Employer Brand - Free Essay Example

Sample details Pages: 8 Words: 2378 Downloads: 5 Date added: 2017/06/26 Category Finance Essay Type Cause and effect essay Did you like this example? Employer Branding Question: Comment on the following statement; Developing and Managing the Employer Brand (EB) is now too important to be left in the hands of the HR department and should become incorporated into all aspects of corporate strategy. Summary: It is a well established fact that people, or more precisely good people, are the vital for the success of an organization. The key challenge is how to attract, select and retain good people on your side. The emerging areas of HR managements such as talent management, employee engagement and employer branding provides the solutions for such questions. All these areas of HR management very much interlinked with one- another, and often go hand on hand ,but in this essay, we will focus on the importance of employer branding and its impact on the overall performance of the organization. This will also discuss kind of benefits an organization can sought after including this in its corporate strategy. Don’t waste time! Our writers will create an original "Employer Brand" essay for you Create order Introduction: Ever wondered why Google is getting more than 1000 000 job applications each year despite the fact that about 99.5% of those are going to be rejected? The answer to this; may be people might perceive it as the best place to work or one of the best employer in the world. This perception may be developed due to the expected benefits that a future employee might strive for after joining the organization. Such outstanding perception is hard to create and even harder to maintain. Firms always develop strategies for future products and potential customers but they never realize that same principals applies on them as well when it comes on selecting people who can make big difference for them. In a survey Chief Executive Magazine in 2001, 47 percent of CEOs of the companies surveyed believed that the greatest challenge in the new economy is finding and retaining good people. In order to remain competitive, one needs to acquire the capable people, which will determine whether or not you will be successful as an organization. Recruitment of staff is a risky aspect and therefore much research and planning is required (Kaliprasad2006). The right people will not simply come to firm itself, but the firm has to make effort to make them believe that it is the best place to work. Although it is an integral part of any organization, Human Recourse (HR) Management is often given less respect and admiration in the boardroom when compared to other functional units of business such as Finance, Accounting and Marketing (The Economist). But now its the right time for organizations to start looking at the core concepts of HR management with a new and fresh approach. Defining Employer Branding It would be a big slip if anyone assume Employer Branding just a value adding effort made by marketing activities similar to consumer product branding. It is deeper than that. It could be better figure out by looking at the following viewpoints; In its report, Charted Institute of Personnel Development says, Employer Brand is a set of attributes and qualities often intangible- that makes an organization distinctive and promises a particular kind of employment experience Further, according to Backhaus and Tikoo, Employer brand represents the array of economic, functional and psychological benefits that an employee might receive as a result of joining an organization. Just as product brands convey an image to customers, an employer brand conveys an organizational image to potential and current employees. In that regard, the employer brand presents a value proposition about what people might receive as a result of working for a particular employer (Backhaus and Tikoo, 2004) At the same time it is important to note that, it should not be confused with mere promotional activities of an organization which only aims to attract the potential employee. As Andy Dolby, managing director of Barkers Resourcing says; Far too often, employer branding gets confused with consistent recruitment identity. Some companies think that if they say theyre forward-thinking and progressive, and produce images matching that description, thats employer branding. But employer branding has to be consistent with the employee experience. Employer brand has also been defined as the companys image as seen through the eyes of its associates and potential hires, and is intimately linked to the employment experience of what it is like to work at a company, including tangibles such as salary and intangibles such as company culture and values (Ruch, 2002) Therefore, from the viewpoints of these scholars we can derive that employer branding is not just a process, but a ongoing practice which helps to define corporate culture, cultivate its values and strategically deliver an organizations message with a mission to attract, retain, motivate and focus people (talented people) for the economical as well as psychological benefits of the stakeholders