Mondelēz International provides guidance on building a strong employer brand. It recommends engaging employees, candidates, partners and communities to contribute to employer brand initiatives. It also stresses the importance of internal and external communications, recognition programs, and sharing employer brand messages through ambassadors to promote a great place to work.
Haleeb Foods Ltd. was incorporated on July 1st, 1984 with a capital of Rs.46 Million under the name of Chaudhary Dairies Limited which was renamed as CDL Foods Limited and now it is known to be as Haleeb Foods Limited (HFL). Haleeb Foods Limited started its operations, becoming one of the pioneers in the Pakistani dairy industry with its state-of-the-art plant. 1984 Founded as Chaudhry Dairies Limited1987 Started sale of packaged milk under “Haleeb” brand1989 Established equity partnership with CC Friesland, Netherlands1991 Discontinued the partnership with Friesland Frico Domo1998 Entered in franchise agreement with Cedilac, France2004 Changed corporate name to “Haleeb Foods
A report on the Financial Analysis of Nestle India Ltd. and its comparison with the other leading Fats Moving Consumer Goods (FMCG) players in India. The Analysis also includes Trend Analysis and Industry Analysis.
P & G is one of the major players in the industry of consumer goods,its one of the most valued company globally,i have disclosed many details like history,key people,products,strategies,awards,controversies,statistics,founders,logo evolution etc,hope efforts of mine vl b useful to u
Haleeb product is of the ancient and historic product of Pakistan. It is still used by many of the residents of Pakistan. Now Haleeb has become among one of the competitors of milk producers.
Product analysis of haleeb foods limited and relaunch its failure product can...Mutahir Khan
History
Company mission
Hierarchy
Introduction of the product
Economic Conditions
Production Analysis
Pricing Strategy and Objectives
Reasons for failure
Modes by which we can increase demand
Promotion
Relaunch of Candia Milk
We wanted not only to give informational point but to share our culture with partners and friends. So we've created a book full of emotional photos of our life and stories on our employer brand and beloved product brands.
Haleeb Foods Ltd. was incorporated on July 1st, 1984 with a capital of Rs.46 Million under the name of Chaudhary Dairies Limited which was renamed as CDL Foods Limited and now it is known to be as Haleeb Foods Limited (HFL). Haleeb Foods Limited started its operations, becoming one of the pioneers in the Pakistani dairy industry with its state-of-the-art plant. 1984 Founded as Chaudhry Dairies Limited1987 Started sale of packaged milk under “Haleeb” brand1989 Established equity partnership with CC Friesland, Netherlands1991 Discontinued the partnership with Friesland Frico Domo1998 Entered in franchise agreement with Cedilac, France2004 Changed corporate name to “Haleeb Foods
A report on the Financial Analysis of Nestle India Ltd. and its comparison with the other leading Fats Moving Consumer Goods (FMCG) players in India. The Analysis also includes Trend Analysis and Industry Analysis.
P & G is one of the major players in the industry of consumer goods,its one of the most valued company globally,i have disclosed many details like history,key people,products,strategies,awards,controversies,statistics,founders,logo evolution etc,hope efforts of mine vl b useful to u
Haleeb product is of the ancient and historic product of Pakistan. It is still used by many of the residents of Pakistan. Now Haleeb has become among one of the competitors of milk producers.
Product analysis of haleeb foods limited and relaunch its failure product can...Mutahir Khan
History
Company mission
Hierarchy
Introduction of the product
Economic Conditions
Production Analysis
Pricing Strategy and Objectives
Reasons for failure
Modes by which we can increase demand
Promotion
Relaunch of Candia Milk
We wanted not only to give informational point but to share our culture with partners and friends. So we've created a book full of emotional photos of our life and stories on our employer brand and beloved product brands.
About the Mondelez International, how it was started and product portfolio of Mondelez, and research data, future plans, new product launches in the recent years, major competitors of Mondeleze International.
"Doing" place branding right by Jeremy Hildreth at Ukraine Country and City B...UkraineBranding
Presentation by Jeremy Hildreth, a founder and creative director of WhereBrands, at the First International Forum "Ukraine: Country and City Branding", December 8, 2010, Kyiv
HR-брендинг - одно из направлений управления репутацией компании, создание имиджа привлекательного работодателя.
