Strategic HRM - Simply
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The document discusses strategic human resource management and poses questions for organizations to consider when designing their HR strategies. It suggests starting by deciding what the organization aims to achieve and how it will reach its goals, then aligning all activities accordingly. Hotels are used as an example where sales fluctuate and labor is drawn quickly from secondary markets. The document prompts examining revenue sources, labor demand drivers, and desired internal labor markets to determine needed HR processes. It concludes by advising analyzing competitors' effects on the business and HR strategies.
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One of the greatest benefits of inbound marketing is that it’s continuous and compounding. Inbound marketing offers a profound opportunity to connect with and help your leads succeed with your product on their terms.
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Personal Brand Marketing
This document summarizes an agenda for a personal branding and career marketing program. The program helps participants define their personal brand, develop marketing materials like a competency profile and resume, and network. It includes exercises to understand strengths, weaknesses, opportunities, and threats to better define "Product You." The goal is to help participants market themselves effectively to find new job opportunities that match their skills and interests.
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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.
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The document discusses modeling the human resources (HR) function as an internal customer service department. It begins by defining the role of a customer service department, which is to directly interact with and satisfy customers. It then argues that HR should aim to satisfy employees in the same way, as employees are the internal customers. The document provides examples of how various HR functions like recruitment, performance management, training, and benefits can be designed to prioritize the employee experience and make processes more customer-friendly. The goal is to attract, retain and develop talent through excellent internal customer service.
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HR Technology Influencer eBook
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
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Sport & Leisure Industry - Session 6 - Brands: How
This document provides guidance on developing a brand for an organization through understanding the organization and communicating its identity. It discusses conducting a SWOT analysis, identifying the organization's unique selling proposition and core competencies, and developing a mission statement. The goal is to understand the organization's strengths and weaknesses, opportunities, and threats, in order to craft a concise yet informative brand message through a mission statement that captures the organization's purpose and objectives.
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The document discusses changes in communications and content marketing. Search engine optimization and social media optimization now require understanding who searches, what they search for, and where they are located. Brand PR relies on storytelling content rather than traditional channels. To engage stakeholders, organizations must publish information rather than just market. The key is creating accessible, easy to share content for customers rather than executives. Communicators should focus on conversations not just news management. While platforms change, the fundamentals of good PR like a compelling story remain important.
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Strategic HRM - Simply
Editor's Notes
- Who does this picture belong to? Not me – so if it is yours, please shout. Thanks.