of the organization. Benefits of Good Employer Brand A good brand in business is the most valuable asset for an organization. A brand is nothing but a promise or an assurance from the organization, which it has been delivered historically and is committed to deliver in future as well. If an organization manage to create an iconic brand as an employer, the outcomes can be highly desirable. Simon Hepburn (2005) recognizes that being a good employer is not enough abut you must perceived to be a good employer. The main advantages that firms can which enjoys as a reputations of being a good employer brand can be summarize as follows: 1. Good employer brand can make recruitment process more efficient by allowing organization to attract and select the best talent available. 2. It can also affect the behavior of the existing employees by making them feel proud, motivated and more focused towards organizational objectives. 3. By attracting and retaining most talented people, organization can gain competitive advantage over its competitor. 4. A positive reputation as an employer allow organization to deal rough times an it instill trust that organization will survive through difficult situation. 5. An organizations perception as a good employer also affects its perception of its products or services in the market. Therefore Simon (2005) suggests managing employer reputation (Brand) should be a business priority it should strive to remain ahead of the rest. US marketing academics Miles and Mangold (2004, 2005) have developed a model of what they have called Employee Branding. This model shows how all integral parts of organizations corporate strategy, such as its mission ,values , objectives, source and mode of communications affects and shapes employees behavior and brings out desirable outcomes. The employee branding process (Miles and Mangold, 2005) The definition they apply to employee branding is the process by which employees internalize the desired brand image and are motivated to project the image to customers and other organizational constituents (2005, p. 535). According to Miles and Mangold (2005), the brand image has to be conveyed through a range of internal and external, formal and informal communications media to shape employees understanding and psychological contracts. Most of the usual qualifications apply concerning the nature of communications, including the coherence and credibility of the message and medium, and the need for leaders and managers to act as they say in reinforcing the message. The qualifications fit well with our strategic narrative approach. The resulting employer brand image will lead, to a range of favorable outcomes, including positive organizational reputations, customer loyalty and satisfaction, positive brand and organizational positioning, employee satisfaction and turnover. Developing and Managing Employer Branding In a way Employer brand can also be seen as the reputation of the corporate. According to Balmer and Geyser (2003), managing corporate reputations is becoming an increasingly important strategic issue for organizations. Reputations and brands are also becoming more and more important. Further, there is emerging empirical proof of a strong link between corporate reputations, brands and financial performance (Roberts and Dowling 2002). Much of the literature and practice in this field is from marketing, branding and communications, with the HR function and HR academics relatively silent on these issues until recently (Boxall and Purcell 2008). However, its important to note role of the HR function and people management in creating and maintaining these valuable assets. HR can contribute significantly to corporate reputations and branding by influencing the lived experience of employees, levels of engagement, and through these, organizational identity, governance and leadership (Graeme Martin 2009). When such information will be available outside for talented people who are looking for work, it will definitely make an impression. Such HR policies act as a magnet to attract very few talented people. Theses increase the engagement of the existing employees, hence, increases rate of retention. It should be noted that the success of employer branding depends on creating a realistic analysis of the external and internal brand propositions, only them aligning them if there is a broad agreement between the two through core employee value propositions (Barrow and Mosely 2005). It is argued that marketing department is better for developing and managing employer brand and vice-versa. For instance, Chris Wood, chief executive of strategic branding consultancy Corporate Edge, says:There is no role for marketers in internal marketing because it is about people, so should be handled by HR. He concedes that marketing involvement may be justified for service brands, (Jane Simms.2003).Conversely, David Hail, managing director of internal marketing agency Serac Communications, believes that where internal marketing sits is less important than making sure it is done properly. At the moment it tends to fall within HRs remit, but he questions whether HR is best-placed to