Решает такие задачи, как:
1. Оценка существующего имиджа работодателя на рынке труда
2. Разработка мероприятий продвижения бренда работодателя
3. Оценка и изменение существующих каналов продвижения вакансий работодателя
Внутренний брендинг работодателя тесно связан с формированием корпоративной культуры и включает:
1. Разработку программ лояльности
2. Анализ и разработку программ управления текучестью кадров в организации
3. Организацию процессов адаптации, обучения, оценки и мотивации персонала
The Employer Branding Thingamajig - By Neha AsthanaNeha Asthana
Hop on to the Employer Brand Wagon before it becomes your Noah's ark! It is your company’s resume / introduction to all prospective future employees as also a brand mission statement to all internal employees. About how prospective/future employees of your company identify, perceive, recall & appreciate your company value as an employer of choice.
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.
Building Employability & Career Development was a speech delivered on October 1, 2014 at The Enterprise Development Program organized by The Catholic Young Adults Association (CYAA), Our Lady Mother and Queen Catholic Church, Badore Ajah.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
10 Best Practices of a Best Company to Work ForO.C. Tanner
What does it take to be named a Best Company to Work for by FORTUNE magazine? For starters, a winning culture, collaboration, and creating an environment for learning and growth. Take a look at these slides for more ideas!
How to communicate values without telling people to 'live the values' Liz Hayward
At the heart of culture change are the values.
The problem is that it doesn’t work to TELL people to live the values. Discover how to avoid the parent/child trap and experience adult-to-adult communication.
9 things you need to do to build your dream teamNaomi Simson
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
magic happen and success seem so attainable.
In order to shed light on the entrepreneurs’ inspiring approaches, Insights Success has curated a list of "The 30 Most Inspiring Entrepreneurs of 2019", who are revolutionizing the business concepts and consumer standards.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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
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.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
4. We’re a company that recognizes the power of big.
But we also understand the importance of small.
We have the scale and resources of a $35 billion global
powerhouse.
With the speed, creativity and agility of a startup.
Mondelēz International, Ukraine & NM, EE&CA, 2014
5. Great place to work
where great people
want to work
“
Great Place To Work Institute
6. Financial
Performance
Great Place
To Work
We are pretty sure, great employers have all they need and have more
potential to become best performers.
And high performing organizations attract best talents.
So these two goals are equal for us.
Mondelēz International, Ukraine & NM, EE&CA, 2014
10. Feedback from stakeholders and TA’s
You will get the most on how your employer brand looks like from
feedback. Even if you’ll have a quick chat with an employee, or
take exit interview option. This may add a huge value to
understand better your audiences, your blind spots and
opportunities.
Mondelēz International, Ukraine & NM, EE&CA, 2014
12. Decision makers
You must have managers on board of your employer brand
initiatives. They have to be the first to participate and lead their
teams by example.
You have to lead them, but you can’t do all the job for them.
And they drive employer brand by their actions and decisions. So
they are responsible same as you. Be sure they are aware of it.
Mondelēz International, Ukraine & NM, EE&CA, 2014
13. Opinion makers
There are people around you with the power to change opinions.
And they can be found inside and outside of your company.
You should know them well and you should have a constant
dialogue with them.
Opinion makers can bring you insights on how to bring your
employer brand on the next level. They will help you to get the
full picture on how things are going. And they have voice other
people will hear. And even more, they will add value by taking
part in your initiatives
Mondelēz International, Ukraine & NM, EE&CA, 2014
14. Employees
You already the best team onboard. You’ve found them, you’ve
trained them, you’ve invested time and resources. Now you
should not only speak and listen.
Work with them. Create project teams, use focus groups, bring a
new experience to their day to day life.
You don’t need creative agency, consultant or anyone else to
design and roll our your employer brand strategy. Best creatives
and consultants already work for you. You just need to create
space for engagement.
Mondelēz International, Ukraine & NM, EE&CA, 2014
15. Candidates
Those people “not yet your employee” still can contribute your
employer brand and be engaged.
Have a pool of potential candidates, create it using representative
group of target professionals.
You can not only communicate with them time to time. You can
create their experience,
Mondelēz International, Ukraine & NM, EE&CA, 2014
16. Partners
Yes, partners. Those people we usually forget about when it
comes to employment topics.
