EMPLOYER BRANDING FOR EXECUTIVE RECRUITING

Size: px
Start display at page:

Download "EMPLOYER BRANDING FOR EXECUTIVE RECRUITING"

Transcription

1 EMPLOYER BRANDING FOR EXECUTIVE RECRUITING Katharina Buttenberg

2 Developments In The Labour Market In The Last Decade Shift in the Labour Market: Demographic shift => growing age of workforce Increase in workforce mobility Higher diversification in job profiles Change in attitude towards work Shift in communication (web 2.0) Growing importance of Human Capital for Organizations: Employees as crucial factor for success Human Capital as differentiator towards competitors War for Talent glorifying outside talent

3 Marketing The Job - Employer Branding As Reaction Employer Branding* as Targeted, long-term strategy to manage the awareness and perceptions of employees, potential employees, and related stakeholders with regards to a particular firm. Develop Employer Branding to drive recruitment, retention and employee productivity. Sullivan, Dr. John (2004): The 8 Elements of a Successful Employment Brand. New York: ere.net (http://www.ere.net/2004/02/23/the-8-elements-of-a-successful-employment-brand/), p. 1

4 Definition of Executive Target Audience Executives in Germany Gender: 70% /30% male/female Income: > (average income ) Age: average age 35 years Professional Experience: > 5 years

5 Phases of Potential Employer Branding Tools Exit-Culture Exit Interviews Alumni-Networks Social- & Business Networking etc. PR, Marketing & Advertising Best Place to Work Competitions Cultural & Social Engagement (esp. Regionally) Guided company tours etc. Ex-Post Phase Association Phase Orientation Phase PR, Marketing & Advertising Company Homepage Jobpostings, Jobfairs etc. Welcome-day Employee Newspaper, Blog, Intranet etc. Employee Surveys Innovative Office- and Workplace Concepts Health- and other benefits Bonus, Premiums and Renumeration Employee Parties Etc. Bonding Phase Matching Phase Information Materials for Potential Employees Background Check Interview Process Self-Assessments & Assessment Centers etc. Source: Beck, Christoph Personalmarketing 2.0 Köln, Deutschland, Wolters Kluwer Deutschland; Luchterhand, S. p.

6 Literature Review & Expert Experience Brand Trend Analysis Employer Branding in Companies Employer Branding Study Executive Search Agencies In cooperation with: Employer Branding Questionnaire Professionals and Executives Literature Analysis: Focus: Selected literature regarding Employer Branding focussed on recruiting (2009/ 2011) Qualitative In-Depth Interviews: Target audience: Registered Executive Recruiters on Experteer Germany Focus on Executive hiring n=8 Field Time: June / August 2011 Qualitative In Depth-Interviews: Target audience: Selected Executive Search Agencies in Germany n = 6 Field Time: June / July 2011 Quantitative Online-Survey: Target audience: Registered Executive Search Agents on Experteer Germany Focus on Executive hiring n= 112 Field Time: July / August 2011 Quantitative Online-Survey: Traget audience: Registered candidates on Experteer Germany Executives 7/3 male/female average income average age 35 years n = 517 Field time: August / September 2011 Goal: Learnings on Best Practice in Recruiting Tools for Executive Recruiting and Recruiting Channels used.

7 Limitation Potential bias through choice of sources, Differing bases for questionnaires and resultsbase for questionnaires Small sample sizes of qualitative interviews Only first indications => further research required

8 Findings: Candidate Choice Siemens, BMW und Lufthansa are the most mentioned Employer Brands, which have been positively recognized by candidates in the last 6 months. Common denominators: Existing strong, positively loaded Corporate Brand Early development of consitently communicated Employer Brand (e.g. Be-Lufthansa) across several marketing channels. Open and transparent company website with informations on values, management style and salary development. Differentiated approach to candidates depending on career level Clear communication of organizational values and benefits (e.g. trainings, work-life-balance-programs) * Source: Employer Branding Questionnaire Candidates

9 Findings: First steps are done but no systematic approach Companies** and Executive Search Consultants*** are aware of the importance of Employer Branding but have not implemented measurable activities yet. There is a rough match between the main channels used for Executive Candidate Search***, Companies** and Job Search of Executives*. Trend is going towards direct contact, networking and classic personal contacts. Channels identified by Candidates for background research on potential employers*** ** are the same as channels prepared by employers* to attract executive candidates. Mainly company page, media and networks. However: There are no established systems for

