Employer Brand

EMPLOYER BRAND

Origin of Employer Branding

Employer branding is not a new concept. It’s just that the term has gradually become popular and is now taken more seriously by the employer. Employer branding was first defined in  1996, in the journal brand management in December 1996 by Simon Barrow & Tim Ambler.

Definition

Simon Barrow & Tim Ambler defined employer branding as the “package of functional ,economic & psychological benefits provided by employment , and identified with employing company”.

However Employer brand is a term referred to describe the company’s reputation , publicity and popularity from a potential employer’s perspective & describe the values the company gives to its employees. Employer branding is the process of creating and maintaining your company’s Employer brand.

OR

Employer branding is the process of ;

·         *  Positioning or promoting an organization

·         *  To a desired group of talent/professionals

·         *  As an employer of choice

Why is an employer brand important ?

Employer branding helps to attract and retain good workers or else quality employees, who are very important to the success and growth of the organization or business. Most important reason for employer branding is it’s the business identity of the company or organization. It’s make the company unique or stand out of applicants  who seeks for jobs.

What are the benefits of employer branding ?

The organization’s reputation, values, & personality markets a good employer brand. By that the organization can work out against their competition. It has become an important topic in all over the world of recruitment  & talent acquisition, & following are the benefits,

·         *  Lower cost per hire

       One of the main benefits of employer branding is its effect on ultimate Cost Per Hire

·         *  Better Talent Pool

       The second main benefit of employer branding ,when filling vacancies talent pool will increased

·         *  Time to Hire

The organization will reduce the time to fill vacancies, When talent personnel improve the recruitment process.

·         *  Engaged Employees

       The organizational Employer brand will impact on potential candidate as well as current                       employees.

·         *  Lower Employee Turnover

When the employee are likely about their jobs & love their place of work, they will stay with you for more years & feel to more committed.

Will spend less on advertising, recruiting & training for new staff are the main benefits of low staff turn over.

Importance of brand reputation to employees

Business entities with huge employee branding have the ability to turn their employees in to very strength brand ambassadors. On the other hand they are more likely to improve employee loyalty , build a positive brand reputation , increased motivation level and secure right skills.

Employer Branding Frame Work

There are  10 different parts that make up employer branding in the organization and we like to refer to them altogether as an Employer Branding Frame work. Here are those 10 parts, along with a bit of context as to why the matter.

References

https://www.managementstudyguide.com/employer-branding.htm

https://www.talentlyft.com/en/resources/what-is-employer-branding

https://www.slideshare.net/AdwitiyaTiwari/employer-branding-characteristics

https://everyonesocial.com/blog/employer-branding/ (Jun 26 , 2018)

https://www.sixdegreesrecruitment.co.uk/what-are-the-benefits-of-employer-branding/

The Importance of the Talent Management for an Organization

The Importance of the Talent Management for an Organization

Any type of a person has a talent. But most of them are not using their talent in right manner. In business oriented organizations are likely to recruit talented employees to their business entities.

In today’s global business environment, talent management becomes one important source of competitive advantage that creates value for all companies. Hence, leaders in any organization work very hard to attract, hire, develop and retain talent. Because they believe that people are the only assets that innovate in any organization and innovation is the only path to sustain performance, therefore, managing talent will give some advantage to their company. Furthermore, managing talent must be continuously reviewed, so that the company can capitalize on its talented employees to grow, find the best fit, and expand into new markets. Therefore, talent management needs to be given great effort in every organization and its psychological outcomes need to be debated in order to optimize employee’s performance.

What is Talent Management;

Is the systematic process of identifying the vacant positions , hiring suitable person , developing the skills of the person to match the position & retaining him to achieve long term business objectives.

OR

Is a business entity’s or else organization’s commitment to retain , recruit, temporary assign & develop the talents and made superior employees at the market.

So, talent management is a useful term when it describe an organization’s commitment to hire, manage, develop & retain talented employees.

Talent management is important specially to HR department, because they always try to ensure that employees with right skills & qualities stay with the organization for a long time.

The process of the talent management is finding , developing, training, & keeping employees whose skills best align with the needs and objectives of the company. 

The goal of the talent management is to hire the best employees the business can afford so that the company reaches its maximum potential for success.

The main purpose of the talent management is to increase performance of the employees. However it is aimed at motivating , engaging & retaining employees to make their performance better. It means the talent management creates the high performance employees.

There are several models of talent management. They are acquisition, learning & development , organizational values & vision , performance management , career pathways and success planning.

Evaluation process of Talent Management

If an organization needs to enhance the talents of their employees they should follow up the steps as mentioned below.

·         Identification of the key talent of the employee

The HR dept. or recruiting team have to identify the special skills of their employees have, relevant to his/her job functions or else any other area of the organization.

·         Create & offer development opportunities.

After  identifying the areas, the employee needs to develop HR team or Dept. heads have to create development plans with individual employees by targeting their areas to be developed. As an example leadership qualities, communication skills, etc. However the opportunities that create by Dept. heads or HR team should include specific assignments, measurable & specific time period.

Thereafter the organizations have to offer their employees training programs, workshops ,leadership programs by themselves or local or international partners.

·         Measure the progress

Finally the organization have to measure the progress of their development plans by identifying the skilled employees.

Benefits of Talent Management

It creates the way for future leadership. It helps automate the core processes & helps capture data for making better decisions. It automates repetitive tasks like creating salaries thereby releasing time & resources for making strategies & more critical decisions.

References

2014 Mediterranean Center of Social and Educational Research.

https://www.digitalhrtech.com/what-is-talent-management/

https://businessjargons.com/talent-management.html

https://study.com/academy/lesson/what-is-talent-management-definition-process.html  (Sep 23,2017)

https://www.tutorialspoint.com/talent_management/talent_management_importance.htm