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Employer of Choice’’ and its impact
- 1. “Employer of Choice’’ and its Impact on Attracting Talented Human Capital Presented by: Amanda Nader Miriam Moussa
- 3. Employees will LOVE and be PROUD to work for YOU !!!!!! What does Employer of Choice mean?
- 4. What does Employer of Choice mean? • PRACTICES • POLICIES • BENEFITS • WORK CONDITIONS •ATTRACT •OPTIMIZE •HOLD TOP TALENT EMPLOYER OF CHOICE
- 5. What is behind Employer of Choice? Impress Customers, Members & Clients Low Turnover Level Low Hiring Costs Higher Productivity
- 7. Steps to stay the first on the market Consider the Audience Research & Advisory Services Activation & Talent Sourcing KPI Development & Tracking • Know people hope to hire • Create Message to attract them • Be aware about Employment Value Proposition (EVP) • Make sure of the Value offered • Communication & Marketing • Choose the best talent candidate • Set Key Performance Indicator • Keep track of Performance Level
- 8. Strategies used in Building Employer Of Choice
- 9. Strategy 1: Design Competitive Job Offers Opportunities for Development & Growth Job Security Friendly Working Environment High Starting Salary JOB OFFER 1 JOB OFFER 2
- 10. Strategy 2: Create Interesting &Challenging Work KSAO’s & Ambition’s Employee Challenging & Interesting Work Strategies
- 11. Strategy 3: Empower Employees Creating Environment of Trust Helping Employees learn from Success Analyze Failures Allow employees to have input Ability to openly share Suggestions & Ideas Commitment & Loyal Control Decision’s Employees Way they Perform Core Functions Make progress on Goal’s Employees
- 12. Get Out Of The Kitchen Enrich Job Work on Coaching Provide Feedback Listen to Employees Create an Open Door Policy Find Talents of Employees Delegate Tasks Clearly & Briefly
- 13. Strategy 4: Recognize and Reward Employees • Equity in Pay (Fair Pay) • Provide good Compensation & Benefits Programs(Tangible/Intangible Rewards)
- 14. Strategy 5 : Invest Learning by Providing Training and Development Important for Data Transfer Adds Flexibility & Efficiency Retention Tools Helps Business run better Recruiting Tools Promotes Job Satisfaction Development
- 15. Strategy 6: Provide Career Path, Employee Development and Leadership Engagement • Clear Path to Promotions • Regular & Fair Performance Appraisal • Continuous T&D programs • Coaching and Mentoring Programs • Succession Planning Programs
- 16. Strategy 7: Create a Strong Identity and Engaging Culture Companies need to create: Friendly Working Environment(Extended Family) Trust-Based & Open Culture Fun at Work A culture based on Respect & Fairness Culture of Company Respect & Trust Learning & Caring Fairness & Openness Flexibility Provide Opportunities Risk Taking
- 17. Strategy 8: Encourage Work-Life Balance Opportunity to Job Share Work-Life Balance
- 18. Strategy 9: Provide Job Security Job Security Stability in Career Performing Best Peace of Mind Family Commitment Financial Security
- 19. Strategy 10: Creating Robust Internal Communication Infrastructure Intranet Employee openly ask questions to their Leaders which are then answered directly Blogs/ wikis: Share Ideas and Thoughts on the Spot &Discus current topics Learning Management System E-Learning
- 20. Benefits and Advantages of Employer of Choice
- 21. 1- Marketing & Recruiting 2-Optimize Performance 3-Retention of Talented Employees 4-Higher Attractiveness to Customers & Investors 5-Exciting Environment:“The Place where Employees Dream to be”
- 22. CASE STUDY-GENERAL ELECTRIC • UAE • OIL & GAS Division Population 570 Sample 300
- 23. Survey conducted on GE’s Employees
- 24. Results 6% 10% 30% 54% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Senior management at GE leads by example, demonstrates strong leadership skills, respect and trust employees 2% 10% 35% 53% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Employee's job satisfaction is a top priority of senior management 11% 19% 30% 20% 0% 10% 20% 30% 40% Strongly Disagree Disagree Agree Strongly Agree GE's policies for promotion and advancement are always fair 11% 19% 30% 40% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Management at GE believes that the Feedback is the breakfast of champions 8% 11% 38% 43% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Management believes in Open Door policy, information and knowledge are shared openly within this organization
- 25. Results 14% 20% 36% 30% 0% 10% 20% 30% 40% Strongly Disagree Disagree Agree Strongly Agree Leaders at GE are considered to be mentors and even parents 5% 10% 35% 50% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Employees strongly agreed that they are living in a very friendly place where individuals works in teams, share a lot of themselves. It’s like an extended family 7% 16% 30% 47% 0% 10% 20% 30% 40% 50% Strongly Disagree Disagree Agree Strongly Agree Environment at GE supports a balance between work and personal life 4% 15% 45% 36% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Success at GE is defined in terms of sensitivity to customers and concern for people 3% 7% 40% 50% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree GE offers an open, entrepreneurial, flexible and creative working environment
- 26. Results 8% 16% 40% 36% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Management understands and realizes that building the knowledge capacity of its employees is a necessary strategy for business success 7% 10% 31% 52% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Management believes in executive coaching, mentoring programs, professional development classes, and training to best facilitate employee growth 5% 15% 43% 37% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly agree GE has strong organizational infrastructure that uses sophisticated technology to train talented employees and fully funds all Continuing Professional Development 8% 12% 30% 50% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Employees feel that their work is challenging, stimulating and rewarding 4% 8% 40% 48% 0% 20% 40% 60% Strongly Disagree Disagree Agree Strongly Agree Management at GE place high importance on the health and safety of its employees
- 27. Results 5% 10% 39% 46% 0% 10% 20% 30% 40% 50% Strongly Disagree Disagree Agree Strongly Agree Compensation at GE is fair and competitive in the market 3% 12% 35% 50% 0% 10% 20% 30% 40% 50% 60% Strongly Disagree Disagree Agree Strongly Agree GE offers unusual and attractive perks 10% 90% How likely are you to change your employer during the next 12 months? likely unlikely 84% 16% I am very satisfied with my job likely 88% 12% I would highly recommend GE to my friends and family likely unlikely
- 28. Results 79% 21% I feel personally driven to help this organization succeed and will go beyond what's expected of me to ensure that it does likely unlikely 8% 92% I am actively looking for a job outside GE likely unlikely 75% 25% I get excited about going to work likely unlikely 85% 15% I feel completely involved in my work likely unlikely 91% 9% GE has a name you can trust likely unlikely 92% 8% GE is looked upon as a prestigious company to work for and known for Employer of Choice or Great Place to work for! Likely Unlikely
- 29. Interview with the Levant Talent Manager at GE • Training & Development( 50-65 training hours) • Career Path • Open Culture • Healthy & diverse working environment • Recognition & Rewards( Benefits & Perks) • Good Reputation (Prestigious Name)
- 30. Recommendations To conduct Job Satisfaction Survey To conduct Stay Interview Use employees Feedback Surveys
- 31. Conclusion Employer of Choice Attract RetainStrategies