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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