drive it. Few HR professionals are trained in marketing or communications, and many employer branding programmers fail because the message is not compelling or personal enough or because they are underfunded and resourced. (Jane Simms.2003) Since both marketing and people management aspects of employer branding appears to be essential, Hail suggest the best solution is to take a joint marketing/HR approach. Whats required is a real step-change to ensure employees are aligned behind the brand positioning and promise, and to have the systems and processes in place to do that. In an ideal world that means marketing should drive it, with strong support and involvement from HR. (Jane Simms.2003) Drawbacks of Poor Employer Brand As a poor employer brand, a firm would not be able to attract talented people is likely to limit access to the best staff that it could have been if it has a stronger employer brand. Moreover, it could also affect the performance of the existing employees by limiting their motivation level and hence, decreasing engagement with their area of work. However, as consequences of this a firm is more likely to hire people who are not much talented or people who do not posses enough passion or enthusiasm for their jobs. This could lead to the firm into new situation. For instance, according to Teds Jon Holden1, if poor branding results in recruiting the wrong talent, it can be costly. By the time firm realize that it has hired the wrong person, it can be significant perhaps as much as two times the persons annual salary. It also creates a negative environment in the organization which can further affect the performance of others as well. But most companies dont measure that how many measur e quality of hire? (Daniel Allen 2008) Criticism of Employer Branding Its not that everyone believe in employer branding as the others do. There are also some alternative viewpoints about the concept of employer branding which should be acknowledged. For instance Simon Russell2, director of consulting for Work Communications argue that branding is often associated with sleight of hand, spin and creative sophistry. Like reputation, brand is anamorphous concept that many employers are beginning to shy away from. Instead, they are focusing on employee value proposition (EVP), which, Russell says, poses one simple question: Why should the people we want to employ want to work with us? He further adds few companies take the trouble to differentiate their offer from that of the competition. However, those that do give themselves a big advantage. An EVP offers the scope to demonstrate and substantiate their difference at every stage of the recruitment and employment cycle. (Daniel Allen 2008) Conclusion From this discussion we can derive that despite of slight criticism, the concept of employer branding does hold good for the both employees(current and future) and the organization. As the demographic studies shows that there will be a shortage of talented people in near future, therefore, firms should adopt a comprehensive employer branding strategy, which will help them to attract, recruit, and engage good (talented) people. The adopted strategy should be implemented sincerely, under the close guidelines of Strategic Human Resources Department. This practice will enable firms to gain competitive advantage over its competitors and ensure success of the business in future. References: Ambler, T. Barrow, S. 1996. The employer brand. Journal of Brand Management, 4, 185-206. Backhaus, K. Tikoo, S. 2004 Balmer, J.T., and S.A. Greyser. 2003. Revealing the corporation: Perspectives on identity, image, reputation, corporate branding and corporate-level marketing. London: Routledge Barrow, S., and R. Mosely. 2005. The employer brand : Bringing the best of brand management to people at work. London:Wiley. Boxall, P. And J. Purcell. 2008. Strategy and human resource management. 2nd edn. Basingstoke, Hants:Palgrave Macmillan. Graeme Martin 2009. Driving corporate reputations from the inside: A strategic role and strategic dilemmas for HR? Asia Pacific Journal of Human 220 Resources 2009 47(2) Jane Simms.2003 HR or marketing: Who gets staff on side? Jul 24, 2003. pg. 23 Marttin,g and Hetric,S. Corporate Reputation, Branding and People Management 2006 Miles, S. J. and Mangold, W. G. (2004) A conceptualization of the employee branding process, Journal of Relationship Marketing, 3 (2/3), 65-87. Miles, S. J. and Mangold, W. G. (2005) Positioning Southwest Airlinesthrough employee branding, Business Horizons, 48, 535-545. Minnesh Kaliprasad Cost Engineering Vol. 48/No. 6 JUNE 2006 Personnel Today; Jul 18, 2006; ABI/INFORM Global pg. 19 HRs unique selling point Roberts, P.W., and G.R. Dowling. 2002. Corporate reputation and sustained superior financial performance. Strategic Management Journal 23: 1077-93. Simon Hepburn, 2005. Creating a winning employer reputation Strategic HR Review pg 20-21 Ruch, W. (2002) Employer brand evolution: a guide to building loyalty in your organization. https://www.versantsolutions.com 1Teds Jon Holden Brand Aid PM Guide to Recruitment Process Outsourcing pg 13 Nov 2008 2 Simon Russell Brand Aid PM Guide to Recruitment Process Outsourcing pg 13 Nov 2008