10 Thank you for your attention

11 Literature Dr. John Sullivan. The 8 Elements of a Successful Employment Brand At:http://www.ere.net/2004/02/23/the-8-elements-of-asuccessful-employment-brand/ New York, Last verified on: Myskova, Renata. A New Measure Of Employee Satisfaction: Global Journal Of Business Research, Volume 5, Number 1, 2011 Zimmermann, Klaus F. European Labour Mobility: Challenges and Potentials: IZA DP No. 1410, November 2004 Kienbaum Wirtschaftswunderland Deutschland: zwischen Vollbeschäftigung und Talente-Tristesse: Experteer Die Bedeutung des Employer Branding für die Personalberatung: Beck, Christoph Personalmarketing 2.0 Köln, Deutschland, Wolters Kluwer Deutschland; Luchterhand, Barrow, Simon; Moseley, Richard. The employer brand Hoboken, NJ, Wiley, xviii, Mosley, Richard W. Customer experience, organisational culture and the employer brand: Brand Management, Vol 15, No 2, Nov 2007 Keller, Kevin Lane; Apéria, Tony; Georgson, Mats. Strategic brand management Harlow, England; New York, Prentice Hall Financial Times, xxvi, Schmidt, Holger. Internal Branding Wiesbaden, Gabler, Davis, Scott. Building a Brand-Driven Organization, pp In: Kellogg on branding: Hoboken, N.J. Wiley2005. xvii, van Wegge, Jürgen Schmidt Klaus-Helmut; Parkes, Carole; Dick, Rolf. Taking a sickie : Job satisfaction and job involvement as interactive predictors of absenteeism in a public organization: Journal of Occupational and Organizational Psychology (2007), Vol. 80, Nr. 1, 2007, Wright TA, Cropanzano R. Bonett DG. The moderating role of employee positive wellbeing on the relation between job satisfaction and job performance: Journal of Occupational Health Psychology, 12, 2, 2007, Stock, Ruth. Der Zusammenhang zwischen Mitarbeiter- und Kundenzufriedenheit Wiesbaden, Gabler, XII, Schüller, Anne M. Wie Kundenloyalität und Mitarbeiterloyalität korrelieren Teil 2At:http://www.foerderland.de/fachbeitraege/beitrag/Wie-Kundenloyalitaet-und-Mitarbeiterloyalitaet-korrelieren-Teil-2/ / Mannheim, Last update on: , Mertel, Barbara. Arbeitszufriedenheit - Eine empirische Studie zur Diagnose, Erfassung und Modifikation in einem führenden Unternehmen des Automotives Bamberg Myskova, Renata. A New Measure Of Employee Satisfaction: Global Journal Of Business Research, Volume 5, Number 1, 2011

12 Backup Katharina Buttenberg

13 Phases of Brand-Identification

New Challenges of Economic and Business Development 2013

New Challenges of Economic and Business Development 2013 THE IMPACT OF EMPLOYER BRANDING ON EMPLOYEE PERFORMANCE Katharina Buttenberg, University of Latvia, Latvia / FH Kufstein Kufstein, Austria 1 Abstract. Currently, the focus of Employer Branding research

More information

Communications.» Employer Branding. Becoming an Employer of Choice

Communications.» Employer Branding. Becoming an Employer of Choice Communications» Employer Branding Becoming an Employer of Choice » Recruitment and retention Managers and candidates have different perspectives on the same topic What recruiters think: We are a family-owned

More information

A Survey of Needs and Services for Postsecondary Nontraditional Students

A Survey of Needs and Services for Postsecondary Nontraditional Students A Survey of Needs and Services for Postsecondary Nontraditional Students Part III: A Survey of School Departments As an initiative for the Perkins Career and Technical Education Grant, this survey is designed

More information

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland

More information

UCMS HR Software Solution for Human Resources Management. UCMS HR consists of specialized modules for:

UCMS HR Software Solution for Human Resources Management. UCMS HR consists of specialized modules for: UCMS HR consists of specialized modules for: Personnel Administration Recruitment Induction Performance Management Time & Attendance Employee Portal Reporting and Alerts Travel & Expenses Organisational

More information

A study on the Employer Brand Building activities at Titan PED Division

A study on the Employer Brand Building activities at Titan PED Division International Journal of Business and Management Invention ISSN (Online): 2319 8028, ISSN (Print): 2319 801X Volume 3 Issue 6 June. 2014 PP.38-42 A study on the Employer Brand Building activities at Titan

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

Prestige Staffing Personnel is locally owned and operated and has continuously provided

Prestige Staffing Personnel is locally owned and operated and has continuously provided Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:

More information

TEAMWORK. Recruitment HR Consulting Market Research A WINNING TEAM IS GREATER THAN THE SUM OF ITS PARTS.