They experiencing what it’s like to work with your company. And
they share that experience with other people. Sometimes they
become first one to meet your future employee.
Be sure to do anything you can to make their experience
remarkable, to give them all information in time, to make them
happy about you.
Mondelēz International, Ukraine & NM, EE&CA, 2014
17. Community
Yes, your business goals first. But you should never forget about
communities you live and work in.
Being responsible business player is important.
This goes not only to CSR, charity, Green office and sponsorships.
You can contribute to your professional area, market and country
by developing others, sharing your experience and expertise.
Great people would love to work for the company being care of
the better world. In all meanings.
Mondelēz International, Ukraine & NM, EE&CA, 2014
19. Employees first
You have to take the most of Internal communication tools to
share your successes, ideas, inspiration with employees.
They are your first employer brand ambassadors. So any company
news, all employer advantages have to be known by employees.
Be sure to use consistent and considered approach, use best in
class tools. And keep your internal employer communications
clean and simple, and event more – honest, distinct and
emotional.
Mondelēz International, Ukraine & NM, EE&CA, 2014
20. Face to Face
We sink in the ocean of e-mails and texts. Another day brings
more and more and people get overloaded with all the
information they get 24/7.
Use non formal and conversational mode.
Mondelēz International, Ukraine & NM, EE&CA, 2014
21.
22. Creative way
Re-think your communications in new and creative way. Use same
tools but with new approach.
Learn from creativity guru’s – creative agencies, IT companies.
They really good on making usual things fun and creative.
Mondelēz International, Ukraine & NM, EE&CA, 2014
23.
24. Accessible online
You must have managers on board of your employer brand
initiatives. They have to be the first to participate and lead their
teams by example.
You have to lead them, but you can’t do all the job for them.
And they drive employer brand by their actions and decisions. So
they are responsible same as you. Be sure they are aware of it.
Mondelēz International, Ukraine & NM, EE&CA, 2014
29. We research
all the time and collect
feedback constantly
We assess
our brand and compare
with best in class
We design
our EVP engaging our
audiences
We deliver
basic tools, new platforms
and communications
We check
on the results and dynamics
and define what to improve
and change
We change
to what needs to be changed
and make things differently
Mondelēz International, Ukraine & NM, EE&CA, 2014
1 2 3
4 5 6
31. Don’t be a lone wolf
Employer brand manager, specialist, talent acquisition director…
whatever, you’re not alone in this game. Your expertise and
influence sphere don’t make you smarter or better.
You should be open to ideas of other people. Even those guys
from finance or procurement, or helpdesk. You should listen to
people, in an elevator, in a car, anywhere. Bright ideas and useful
inputs may come from anywhere.
Mondelēz International, Ukraine & NM, EE&CA, 2014
32. Cooperate
HR, PR and Marketing - three functions united make the powerful
boost to your strategy and tactics.
Moreover, corporate, product and employer brand depend of
each other.
You should have a big picture in mind and get insights of your
colleagues and their involvement.
Mondelēz International, Ukraine & NM, EE&CA, 2014
33. Don’t treat your employees as human
resource
They deserve to know why of management decisions. They need
to be treated like professionals to become more professional.
If you want to have strong employer brand, first you should build
trust and respect between employee and company.
Mondelēz International, Ukraine & NM, EE&CA, 2014
34. Invest in your people
They more appreciated they are for successes, the more they will
bring back to business. Investments are not only about money.
It’s about emotions too.
Ask people how they’re going, take them to lunch, be patient
enough when someone’s in need of your help.
And as a company, be sure your investments in professional and
personal development are the must.
Mondelēz International, Ukraine & NM, EE&CA, 2014
35. Don’t forget to learn all the time
The world is changing. It goes faster. And you should learn all the
time. Like Alice in Wonderland:
…it takes all the running you can do, to keep in the same place. And
if you wish to go anywhere you must run twice as fast as that.
Stay in touch with communications, technologies, business
strategy, marketing, design, production and many other spheres.
Subscribe on magazines re innovations, online education and
don’t underestimate professional communities.
“
Mondelēz International, Ukraine & NM, EE&CA, 2014
36. Learn from the best and the worse
Other companies successes and failures are the best teacher you
have.
