Employee Value Proposition Blog Version

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  • Elements of perceived valueby working in an organizationEnables Attraction of critical skills from the external labor marketCreates Retention value for existing workforce
  • EVP programs not alignedExternal labor market valuesEmployee preferencesCompany business strategiesNo real differentiatorsDoing more of the same as competitor companies
  • Business ValueLeverage diversity organizationGlobal InputMakes FinancialEmployee base is the R&DGenerating ideas and business strategyResultLoyaltyPersonal CommitmentEngagedStakeholder
  • Getting more mileageCrowded market place for critical talentRotation from company to companyPaying more for the other guys employeeResultRetention“Best” company to work
  • Think of the generational impactSocial, interaction, personal matters

Transcript

  • 1. Employee Value Proposition
    An Approach to Attracting and Retaining Talent
    William Chin
    www.asiarecruitingtidbits.blogspot.com
  • 2. Business Imperative
    As Critical As Ever
  • 3. EVP Outcome
  • 4. Attributes of EVP
    Culture
    Work
    The Perceived Values by
    Working in an Organization
  • 5. Badges of Honor:Marketing and Branding
  • 6. Social Media and Internet Content
    Speak Directly to Your Audience
  • 7. A Disconnect
    How Many Programs is Enough?
    How Many Programs Can You Support?
    Differentiation vs. More of the Same
  • 8. Risk: EVP Erosion
    Economic down-cycle
    Low to no budget
    Headcount reductions
    Salary freeze
    • Employment brands tarnished
    • 9. Employee morale down
    • 10. Critical programs stalled
    !
  • 11. 3 Strategies
    Make the Work Interesting
  • 12. Inclusion & Engagement
    Inclusion & Engagement
  • 13. Location Strategy
    Location Strategy
  • 14. Employee Driven
    Employee Driven
  • 15. A Winning Synergy