Managing Reputation And Risk Presentation

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    Managing Reputation And Risk Presentation - Presentation Transcript

    1. Employment Branding: Reducing workforce risk through engagement, strategic employee communication and brand
      • There is no such thing as employment brand.
    2. One brand – one voice Reward & recognition Reputation Culture Leadership Product offering Reputation Service offering Service performance Committed employees Products and services EMPLOYER BRAND CONSUMER BRAND
    3.  
    4. “ They were quite happy, because they know they've got one of the best packages possible in the automotive industry in Australia''
    5. Connecting CVP and EVP
      • If you believe that 8 to 5 should be more about life than a grueling life sentence, maybe this is where you ought to be.
      • We do more than just sports. We do life. And we love what we do.
    6. Connected
      • If you believe that 8 to 5 should be more about life than a grueling life sentence, maybe Nike is where you ought to be.
      • We do more than just sports. We do life. And we love what we do.
    7. Supply of labour
      • One of the critical business issues over the next 10 years
      • Demographic time bomb – ageing workforce
        • Work harder to attract applicants
        • Brand as important as roles
    8. Population distribution 1986
    9. Population distribution 2000
    10. Population distribution 2025
    11. Population distribution 2050
    12. Supply of labour
      • One of the critical business issues over the next 10 years
      • Demographic time bomb – ageing workforce
        • Work harder to attract applicants
        • Brand as important as roles
      • Generation Y becomes the new workforce
        • Don’t dismiss Boomers and Generation X
      • Increased opportunity and macro level social shift
        • Fewer workers leads to more choice and independence
        • The world is becoming a smaller place
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    20. Employment brand Communication Recognition Involvement Dialogue
    21. What’s our scope? Exit Attract Develop Interview Hire Retain
    22. What’s our scope? Exit Attract Develop Interview Hire Retain
    23. Connect EVP to CVP ‘ Quality advice = Quality decisions’ Client Value Proposition ‘ Creating growth through quality’ How They Connect ‘ Building Possibilities’ Employee Value Proposition
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    27. What’s our scope? Exit Attract Develop Interview Hire Retain
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      • 5% of jobseekers responded that they decided whether or not to stay in a role on their first day and 58% determined whether or not to stay inside a month.
      Source: Chandler Macleod 2007
    30. What’s our scope? Exit Attract Develop Interview Hire Retain
    31. Informal communication
      • 50% claim they get all their company information at the water cooler
      Source: Talent2 March 2007
    32. What’s our scope? Exit Attract Develop Interview Hire Retain
    33. What workers want Source: Reality Cheque – Workplace Barometer, November 2007, Chandler Macleod 6 10 Company vision and values 10 9 A fair day’s pay 5 8 Flexible working hours 9 7 Work/life balance 7 6 Training and development 4 5 Attractive salary 8 4 Fun and positive work environment 1 3 Challenging work 3 2 Career development 2 1 Reputation for valuing employees Employers Jobseekers Attribute
    34. Effective engagement
      • Drives productivity
      • Generates business efficiency
      • Reduces direct cost
    35. Approaching employment brand
      • Start and finish with the business case
      • Build a distinctive culture which connects to the CVP
        • Ensure that current staff are not alienated
      • Think ‘people engagement’ not just ‘communication’
      • Focus on behaviour not just values
      • Drive change at the frontline
      • Create tailored solutions without preconceptions
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    37. About Daemon Group
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    45. Sample b2e clients

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