How Does The Environment Play A Role - 1236 Words

How does the environment play a role in learning? Something’s you will need to know about learning and the environment are; Ways of Learning now and Learning 20 years ago, Research done on learning and disorders, Distractions and learning tools in the environment, and Types of learning at different ages. These topics will make you want to dig deeper into your brain to find out how the environment plays a role in your learning. I have conducted a little visual research myself by looking at my children’s schools now versus what I had in my school twenty years ago. Today my children go to public schools just like myself one is in Pre-K and my oldest is in second grade. Both of their school has lots of technology to teach them how to read,†¦show more content†¦In twenty years from no technology will bigger and better and it will continue to get better. There are also some cons of technology and how kids today learn versus 20 years ago. One is everything is hands of f, like writing a paper in word it will make corrections for you. Twenty years ago we had to write papers on note book paper and someone had to proof read it with a red pen. More and more classes are being conducted online or on computers because it is easier and more time efficient to buy computers to replace the teachers in the class. John Hopkins School of education stated this â€Å"Schools today care more about uniformity versus diversity.† (Guild, n.d.). This is one of the truest statements I have seen about learning today. Today’s learning styles are simplistic and an easy way to learn. Felder and Solomon defined learning styles in detail characterizing them into groups such as active versus reflective learners, sensing versus intuitive learners , visual versus verbal learners, and sequential versus global learners (Felder Soloman, n.d.). Earlier years using the technology we had there were more active and verbal learners, now we have more reflective and visual . The worlds United States birth rates today for teenagers is very low in 2010 it was the lowest of any year since 1946 (Hamilton, Ventura, 2012). With the birth rates being low for teenage women what cause the amount of disabilities’ to grow rapidly since the early 1990’s. In 1991

Honor Killing Free Essays

I believe that the murder of Desdemona was an honor killing. Othello thought that Desdemona brought him dishonor and gave him a bad reputation. While Othello was manipulated into murdering Desdemona, he was the one that had the physical choice. We will write a custom essay sample on Honor Killing or any similar topic only for you Order Now Iago constantly agreed with Othello, saying that Othello should kill Desdemona. This influenced Othello’s decision, but it was ultimately Othello that chose why he should or shouldn’t kill Desdemona. His choice was based off of his own reputation. He loved Desdemona, but after one rumor he decided to murder her because of what others would think. He believes â€Å"she must die, else she’ll betray more men† [V, ii, 6] and he later admits that he is â€Å"almost persuade[d] justice to break her sword† [V, ii, 16-17]. He tells Desdemona to â€Å"think on [her] sins†, trying to get her to realize that he would kill her for having an affair [V, ii, 43]. When he thought to kill Cassio, however, he was seeking revenge. He asked Iago, â€Å"how shall I murder him† [IV, i, 136]. It is more contemplated and decided than Desdemona. The contrasts between his thoughts on the two were considerable. Othello’s immediate thought about Cassio was â€Å"kill him† but he was more torn up about Desdemona. When explaining why he killed her to Emilia, he said â€Å"she turn’d to folly, and she was a whore† [V, iii, 146]. He didn’t care to listen to Desdemona. Othello killed her because he thought there was no other way to repair his reputation. He couldn’t live with the shame of an unfaithful wife. It was his honor versus his love, and he chose honor. This turns out to be the main theme of the story. If reputation were not a factor, Desdemona would not be dead. In the end of Othello, reputation trumps all else. Othello killed Desdemona out of shame, making the murder an honor killing. How to cite Honor Killing, Papers

Enhancing Leadership Quality

Question: What is your definition of leadership now? What have you learned about leadership through this subject that is of benefit to you and/or your organisation? What implications do your studies of leadership have for you in the future? What more do you need to learn or do? How will you develop your own leadership knowledge and skills? Answer: My earlier view about leadership was that it is a quality of a person who exercises his authority on the particular organisation. But now my definition of leadership has changed and it has acquired a new dimension after the lessons learned on leadership throughout my semester lectures. Now I would define leadership as the process of influencing the function of an organized group for the attainment of goals and objectives of the organization. I learned this new definition during my lectures