Based in Australia & New Zealand and put your employees at the heart of your business - then you should enter The 2017 ANZ Employee Engagement Awards. Deadline September 16, 2017
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Employee Value Proposition in Corporate Human ResourcesSarah Brennan
Employee Value Proposition (EVP) is beneficial in companies of all stages of maturity, but learning how to develop one can be a complex and confusing for even the most advanced organizations. This slideshare will walk you through the steps of developing an EVP that meets the needs of your corporate culture.
Content created and presented by Sarah White & Associates, LLC a Human Capital Market Strategy and Advisory firm. We provide best practices and market education to corporate Human Resource teams around talent and integration of technology technology into employee lifecycle. We also partners with vendors to improve their offerings to best meet the needs of practitioners.
Learn more or see full speaking schedule at www.SarahWhiteLLC.com
This event was sponsored by Achievers employee recognition software. Learn more about them at www.Achievers.com
In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Andy Taylor, Global Employer Branding Director at Schneider Electric presents their EVP journey, highlighting the importance of clearly identifying objectives and ensuring that internal stakeholders are kept engaged throughout the whole process. Andy emphasises that candidate attraction is the same as customer attraction which means that your EVP belongs to everyone. This means that building an EVP is about educating all stakeholders at the outset and throughout the process. Whilst it may seem an obvious point, he also warns that it has to be aligned with the corporate brand and company values – a point which many organisations forget.
Attracting, Hiring, and Retaining Top Millennial Talent is a presentation designed to provide insight on how to attract, hire, and retain (AHR) top millennial talent. AHR involves cultural transformation from Industrial Age production management strategies to Connected Age innovation through Dream Team formation and activation led by top Millennial talent.
Transformation synthesis is a process where senior organizational leaders transfuse (thru mentoring and coaching) their wisdom and institutional knowledge into top Millennial talent for the purpose of innovation, replication, and multiplication across service lines of an organization. This is the heart of creating a growth company.
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Employee Value Proposition in Corporate Human ResourcesSarah Brennan
Employee Value Proposition (EVP) is beneficial in companies of all stages of maturity, but learning how to develop one can be a complex and confusing for even the most advanced organizations. This slideshare will walk you through the steps of developing an EVP that meets the needs of your corporate culture.
Content created and presented by Sarah White & Associates, LLC a Human Capital Market Strategy and Advisory firm. We provide best practices and market education to corporate Human Resource teams around talent and integration of technology technology into employee lifecycle. We also partners with vendors to improve their offerings to best meet the needs of practitioners.
Learn more or see full speaking schedule at www.SarahWhiteLLC.com
This event was sponsored by Achievers employee recognition software. Learn more about them at www.Achievers.com
In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Andy Taylor, Global Employer Branding Director at Schneider Electric presents their EVP journey, highlighting the importance of clearly identifying objectives and ensuring that internal stakeholders are kept engaged throughout the whole process. Andy emphasises that candidate attraction is the same as customer attraction which means that your EVP belongs to everyone. This means that building an EVP is about educating all stakeholders at the outset and throughout the process. Whilst it may seem an obvious point, he also warns that it has to be aligned with the corporate brand and company values – a point which many organisations forget.
Attracting, Hiring, and Retaining Top Millennial Talent is a presentation designed to provide insight on how to attract, hire, and retain (AHR) top millennial talent. AHR involves cultural transformation from Industrial Age production management strategies to Connected Age innovation through Dream Team formation and activation led by top Millennial talent.
Transformation synthesis is a process where senior organizational leaders transfuse (thru mentoring and coaching) their wisdom and institutional knowledge into top Millennial talent for the purpose of innovation, replication, and multiplication across service lines of an organization. This is the heart of creating a growth company.
In this issue of Agency Food, we look at what
makes agency heads tick. We ask why you set up
in business in the first place, what your agency
ambitions are and your hopes and dreams for the future.
The PRC hosted a webinar with Fiorenza Plinio (Head of Awards Development, Cannes Lions Festival) alongside previous Cannes PR Lions judges Stuart Smith (Ogilvy) and Erin Gentry (Hill+Knowlton) for our Members on how to craft a winning entry for the Cannes Lions. This presentation was used in the webinar, and we hope that you find it useful as you craft entries this year.