TEAMWORK. Recruitment HR Consulting Market Research A WINNING TEAM IS GREATER THAN THE SUM OF ITS PARTS. TEAMWORK Recruitment HR Consulting Market Research Business Consulting A WINNING TEAM IS GREATER THAN THE SUM OF ITS PARTS. Saint Blanquat & A. Services Saint Blanquat & A. is Cambodia s premier Human

More information

So you think you ve got RPO?

So you think you ve got RPO? So you think you ve got RPO? Are you getting enough of the right candidates? Are you measuring what good looks like? Do you have an EVP? Do you have a social media strategy? Do you have attrition or employee

More information

Human Resources Specialist Salary CTC per annum R 405 041.00 R 504.041

Human Resources Specialist Salary CTC per annum R 405 041.00 R 504.041 Your skills partner Food and Beverages Manufacturing Sector Education and Title Human Resources Specialist Salary CTC per annum R 405 041.00 R 504.041 Ref HRS/01/16 Department Corporate Services Report

More information

Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services

Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services Employee Engagement Drives Client Satisfaction and Employee Success in In professional services, business success is achieved through employee success. Organizations that prioritize top talent gain competitive

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

Defence Employment Offer Dorota Thorp (AIRCDRE Ken Birrer) Practice Forum presented at the 9 th Industrial and Organisational Psychology Conference

Defence Employment Offer Dorota Thorp (AIRCDRE Ken Birrer) Practice Forum presented at the 9 th Industrial and Organisational Psychology Conference Defence Employment Offer Dorota Thorp (AIRCDRE Ken Birrer) Practice Forum presented at the 9 th Industrial and Organisational Psychology Conference RELATED CONCEPTS Definitions Minchington (2005) defines

More information

EVP The foundation of a strong Employer Brand. HR Swiss Congress 2014, Bern

EVP The foundation of a strong Employer Brand. HR Swiss Congress 2014, Bern HR Swiss Congress 2014, Bern Employer Branding in 1913 2 Influence your Employer Brand in the right direction ALL EMPLOYERS HAVE AN EMPLOYER BRAND. Even if employers don t actively control the brand, it

More information

The Drake Suite of Talent Management Solutions. Increasing the Return on your Human Capital Investment

The Drake Suite of Talent Management Solutions. Increasing the Return on your Human Capital Investment The Drake Suite of Talent Management Solutions Increasing the Return on your Human Capital Investment Increasing the Return on your Human Capital Investment An integrated and comprehensive approach to

More information

Course Descriptions for the Business Management Program

Course Descriptions for the Business Management Program Course Descriptions for the Business Management Program Upon completion of two quarters, students will earn a Professional Certificate in Business Management with a specialization in a chosen area: HR,

More information

RESEARCH PAPERS FACULTY OF MATERIALS SCIENCE AND TECHNOLOGY IN TRNAVA SLOVAK UNIVERSITY OF TECHNOLOGY IN BRATISLAVA

RESEARCH PAPERS FACULTY OF MATERIALS SCIENCE AND TECHNOLOGY IN TRNAVA SLOVAK UNIVERSITY OF TECHNOLOGY IN BRATISLAVA RESEARCH PAPERS FACULTY OF MATERIALS SCIENCE AND TECHNOLOGY IN TRNAVA SLOVAK UNIVERSITY OF TECHNOLOGY IN BRATISLAVA 2010 Number 29 EMPLOYER BRANDING SOURCE OF COMPETITIVENESS OF THE INDUSTRIAL PLANTS Dagmar

More information

Human Resources Management Map

Human Resources Management Map Human Resources Map This map has been developed by november ag and is published under the Creative Commons Attribution-ShareAlike 3.0 Unported License. Version 1.1 / October 2012 november ag Human Resources

More information

WHAT CAN BE MEASURED, CAN BE IMPROVED

WHAT CAN BE MEASURED, CAN BE IMPROVED WHAT CAN BE MEASURED, CAN BE IMPROVED TAKING A CLOSER LOOK AT YOUR CANDIDATE RECRUITING EXPERIENCE MARIA ROSPLOCH AND THOMAS F. KAMINSKY /02 the nearest exit In an ever-increasing struggle to secure top