and I got to know that leadership is the ability to instil confidence among people and inspire them to achieve a set of vision and goals. It is the interaction between leaders and followers during different situations. A reciprocal relationship exists between particular institutions, leaders, cultural values and interpretive skills of leaders. The leader is the person actively involved in the well-being of the business. They should not have an authoritarian attitude just trying to force and command employees into certain activities; rather they should positively influence them so that not they do not feel themselves to be worthless (Goetsch Davis, 2014). After my course on leadership, i got many perspectives of leadership. I feel that this lessons will extremely beneficial for the organization where I will work and for me too. It is a process but not the individual or position that creates a leadership relation. It is a kind of social interaction between groups in response to diverse situations. From the week one lessons, I learnt that leadership behaviour is dependent on several factors. I got the idea that potential of a leader was understood by legitimacy. It is a power dynamic in which interpretation is based on a perception of employees and organisation. Secondly, the outcome of any project is dependent on the intention of the leader. I realised that it was critical to have the connection between events and leadership activities. The outcome is driven by the response of the head (Schoemaker et al., 2013). A leader is the most responsible member of a business entity who is required to take the initiative first in any actions. The re is a lot of expectation from leaders and people expect them to deliver good performance based on their independent judgement and discretion. I also learned that leaders should have moral values too. Many decisions are taken by them considering moral values of society which is outside the norms and rules of the business firm. So I learnt that moral dimension in leadership was crucial too. A lot of things are dependent on leaders behaviour also. They should have a character and personality to motivate and influence others through a change in perceptions (Bartenschlag, 2013). In one of my lecture I learned about different skills possessed by great leaders. Seeing the example of great leaders in the past like Alexander the Great, Napoleon, etc., my lecturer gave us idea about actual traits of a leader. The general characteristics associated with a leader are honesty, self-confidence, cognitive skills, achievement, ambitions, tenacity, energy and motivation. All these combined factors propel the organisation forward to achieve top position (Northouse, 2014). I also got to know that leadership is of three types-relational, non-hierarchical and situational. In non-hierarchical leadership, the organization has leaders at all levels not just at the top position of Company. I came to know that relation leadership lays more stress on a social relationship which needs a lot of efforts. Situational leaders work on handling situations and they take hard choices and adapt to those changes. A leader needs to get involved and so they should have participative nature. T hey set high standard challenging goals for the improvement of organisation and self-improvement. I also came to know about leader member Exchange theory. According to this theory, views and thoughts are exchanged between leader and employee related to low quality data like fulfilling contractual relationship and high quality involvement like mentoring, empowerment through performance and sponsorship (Hackman Johnson, 2013). The course on leadership also gave me valuable information on the historical perspective of leadership. I realised that leadership is not a new concept it came into being from time immemorial. There is saying that some people are born to be leaders'. One suitable example of this saying was Napoleon, who transformed the history with his leadership skills. It is known as hero king theory and according to it, the ablest leader is one who is justifiable, noblest man and has supreme qualities to lead. I came to know about the philosopher king, Platos view on leadership. He felt that leader is the most important part of good government who has skills to rule with order and reason. They used their intellect and wisdom in the right direction (Ciulla, 2013). According to Bass, with the evolution of civilisation, leadership is influenced by mythology, religion, culture, various literature, media, education, keen observation and role models in the society. So Bass summarised leadership as the e ffect of personality, behaviour and exercise of influence. According to him, it is a differentiated position with the combination of useful elements and the art of inducing compliance (Van Wart, 2014). The study on leadership enhanced my knowledge about the subject and it will help me a lot in my future endeavours and progress in career. Now if I get the opportunity to become a leader of any Company, then I am confident that I will perform my responsibility efficiently. I feel so because the course on leadership helped me