Resilient Organizations
What is a Resilient Organization ? We often hear the term resilient organizations being mentioned in the press and business conversations. This term is used to indicate how organizations emerge from setbacks stronger as well as how they fight the global odds that contemporary businesses have to confront in the business landscape. Simply put, resilience […]
How to Use the Summary Section in LinkedIn and Describe Your Experiences
The summary section in Linkedin is little critical section. It is different than that of a resume summary. To quickly distinguish between the two, it can be explained that Resume summary is a professional gist of the profile, whereas a Linkedin summary is a blend of personal and professional front both. It is required to […]
Approach to Youth Entrepreneurship Policy Making
Youth is one of the prime and most important human resources of each and every nation. Providing growth opportunities, enabling and equipping the youth with skills required for acquiring professional qualifications as well as building entrepreneurial capabilities is one of the prime areas of focus of every country to harness the potential available. Building youth […]
Some Points to Consider About Executive Management Programs
In recent years, many business schools in China, Singapore, and India apart from other Asian countries have been offering one year or two year executive management programs. These programs are aimed at mid-career managers who wish to upgrade their managerial skills or who want to change careers midway. The main advantage of these executive management […]
Gestures and Body Language in Soft Skills
Soft skills refer to the way one conducts himself/herself at workplace. It is an individual’s behaviour which either makes or breaks him. Gestures and body language play a crucial role in soft skills. Gesture is a type of communication where the individual communicates without speaking, simply with the help of hand and body movements, facial […]
Imagine a situation where you have to sell jobs for your organization to individuals who have many lucrative job options in hand, what would you sell the job for or would you actually be able to attract the right talent towards a certain job! Every organization wants the best talent onboard, but how many of them actually succeed in the same? The question stares most of the organizations on their face today!
Businesses can no more afford to think only of existence, they need excellence for survival. When we look at what makes organizations great, is it the fixed assets, the plant and machinery, the technology? No, while all of these are important and contribute in their own way to an organizations success, there is more to it that makes great organizations great, it is the people!
Attracting, hiring and retaining people are the biggest challenges for the talent management of the day. For this to happen it is equally important to develop value propositions for jobs to attract talent sufficiently. Employee value proposition means creating a balance of rewards and recognition in return to an employee’s performance at workplace. It is a people centered approach that is directed to existing employees and integrated manpower planning strategies because it comes from existing employees themselves. It must be original, unique, compelling and strategically directed to a talent pool.
The biggest challenge to talent management is ensuring a supply of talent sufficient to match the estimated demand, especially when the demand is very hard to predict and when the supply of talent is not constant. Remember - the talent management of 1970’s that failed severely because of the demand supply match. In such a scenario it is the best to build an employer brand of the organization which can be achieved by developing an employee value proposition. The latter is also referred to as employer brand proposition.
Many workers including Tandehill (2006) have recommended organizations to build unique brands of themselves in the eyes of its prospective employees. This essentially means developing a statement of ’why the total work experience at their organization is superior to that at other organizations. The value proposition should outline the unique employee policies, programs, rewards and benefits programs that prove an organizations commitment to people and management development. In nutshell it should define an employee’s ‘why should I join this organization?’
The employee value proposition needs to be communicated in all hiring efforts of the organization. It may be reflected on the company’s website, job advertisements and letters extending employment opportunities.
Benefits of EVP - It is a known fact now that there is more to employee satisfaction than just remuneration (salary and benefits). Employee value proposition has been proven crucial to attracting, hiring and retaining the best talent in the industry. This goes a long way in helping prioritize the HR policies, creates a strong brand in the eyes of people, and helps in workforce engagement.
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