More information

SELF-ASSESSMENT: YOUR HUMAN CAPITAL SYSTEMS

SELF-ASSESSMENT: YOUR HUMAN CAPITAL SYSTEMS SELF-ASSESSMENT: YOUR HUMAN CAPITAL SYSTEMS Increasingly, business executives understand that human capital the skills, talents, and motivation of employees is truly an organization s most important asset

More information

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service Creating Tomorrow s Public Service May, 2009 A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service 1 The Role of Public Service Employees As professionals,

More information

Chair of innovative Brand Management University of Bremen Lehrstuhl für innovatives Markenmanagement (LiM) Universität Bremen

Chair of innovative Brand Management University of Bremen Lehrstuhl für innovatives Markenmanagement (LiM) Universität Bremen Chair of innovative Management University of Bremen Lehrstuhl für innovatives Markenmanagement (LiM) Universität Bremen Prof. Dr. Christoph Burmann, Dr. Rico Piehler, Chair of innovative Management, University

More information

Employee Value Proposition (EVP)

Employee Value Proposition (EVP) FACTSHEET Employee Value Proposition () What it is and why it is important Employee Value Proposition () is the jargon commonly used to describe the characteristics and appeal of working for an organisation.

More information

Midterm Exam. Hagen Ziemer. California International Business University. February 9, 2009. CIBU 729: Marketing Management. Thomas Matula, Ph.D.

Midterm Exam. Hagen Ziemer. California International Business University. February 9, 2009. CIBU 729: Marketing Management. Thomas Matula, Ph.D. Midterm Exam 1 Midterm Exam Hagen Ziemer California International Business University February 9, 2009 CIBU 729: Marketing Management Thomas Matula, Ph.D. Midterm Exam 2 Table of Content I.Table of Content...

More information

Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES

Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES What is employee satisfaction? Employee satisfaction is the individual employee s general attitude towards the job. It is also an employee

More information

Human Resources Management SCS 0987-049

Human Resources Management SCS 0987-049 Human Resources Management SCS 0987-049 University of Toronto What Does Talent Management Mean? There is a lack of consistency regarding g a true definition. Talent on it s own can mean the combined employee

More information

Employee Benefit Trends Study Australia

Employee Benefit Trends Study Australia Employee Benefit Trends Study Australia The easy and effective way to differentiate your business Contents About us 1 Global expertise 1 1. Latest trends in employee benefits 2 2. Key issues 3 3. The rest

More information

Talent management: an overview

Talent management: an overview Homepage > HR Resources > Factsheets > Talent management: an overview Talent management: an overview Revised August 2012 In this factsheet What is talent management? The changing context and business case

More information

Talent Management Courses

Talent Management Courses Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people

More information

Employee Benefits Report 2014

Employee Benefits Report 2014 Employee Benefits Report 2014 Foreword Attraction, Retention, Motivation: from listening to our clients these are the three most common words used when discussing employees. And given that the war for

More information

HR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals

HR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals 50 HR and Recruiting Stats That Make You Think Introduction Employer branding, employee engagement, social recruiting, transparency and Millennials are among the most important trends and topics impacting

More information

HR WSQ Qualifications. Certified HR Professional Programmes

HR WSQ Qualifications. Certified HR Professional Programmes Human Resource WSQ HR WSQ Qualifications WSQ ADVANCED CERTIFICATE IN HUMAN RESOURCES 4 core + 4 Elective Units CORE UNITS Analyse and present research information (Level 3) Ensure compliance with relevant

More information

A Framework for Attraction and Retention in the Government of Nova Scotia

A Framework for Attraction and Retention in the Government of Nova Scotia Government of Nova Scotia, Attraction and Retention Framework - 1 - A Framework for Attraction and Retention in the Government of Nova Scotia Summer 2006 Government of Nova Scotia, Attraction and Retention

More information

nisa Centre for Human Resource Management Experience. The Difference.

nisa Centre for Human Resource Management Experience. The Difference. nisa Centre for Human Resource Management Experience. The Difference. Our vision. Improving organisational effectiveness through Human Resource Management practices, creating positive outcomes and enhancing

More information

Benefits of the APMP Professional Certification Program to Organizations & Individuals

Benefits of the APMP Professional Certification Program to Organizations & Individuals Benefits of the APMP Professional Certification Program to Organizations & Individuals Table of Contents TABLE OF CONTENTS... 2 INTRODUCTION... 4 THE PROFESSIONAL Certification PROCESS... 5 THE BENEFITS

