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Employee Branding
Employee Branding
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Employee Branding

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As leading organizations fight for top talent, employment branding is an increasingly important function of talent acquisition and recruiting. By developing an effective brand as an employer, a company can receive better and more qualified applicants, as well as to attract and retain top and/or specialized employee talent.

As leading organizations fight for top talent, employment branding is an increasingly important function of talent acquisition and recruiting. By developing an effective brand as an employer, a company can receive better and more qualified applicants, as well as to attract and retain top and/or specialized employee talent.

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Employee Branding

  1. 1. Presented By: Parimal Ghonge Ankit Raj Mishra (IBS PUNE)
  2. 2. Training Matters  Training  Management Style  Work flexibility  Staff activities  Non financial rewards  Salary
  3. 3. Objectives  To know importance of Employer Branding in Retention of employees in an organization.  To investigate the effect of Employers Brand on attracting employees towards its organization.  To study various factors that contribute in making an organizations Employer Brand.
  4. 4. Is it really important ? ? ? ? .....  Take care of Employees better than anyone else and they will take care of your customers better than anyone else. -Kim Tendel .  Engagement = Motivation = Performance = Productivity = Profitability .
  5. 5. Thus an Employee =
  6. 6. Research Methodology Research Design Descriptive Data Collection Method 1) Face to Face and Telephonic Interviews 2) Internet and Magazines Sampling Size 30 Sampling Area Hotels of Pune and Mumbai
  7. 7. Analysis of Hypothesis  Hypothesis 1: Marketing activities used in personnel management aim to create strong brands that produce (employer) brand equity increasing (employer brand) loyalty.  Hypothesis 2: Employer branding is a retention management technique influencing engagement, organizational culture and the perceived psychological contract all positively linked to retention.  Hypothesis 3: The Employer Brand reinforces the entire employment experience increasing retention.
  8. 8. Hypothesis 1 Marketing activities used in personnel management aim to create strong brands that produce (employer) brand equity increasing (employer brand) loyalty. Employee Branding Activity Strong Employer Brand Sustainable Diffrential Advantage Employee Brand Equity Increase Brand Loyalty
  9. 9. Hypothesis 2 Employer branding is a retention management technique influencing engagement, Organizational culture and the perceived psychological contract all positively linked to retention. Increased Engagement Employee Branding Employee Retention Method Organizational Culture Perceived Psychological Cantract Employee Brand Loyalty
  10. 10. Hypothesis 3 The Employer Brand reinforces the entire employment experience increasing retention. Employee Branding The Employment Cycle: Recruitment -> Selection >Induction -> Training -> Reward -> Career Plannning -> Pramotion > Termination Enhanced Employment Experience Increased Retention
  11. 11. Conclusion  A strong employer brand shows what a powerful mode of differentiation employer branding can be.  Your number 1 customers are your people.  “Look after employees first and then customers last.”

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