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
The Launchpad Project is an initiative powered by AIESEC in the United States in the cities across the US. We believe in the power of startups to change the United States and in turn the world.
We partner with startups to build a network of organizations across the United States to help grow entrepreneurship across the country. We do this by providing startups with branding opportunities and primarily by providing them with top international talent to meet any growing company’s needs.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
The Parable of the Pipeline a book every new businessman or business student ...
2017 ANZ Employee Engagement Awards Entry Pack
1. IN ASSOCIATION
WITH
North America, 2017
Deadline: September 16, 2017
Conference & Awards: October 26th 2017 | Sydney Cricket Ground
@ee_awards
ENTRY PACK 2017
1
/eeawards
2. CONTENTS
OUR HISTORY 3
PAST WINNERS & FINALISTS 4
WHY ENTER? 5
OUR CONTENT 6
OUR PARTNERS 7
TERMS OF ENTRY 8
TOP TIPS 9
AWARD CATEGORIES 10
JUDGES 11
HOW TO ENTER 12
KEY DATES & FEES 13
THE EMPLOYEE ENGAGEMENT CONFERENCE 14
CONTACT US 15
3. OUR HISTORY
As the first and only global dedicated Employee Engagement
Awards & Conference business, we believe in inspiring & educating
people to remake the way organisations think about, and engage,
people to achieve their purpose.
That's why we created and continue to improve the Employee
Engagement Awards; to champion best practice in engagement
that inspires action and drives the industry and the employee
experience forward.
Our evolution has now enabled us to publish unique content and is
creating a global community of EE professionals to enable global
collaboration.
In the space of under 3 years we have established our
awards and conferences in 4 continents with plans to
include 2 additional ones in 2018.
3
5. WHY ENTER?
Network and interact with hundreds of HR
and engagement professionals at our Awards
Conference
Provides proof that your company is
investing in their people
Opportunities to showcase your work and
learn from others at our Awards & Conference
and provide thought-leadership in the
Employee engagement sector
Rewards all those people who work hard to
make the employee engagement programme
work
Provides your brand access to global and
local marketing platforms via online and
offline media
Shows you care about employee involvement in
the future of the business making you more
attractive as an employer as well as rewarding
your employees
5
6. OUR CONTENT
Watch the acceptance interview
from The People Insight
Employee Engagement Company
of the Year Award winners Virgin
Trains in the UK.
Watch the acceptance interview
from The ANZ Employee
Engagement Company of the Year
Award finalist Vocus
Communications from Sydney.
Watch the Employee
Engagement Panel Discussion
from the Employee Engagement
Awards Conference in London.
Watch Dr. Bob Nelson discuss
The Power of Recognition in the
workplace at the Employee
Engagement Awards Conference
in London
See photos from our 2016 Employee
Engagement Awards Gala hosted at
Wembley Stadium.
See photos from our 2016 Employee
Engagement Awards Conference at the
Cavendish Conference Centre in London
Download one of our award-winning case
studies provided by People Insight
6
Watch the acceptance interview
from The CultureNext Employee
Engagement Company of the Year
Award winners Chili’s Grill & Bar
in North America.
8. TERMS OF ENTRY
§ All entries must be submitted using the official online
entry system by September 16, 2017.
§ Work submitted must have taken place from anytime
between January 2014 to September 2017.
§ Organizations entering must be based in the ANZ
region.
§ One entry per company
§ Entrants agree to co-operate fully with the judges and their
representatives as part of the judging process.
§ The Employee Engagement Awards and the sponsoring
organizations take no responsibility for incidental costs
incurred by entrants.
§ By entering The Employee Engagement Awards you agree for
your logo to be used on all related websites and marketing
materials when needed.
§ The decision of the judges is final and no further
correspondence will be considered. Due to the volume of
entries we cannot always provide individual feedback on entries
and reserve the right not to do so.
READ MORE HERE
8
9. TOP TIPS
BE A COMPELLING STORY TELLER
Make sure you tell the story. Be clear and
concise. Remember our judges don’t
know you, your business or your project
and you only have 1,500 words to not only
explain to but wow them.