learn all the nuance of the subject and what people expects from leaders (Piccolo Buengeler, 2013). All the lectures will have moral implications for my future. Leadership is more or less related to management. In one of my lessons, I learnt about Fayol's view of management. It had four element-planning, organising, directing and controlling (Shafritz et al., 2015).When I reach this position, I will try to fit my activities according to all these four elements. I think I will also benefit a lot from geese lessons. It was a very fascinating to see how my lecture compared the different flying style of geese to explain us leadership skills. For example, when the flo ck of geese fly in "V" formation; it gives the whole flock power of 71% greater flying range than a bird flying alone. The lesson from this was that when group members have common direction and sense of unity, such organization will move ahead quickly everyone is moving on the thrust of another member. Such leadership character is necessary for leading a team. So, on the whole, the lessons made me aware of leadership values, code of ethics and challenges faced in the job. It will help me to shape the value of the organization (Lautier, 2014). I can develop my knowledge and skill by bringing into practical applications all my lessons. I will check that I don't miss use my power and force task on people. If there is a cordial relationship between my colleagues, then only we can propel our organization to a new set destination (McCauley McCall, 2014).During working in different situations, i will first try to analyze the whole problem and find out the challenges we can face for particular steps. If we are aware of the future challenges we can get prepared to make a defensive plan which can protect us. But in the pressure of responsibility, I will see to it that I don't ignore the cultural values of the society. Though following the rules and protocol of company is important but still understanding cultural and morals values are essential too. I got to what kind of behaviour is right or wrong for the Company and so I will try my best to comply with an ethical code of conduct (Shapiro Stefkovich, 2016). I will try to take ev ery decision within the boundaries of codified laws and consent of the whole team. Before taking any step, i will question myself whether the action is legal and fair to all members involved. It will help me feel better if everyone else agrees with my decision comfortably (Smith et al., 2012). On the whole, it can be concluded from the study that it is an excellent guide for persons wanting to hone their leadership skills or for those who want to know about skills of leadership. Based on my lessons on leadership, I learnt a lot about the skills required to carry out leadership responsibility successfully. I came to know about types of leadership and their style of working. I got well acquainted with different theories on the subject and the management element of Foyal. The lesson on a historical perspective of leadership was also very fascinating. I learnt from examples of exemplary characters in history who were born to leaders and had exceptional innate leadership qualities. The lessons on geese flying style to explain leadership values were also a fascinating thing to learn. I am very satisfied with the useful information and hope to use this knowledge while exercising my responsibility in this position in the future. One interesting quote by Bass will summarise respons ibility of leader which says Leadership is lifting of a mans vision to higher sights, raising performance to higher standards and building mans personality beyond its normal limitations. Reference Bartenschlag, A., Funk, B. (2013). Enhancing leadership quality.Ohio: Battelle for kids. Ciulla, J. B. (2013).Leadership ethics. Blackwell Publishing Ltd. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. pearson. Hackman, M. Z., Johnson, C. E. (2013).Leadership: A communication perspective. Waveland Press. Lautier, F. (2014). Leadership and Context. InLeadership in a Globalized World(pp. 208-266). Palgrave Macmillan UK. McCauley, C. D., McCall Jr, M. W. (2014).Using experience to develop leadership talent: How organizations leverage on-the-job development. John Wiley Sons. Northouse, P. G. (2014).Introduction to Leadership: Concepts and Practice: Concepts and Practice. Sage Publications. Piccolo, R. F., Buengeler, C. (2013).Behavioral approach to leadership. Oxford University Press. Schoemaker, P. J., Krupp, S., Howland, S. (2013). Strategic leadership: The essential skills.Harvard business review,91(1), 131-134. Shafritz, J., Ott, J., Jang, Y. (2015).Classics of organization theory. Cengage Learning. Shapiro, J. P., Stefkovich, J. A. (2016).Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge. Smith, W. K., Besharov, M. L., Wessels, A. K., Chertok, M. (2012). A paradoxical leadership model for social entrepreneurs: Challenges, leadership skills, and pedagogical tools for managing social and commercial demands.Academy of Management Learning Education,11(3), 463-478. Van Wart, M. (2014).Dynamics of leadership in public service: Theory and practice. Routledge.