Do your homework: define what was done good and what was
messed up. Be sure to take these lessons into account.
Fortune 100, Great Place To Work Institute, TED.com, HBR,
Glassdoor.com, Slideshare.com, HCI, EBO.com and many others
Mondelēz International, Ukraine & NM, EE&CA, 2014
37. Fast, Cheap, Qualitative – choose any two of
them
Your employer brand is not a topic for cost saving. And be sure
most results will not come the same day.
If you want to have a great place to work you should be precise
on planning your resources and time, use all the capabilities and if
you don’t your employer brand will create itself. And it won’t be
the one you dream of.
Mondelēz International, Ukraine & NM, EE&CA, 2014
38. Expect the unexpected
You can have best in class employer brand strategy and
communication platform and great creative initiatives. But still
we are in people business. And we have a real war for great place
to work nomination.
So check upon your employer brand KPIs as much as you can.
And be sure to leave a space for maneuver to adjust your
initiatives to the reality.
Mondelēz International, Ukraine & NM, EE&CA, 2014
40. Branded recruiting
Your employer brand the same as product brand should be distinctive
and you need to build awareness. Your recruitment communications can
help you with that.
We’ve designed templates for any kind of recruiting communication –
invitation, feedback, autoreply. And it’s in line with our overall talent
acquisition campaign. Moreover, we used that tool to communicate our
process and principles, what to expect when you become our candidate.
We’ve created special cozy conference room for interviews, to give a
flavour of our atmosphere on a very start.
Mondelēz International, Ukraine & NM, EE&CA, 2014
Audience Candidates
Cost $0
Time 2 weeks
You will need Recruitment Process
Brand book
InDesign
MS Outlook
Fantasy
41. OnBoarding
They say in the end of the first day at your company newcomer already
knows how long he’s ready to stay. We think the same. So it is critical to
have smooth and engaging onboarding process.
We have three months program: to learn the company and business, to
feel a part of the team and to start being productive and successful.
All our newcomers have meetings with all functions and future contacts.
These meetings are planned beforehand. Same as workplace and all
equipment he or she will need.
Mondelēz International, Ukraine & NM, EE&CA, 2014
Audience Newcomers
Cost $0
Time 6 months
You will need EVP
Alignment
Inputs
42. Recognition programs
Has critical influence on employees engagement. And as result, company
employer brand.
We use formal and non formal recognition programs. Formal ones
recognize business results and successes. Non formal dedicated to peer
to peer recognition and drive appreciation in the team, positive feedback
between people and gratitude.
Mondelēz International, Ukraine & NM, EE&CA, 2014
Audience Employees
Cost Minimal
Time 6 weeks
You will need Recognition strategy
Alignment
Inputs
43. Ambassadors club
Your employees are ambassador #1. And those who have a privilege to
speak for your company on external events can boost your employer
brand. You just need to help them.
We’ve gathered our speakers in a club, created a guide with tips on
speaking, presentations and company messages. We’ve sponsored them
on how to’s re social media and a list of speaking opportunities during
the hole year.
Mondelēz International, Ukraine & NM, EE&CA, 2014
Audience Employees
Cost $0
Time 1 day
You will need Social media policy
Brand book
InDesign
Fantasy
44. HR Partner Book
To give our partners and friends a flavour of what it’s like to be a part of
Mondelēz International we’ve created HR Partner Book.
We wanted not only to give informational point but to share our culture,
emotions, successes.
It’s more than 60 pages full of colorful photos and packed with employer
brand messages.
Mondelēz International, Ukraine & NM, EE&CA, 2014
Audience Anyone
Cost $0
Time 3 weeks
You will need EVP
Messaging
Photo materials
Brand book
InDesign
Fantasy
45. JoyIn
To develop communities and support image of benchmark company,
we’ve created experience and knowledge sharing platform.
Have a JOY of your work and JOIN to those who feel passionate about what
they do.
We move with JoyIn to consumer insights, human resource, procurement
and plan to many other professional communities.
“
Mondelēz International, Ukraine & NM, EE&CA, 2014
Audience Candidates
Cost $200 + $200
Time 2 months
You will need Support
Pioneers
Design agency
Facebook