire employee journey.
The Acquisition Phase
The initial phase of human resources management is acquisition, which involves all processes for sourcing and hiring new talent. It begins with strategic human resource planning, where managers collaborate with HR to forecast future workforce needs based on organizational goals. This step determines both the number of employees required and the specific skills they must possess.
Following the planning stage, a detailed job analysis is conducted. This analysis leads to a job description outlining the specific duties, responsibilities, and qualifications for a particular role. With a clear job description, the recruitment process can begin. Recruitment focuses on creating a pool of qualified applicants through various channels, such as online job boards, professional networking sites, employee referrals, and university partnerships.
Once a sufficient number of candidates have been sourced, the selection process commences. This involves narrowing the applicant pool to identify the best fit for the role and the organization. Common selection tools include:
- Application screening
- Preliminary phone interviews
- In-depth interviews
- Skills assessments to test a candidate’s practical abilities
Background checks and reference verifications are also conducted to ensure the information provided by the candidate is accurate. The acquisition phase concludes with the formal job offer and the placement of the new hire into their role.
The Development Phase
After an employee is brought into the organization, the focus shifts to the development phase. This stage is dedicated to enhancing the employee’s skills, knowledge, and overall performance. The process starts with orientation and onboarding, where new hires are introduced to the company’s culture, policies, and their specific job functions to help them acclimate to their new environment.
A central component of this phase is ongoing training and skill development. Organizations provide various learning opportunities, which can range from job-specific technical training to broader soft skills workshops in areas like communication or leadership. These programs ensure that employees not only perform their current jobs well but also stay updated with industry advancements and are prepared for future responsibilities.
Performance management is another function of the development phase. This involves regular performance appraisals where managers provide feedback to employees on their work, identify areas for improvement, and set future goals. These evaluations are developmental tools that help guide an employee’s professional growth. Effective performance management links directly to career planning, where the organization works with employees to map out potential career paths and identify opportunities for advancement.
The Maintenance Phase
The maintenance phase encompasses the activities required to manage and retain employees over the long term. This phase is concerned with creating a stable and positive work environment that encourages employees to remain with the organization. A primary component is the administration of compensation and benefits, which includes managing salary structures, processing payroll, and overseeing programs such as health insurance, retirement plans, and paid time off.
This phase also focuses on employee relations and motivation. HR works to foster a healthy corporate culture where employees feel valued and engaged. This can involve implementing recognition programs, facilitating open communication between management and staff, and resolving workplace conflicts.
Health and safety programs are also a part of the maintenance phase. Organizations are responsible for creating a safe working environment, which involves complying with government regulations, providing safety training, and implementing procedures to minimize workplace accidents. Finally, this phase manages employee separation, including resignations, exit interviews, retirements, and, when necessary, terminations.
The Interconnectivity of the HRM Phases
The three phases of human resources management—acquisition, development, and maintenance—are not isolated functions but are interconnected parts of a continuous cycle. The outputs and data from one phase directly influence the strategies and actions of the others, ensuring the overall HRM system is responsive and constantly improving.
For instance, information gathered during the maintenance phase can impact both acquisition and development. If exit interviews consistently reveal that employees are leaving due to a lack of growth opportunities, this feedback signals a problem in the development phase. In response, the organization might introduce new training programs or create clearer career advancement paths.
This same data also informs the acquisition phase. If the company learns that departing employees felt misled about the company culture, the recruitment team can adjust its messaging to be more transparent with candidates. Similarly, if performance appraisals show that new hires consistently lack a specific skill, the acquisition team can modify its selection criteria to screen for that competency more effectively.