BUSINESS CASE – TANGIBLE RESULTS
Make sure you tell the story. Be clear and
concise. Remember our judges don’t
know you, your business or your project
and you only have 1,500 words to not only
explain to but wow them.
AVOID JARGON
Make sure you tell the story. Be clear and
concise. Remember our judges don’t
know you, your business or your project
and you only have 1,500 words to not only
explain to but wow them.
BRING IT TO LIFE
Do you have any materials that can bring
the entry to life? Make it more real &
human? Videos; images; leaflets; websites
& testimonials.
READ MORE HERE
9
10. AWARD CATEGORIES
The 2017 Top 10 ANZ Employee Engagement Organisations
There will be one overall winner.
The other nine to be recognised will be listed in alphabetical order.
This award will go to the organisation that demonstrates the most compelling
and holistic approach to their strategy for engaging their workforce. The
winning business will provide evidence that they’ve utilised multiple
opportunities for employees to engage with their company and become more
fulfilled in their work. Judges will be looking for varied engagement methods
and metrics used to measure their return on investment.
10
11. DAVID LITTLECHILD
Head of Culture &
Engagement
Lloyds Banking Group
CATHY BROWN
Exec Director
Engage for Success
RUTH DANCE
Managing Director
The Employee Engagement
Alliance
OUR JUDGES PAST & PRESENT
ALAN WILD
VP, Employee Relations
& Engagement
IBM
KELLY JOSCELYNE
Global Chief Talent
Officer
Mastercard
AMANDA ATKINS
Head of Internal
Communications
Slack
AIMEE LUCAS
VP, Customer Experience
Transformist
Temkin Group
ROB CATALANO
Co-Founder
WorkTango
MACY ANDREWS
Global Talent Brand
& Culture
Cisco
JASON LAURITSEN
EE Awards Advisor
JasonLauritsen.com
11
12. HOW TO ENTER
1. What problem/goal did the project set out
to solve/achieve?
2. Tell us about the planning stage of the
project.
3. How did you ensure the project
implementation went smoothly?
4. How did you include the opinions of
employees in the project to ensure long-term
uptake and buy-in?
5. Tell us about how you brought an employee-
centric, collaborative approach to delivering
the project.
6. What was the quantifiable business impact
and results achieved?
7. What was the quantifiable
business impact and results
achieved?
Go to: www.ee-awards.com to start the entry process
The entry form is as follows:
Clearly answer the following questions. Attempt to be as clear and concise as possible. Each question has a maximum limit of 300 words.
12
13. KEY DATES & FEES
ENTRIES OPEN JULY 14th 2017
ENTRIES DEADLINE SEPTEMBER 16th 2017
AWARD CEREMONY &
CONFERENCE
OCTOBER 26th 2017
SUBMISSION FEE $150
CONFERENCE TICKET $500
CONFERENCE TICKET TO
ENTRANTS
$250
KEY DATES FEES
13
14. THE EMPLOYEE ENGAGEMENT AWARDS CONFERENCE
The Employee Engagement Conference hosts employee engagement award winners &
thought leaders across a powerful day to maximise the value you receive for the time out
of the office. During the conference, we present some of the case studies from some of
out award winning entries. No other event can offer the mix of award winning campaigns
that we can.
Shortly after the conference, we will be holding The Employee Engagement Awards
ceremony listing the top 10 winners in the ANZ
VENUE: SGC Sydney
“Good range of speakers sharing practical
their experience from across a range of
industry sectors.”
“I found the presentations a really good balance of speakers
and companies of different sizes. The information was really
relevant and useful for our engagement survey.”
“The EE Awards stands out as the leader in what
is becoming a very crowded market place.”
14
15. MATT MANNERS
CEO & FOUNDER
matt@ee-awards.com
CONTACT US
If you have any questions or queries regarding the
application process, entries and other issues regarding
the Employee Engagement Awards, you can access our
website at:
uk.ee-awards.com
UK Landline: +44 (0)203 3711 877
UK Mob: +44 (0)7799 876473
USA Landline: +1 (212) 380-1246
Finally, you can reach us through our Twitter:
@ee_awards
STEFAN WORBURTON
stefan@ee-awards.com
15