HR Jetpack Logo

Special Considerations: Voluntary

This is premium content

Register for HR Recertification Credit Subscription to gain access to this course.

The Employment Cycle

  • Format: Self-paced
  • Course Duration: 1 hr 45 mins
  • SHRM Professional Development Credits: 1.75
  • HRCI General Recertification Credits: 1.75
  • Certificate of Completion (after passing quiz)

The HR profession has expanded a great deal over the past few decades. It is no longer focused on a myriad of administrative duties or compliance related activities. Today’s HR is expected to know and understand the big picture including every facet of the human resources function. Learning the employment cycle is a perfect method to obtain a complete understanding of human resources in the workplace. Although it may seem overwhelming, this course will breakdown each phase in a simple, practical manner, highlighting challenges and best practices. Starting with Recruit and ending with Transition, the course provides an overview of each phase and digs deeper into the details so you, the HR professional, can recognize how best to support and guide the cycle for a successful employee/employer relationship.

HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.75 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit

This activity, has been approved for 1.75 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

Title: Special Considerations: Voluntary
Module: Transition
Duration: 3:11

Voluntary separation. We absolutely dread it when a high performing employee hands in a resignation letter. Our first question is usually, why? Followed by a second question, where are they going? There are a variety of reasons for employee attrition ranging from career development opportunities to relocation. According to experts, some of the top reasons during exit interviews include lack of advancement opportunities, work-life imbalance and poor management. Ever hear the statement, an employee leaves a manager, not a company? Your leaders have a major impact on employee engagement. Once the employee has handed in that resignation, nine times out of ten, you won’t be able to convince them to stay.

But voluntary separations aren’t always because of a poor manager/employee relationship or career development. Retirement is also a primary reason. At the time of this course recording, it was predicted that baby boomers would leave a huge talent gap as they retired from the workplace in droves…it didn’t happen but there has been a steady flow of retirements.

Now to answer our second question, where are they going? We have to be particularly mindful if the employee is leaving to join a competitor. In fact, due to legal considerations, I’ve had an employee leave the same day they gave their resignation. We don’t want to think our employee would share proprietary information with their new employer but it can happen.

A typical notice period is 2 weeks. I’ve also seen some employees give up to 4 weeks. Be mindful of their attitude. You want to pay attention to how the employee gives you the news. Are they concerned about finishing up or do they seem blasé about leaving? Based on your interactions, you can talk with the manager about making the departure announcement vs. leaving it up to the employee. Also, you and your manager may need to convey the importance of maintaining a calm, productive work environment so they understand that professional behavior is expected of them during the remainder of their time.

Also, encourage the manager to put in place a transition plan. The team should document the employee’s work knowledge and start learning their routine activities. When the final day approaches, be sure to conduct an exit interview. Although the employee may not divulge a great deal of information, it serves as a means to bring the relationship to closure.

Overall, it’s important to treat the employee with dignity and respect. Losing an employee is hard on you, your manager and their colleagues. However, you never know when your paths will cross again. You don’t want your employer brand to be weakened by a poor transition.

Instructor: Christina A. Danforth

Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...

Christina's Full Bio

SHRM Recertification

HR Jetpack® is an official SHRM Education Partner recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

HRCI Recertification

HR Jetpack® is recognized by HRCI as an approved provider to offer credit hours towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.

HR Training

HR Jetpack® provides online training and support to HR Professionals.

Contact us to find the most appropriate service for you. Our expert support will answer your questions and offer guidance.

The information provided on this site, and in all courses should be used as a guide. Always consult an attorney when making employment law decisions.

Be Informed

Sign up for important notifications like new courses, deals, etc.