Role of HR in Managing Employee Life Cycle in Oil India Ltd(Oil), An Upstream Public Sector Oil Company in India
In light of social and economic changes, the current workforce has undergone a major shift in values,
expectations, and tolerance. The employee of just 5 years ago is very different than the employee of today. This new breed –
the Emergent Employee - crosses all ages, races, genders, and geographies, and is revelation that is quickly changing the
way organizations attract, develop, manage, and retain top talent. To be successful, companies must understand and adapt to
the new, Emerging Workforce.
Just as the life of a human being in one’s lifetime goes through different stages of that of child, youth, adult, and old age, the
time that an employee spends in an organization can also be depicted in the different stages that an employee goes through
right from the day the employee joins, till the day he separates. How an employee behaves and contributes positively to the
organizational goals and vision depend on how he is treated in the organization at these different stages. The role that HR
managers need to play in this is to find out ways and means, of keeping the employee gainfully engaged at each stage of the
This paper is based on the principle of viewing and managing the HR function from an Employee Life Cycle (ELC) point of
view. Its an attempt to develop an organizational model that frames the employee-OIL relationship in Seven Chronological
Stages from pre-recruitment to post-separation focusing on Employee Life Cycle (ELC) of an Oil Indian. Employee life
cycle encompasses all the activities associated with the employee’s tenure in the organization from selection , recruitment ,
on boarding , development , learning and separation with the underlying philosophy of Hire, Inspire, Admire and Retire.
Index Terms- Hire, Inspire, Admire, Retire.