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Guidelines for creating PowerPoint presentations

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EOCs promote a positive company image based on demonstrating understanding of, ... Thirdly, the value proposition of the employer brand is also actively marketed ... – PowerPoint PPT presentation

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Title: Guidelines for creating PowerPoint presentations


1
Guidelines forcreating PowerPoint presentations
Employer of Choice and Employer Branding
  • Dave Doughty
  • Director of International HR Developments
    Nottingham Business School
  • 2008

2
Employer of Choice
  • EOCs promote a positive company image based on
    demonstrating understanding of, and due
    consideration to, employee needs
  • An EOC is an organisation that is able to meet
    growth and profitability goals because it
    attracts and retains the quality and quantity of
    employees it needs
  • Successful organisations offer a compelling
    reason for people not only to join but to stay
  • An EOC depends upon individuals perceptions

3
Employer of Choice
  • Employees Perceptions are reflected in how or
    what they
  • Feel think experience.
  • What do talented people want?
  • They want to be in employment where they
  • a) feel ..
  • b) are able to .
  • c) receive ..

4
Factors that promote a positive image?
  • Management leadership styles
  • Career opportunities
  • Company reputation and recognition in the
    community
  • Family friendly and work-life balance
  • Happy/exciting work environment
  • Employability/Training initiatives
  • Communication/Consultation with employees
  • Performance rewards
  • ?
  • ?

5
Employee Engagement
  • EOCs look for employee engagement - ensuring the
    skills and capabilities for employees to perform
    their jobs, as well as motivation, commitment and
    understanding
  • Employee engagement is a positive attitude held
    by employees towards the organisation and its
    values
  • EOCs need Managers of Choice and Employees of
    Choice who will actively promote the company as
    an EOC and help organisational brand building

6
Four strategic EOC optionsSHORT-TERM
LONG-TERM
  • Base pay
  • Yearly incentives
  • Health Insurance
  • Stock Options
  • Profit-sharing plans
  • Pension

Tangibles
  • Work-life benefits
  • Hiring Practices
  • New hire engagement
  • Work climate/culture
  • Supervisor behaviour
  • Trust in leaders
  • - Branham, L. (2005)

Intangibles
7
Employer Branding
  • A brand is essentially a sellers promise to
    consistently deliver a specific set of features,
    benefits, and services to the buyer (Kotter
    1997).
  • Employer Branding is applying traditional
    marketing principles to achieving the status of
    Employer of Choice..the process of placing an
    image of being a great place to work in the mind
    of the employee pool (Branham 2000)

8
Employer Branding
  • EB is the creation and communication of a
    specific image or message though which the EOC
    promotes and markets its unique qualities as an
    employer.
  • For the foreseeable future, current and
    potential employees are likely to want to work
    for ethical, successful and well-managed
    organisations. (Holbeche, p. 317)

9
CREATING THE EMPLOYER BRAND
  • -EB is
  • a targeted, long-term strategy to manage the
    awareness and perceptions of employees, potential
    employees and related stakeholders in relation
    to a particular firm.to drive recruitment,
    retention and productivity management efforts.

10
Methods of Recruitment
  • Employment Agencies (Government and Private)
  • Press Advertising Newspapers, Specialist
    Journals,
  • Other Advertising TV, Radio, Vacancy boards,
    leaflets, posters
  • Word of mouth
  • The Internet
  • Links with schools/colleges/universities
  • Head-hunters
  • University milk round
  • Open days, recruitment fairs, careers conventions
  • Speculative applications

11
CREATING THE EMPLOYER BRAND
  • Firstly, the value proposition must be
    identified and defined
  • - This comprises the information that summarises
    the organisations values, culture, leadership
    and management styles, qualities of current
    employees, and opportunities for potential
    employees (etc.) and is developed into a
    promotional tool that will be used to communicate
    the unique employment opportunities that a
    company can offer to potential employees.

12
CREATING THE EMPLOYER BRAND
  • Secondly, the value proposition is presented to
    the targeted potential employees, via recruiting
    agencies, head-hunters, web sites and carefully
    constructed advertising to specifically promote
    the companys image as an EOC.
  • Thirdly, the value proposition of the employer
    brand is also actively marketed internally to the
    existing workforce to demonstrate commitment to
    these values and the goals set by the
    organisation.
  • Implementation of this three phase process should
    contribute significantly toward changing external
    perception of a firm.

13
Best Company to Work for 2008 Sunday Times
March 2008
  • Companies rated on the following factors
  • -Leadership how employees feel about the head of
    the company and senior managers.
  • -Wellbeing how staff feel about stress, pressure
    and the balance between their work and home
    duties.
  • -My Manager peoples feelings towards their
    immediate boss.

14
  • -My Team peoples feelings about their immediate
    colleagues.
  • -Fair Deal how happy the workforce are with its
    pay and benefits.
  • -Giving Something Back how much companies are
    thought by their staff to put back into society
    and the local community.
  • -My Company feelings about the company people
    work for as opposed to the people they work with.
  • -Personal Growth whether staff feel challenged
    by their job, their skills are being used and if
    there is scope for advancement

15
Best Employers in Central Eastern Europe
  • As surveyed by Hewitt Associates(2007/8 Best
    Employers Study)
  • About 120,000 employees and 3,000 business
    leaders and HR Professionals from 591 companies
    working in 12 countries participated.
  • Like a love affair it can be both fragile and
    volatile. Employers who work at the courtship can
    make love last throughout the entire employee
    lifecycle-despite rapidly rising employee
    expectations and the fierce battle for talent

16
  • The secret of success is conscious talent
    management
  • Results from the survey show Best Employers with
    highly engaged teams succeed in achieving and
    exceeding business goals and attracting,retaining
    and motivating their key resource-talent
  • BUSINESS BENEFITS
  • -Attractive HR Brand
  • -Low level of turnover
  • -Effective practices of talent retention
  • -High performance workforce
  • -High level of client satisfaction
  • -Growth of Business results
  • -Stability in the period of change

17
  • Best Employers excel at
  • Making employees feel connected to the business.
  • -They communicate with employees about the
    organisations goals.
  • -They align people with the business through
    performance management and aggressive career
    development.
  • -They link pay with the performance of the
    individual and the organisation.
  • Employees of Best Employers
  • -express a high degree of trust and confidence in
    leadership.
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