You are a CEO/ Manager of a company. You manage people from different a department who do their job reasonably well; they do the work according to expectation – some better, others worse… and that’s all! You hire new people – they start with great enthusiasm but just when they have learned how to do the job, they get into work routine and their enthusiasm vanishes.
Is it because of the people or there is something else that is going on leading to personal commitment decrease?
Is there something wrong in the organizational culture which causes these consequences?
What can be done?
Often an essential component of organizational training and development, Employee Opinion surveys
picture of your organization's needs. These surveys can be used to solicit employee opinions on a
issues such as the company's success in communicating its mission to employees, or local issues such
quality of the working environment.
The results of this type of feedback process provide an understanding of how the employee perceives the organization along different dimensions.
Workforce View is an online tool designed to examine the attitudes and opinions of all employees in the company, related to the organizational life and the corporate culture
Workforce View questionnaire consists of 55 closed questions and 2 open questions, which examine basic beliefs and attitudes of the people in the company
Workforce View questionnaire is anonymous and the reports are generated automatically by the system
The received information provides the opportunity for various analyses and correlations which are brought out in the form of a report and recommendations
Estimated time for work is about 20-30 minutes
How smart brands measure awareness, recall, and improve their brand power.
Today, you’ll rarely find a company that’s the only one in its market.
There is a big competition even in the area of talent acquisition.
What can we do to attract talents?
How brand awareness can be used for retention?
A brand is the meaning behind your company's name, logo, symbols and slogans. Having a unique and
memorable brand helps you build brand awareness and create a long-term position in the marketplace.
Brand awareness is a measure of how well your brand is known within its target markets.
Although brands and branding are not new ideas, companies are applying them to more diverse settings where the role of branding is becoming increasingly important. Branding is “the process of developing an intended brand identity”.
Employer branding is a relatively new approach toward recruiting and retaining the best possible human talent within a recruiting environment that is becoming increasingly competitive.
It is a targeted, long term strategy to manage the awareness and perceptions of employees, potential employees, and related stakeholders with regards to a particular company. Employer branding has become a top priority for organizations in their quest to win the war for talent. The unprecedented demand for talent accompanied by a shrinking pool poses a challenge for organizations. Good branding attracts prospective candidates' attention and creates a desire to apply to the company.
By creating brand images, employers are struggling to differentiate themselves in both internal and external environment. 'Branding' is a term by itself which gives a taste of innovative and creative possessions. On the same lines, 'Employer Branding' is also very prominent in the Human Resource Management (HRM) field and acts as one of the communication magic tools for acquiring and retaining the talent in this fast changing technological era. The concept of 'employer branding communication' helps the companies to differentiate themselves from the other companies in the field.
An employer’s brand can determine whether an individual considers applying for, accepting, and keeping a job.
A weak employer brand can cost you job applicants: About 11 percent of job seekers said they would decline a job offer from an employer with a bad reputation – even if they were unemployed.
A strong employer reputation can woo passive candidates: 84 percent of survey participants would consider leaving their current company if another company with an excellent reputation offered them a job.
When evaluating employers, there are 3 things that matter most to Millennials 1) growth opportunities, 2) retirement benefits, and 3) work culture.
’Employer branding’ and specifically ‘employer attractiveness’ is defined as the envisioned
benefits that a potential employee sees in working for a specific organization.
'Employer Branding' has been one of the "hottest strategies in employment". It represents a company's efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer.
Companies with strong employer brands can potentially reduce the cost of employee acquisition,
improve employee relations, increase employee retention and even offer lower salaries for comparable
staff to firms with weaker employer brands.
Employer branding organizations have found that effective employer branding leads to competitive advantage helps employees internalize company values and assists in employee retention.
An employer brand can be used to help organisations compete effectively in the labour market and drive employee loyalty through effective recruitment, engagement and retention practices. All organisations have an employer brand, regardless of whether they have consciously sought to develop one. Their brand will be based on the way they are perceived as a ‘place to work’, for example by would-be recruits, current employees and those leaving the organisation. To be effective, the brand should not only be evident to candidates at the recruitment stage, but should inform the approach to people management in the organisation.
The aim of employer branding is to become an ‘employer of choice’, a place where people prefer to work. A powerful method of retention is simply to ensure that people feel they are valued.