More information

MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER

MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER 2014 ForeSee 2 MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT TABLE OF CONTENTS All Employee

More information

Targeted Advertising and Consumer Privacy Concerns Experimental Studies in an Internet Context

Targeted Advertising and Consumer Privacy Concerns Experimental Studies in an Internet Context TECHNISCHE UNIVERSITAT MUNCHEN Lehrstuhl fur Betriebswirtschaftslehre - Dienstleistungsund Technologiemarketing Targeted Advertising and Consumer Privacy Concerns Experimental Studies in an Internet Context

More information

Christchurch City Council. Human Resources. Activity Management Plan. Long Term Plan 2015 2025. 15 December 2014. Human Resources

Christchurch City Council. Human Resources. Activity Management Plan. Long Term Plan 2015 2025. 15 December 2014. Human Resources Human Resources Activity Management Plan Long Term Plan 2015 2025 15 December 2014 Human Resources Quality Assurance Statement Christchurch City Council Civic Offices 53 Hereford Street PO Box 73015 Christchurch

More information

Using Workforce Analytics to Reduce Employee Turnover

Using Workforce Analytics to Reduce Employee Turnover Using Workforce Analytics to Reduce Employee Turnover White Paper This White Paper describes the challenges of reducing employee turnover in shift based organizations, and introduces Otipo s innovative

More information

IOR Strategy 3 Year PlanThe Professional Body for Recruiters & HR

IOR Strategy 3 Year PlanThe Professional Body for Recruiters & HR IOR Strategy Year PlanThe Professional Body for Recruiters & HR Professional Certificate in Social Recruiting (IOR Cert) Part Qualified in HR Online 1 Why IOR Professional Qualifications? The IOR is a

More information

FAILURE TO LAUNCH: Why Companies Need Executive Onboarding

FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding Employee onboarding is beginning to receive the attention its due, as more companies

More information

Branding a Business School: the Intersection of Scholarship and Practical Experience

Branding a Business School: the Intersection of Scholarship and Practical Experience Branding a Business School: the Intersection of Scholarship and Practical Experience OVERVIEW Christine Wright-Isak, Ph.D. Assistant Professor of Marketing Florida Gulf Coast University Branding is a business

More information

Graduate Diploma in. Management. (Grad.Dip.Mgmt)

Graduate Diploma in. Management. (Grad.Dip.Mgmt) cmi-ireland.com T: 01 492 7070 Graduate Diploma in Management (Grad.Dip.Mgmt) CMI Page 1 Graduate Diploma in Management About the Course CMI have teamed up with the ICM Institute of Commercial Management

More information

to selection. If you have any questions about these results or In the second half of 2014 we carried out an international

to selection. If you have any questions about these results or In the second half of 2014 we carried out an international Candidate Experience Survey RESULTS INTRODUCTION As an HR consultancy, we spend a lot of time talking We ve set out this report to focus on the findings of to our clients about how they can make their

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY

SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY EXECUTIVE SUMMARY The key drivers that drive talent acquisition in good times and bad times, in tight labor markets or soft ones largely remain

More information

Who is in charge: Corporate Communications or Corporate Marketing?

Who is in charge: Corporate Communications or Corporate Marketing? Who is in charge: Corporate or Corporate Marketing? A European survey amongst the top reputation leading companies i Markus Will, Malte Probst and Thomas Schmidt, ii Centre for Corporate, mcm institute

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

A9. What is the total number of employees worldwide including Denmark by headcount?

A9. What is the total number of employees worldwide including Denmark by headcount? SURVEY OF EMPLOYMENT PRACTICES OF MULTINATIONAL COMPANIES OPERATING IN DENMARK Home-based English version Please select a language: SECTION A: INTRODUCTION English... 1 Danish... 2 First page: EMPLOYMENT

More information

9Lenses: Human Resources Suite

9Lenses: Human Resources Suite 9Lenses: Human Resources Suite 9Lenses Software for HR Leaders 9Lenses Software for HR Leaders Software Overview: People are an organization s most valuable asset. With 9Lenses Software for HR Leaders,

More information

Diploma in Marketing

Diploma in Marketing Brentwood Open Learning College Diploma in Marketing (Level 4) Course Structure & Contents Diploma in Marketing Course Structure Contents Page 1 Unit 1 to Marketing The unit 1 covers the following topics:

More information

Internship Guide. Get Started

Internship Guide. Get Started Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want

More information

A Branders Publication Employer Branding Attracting the Right Talents

A Branders Publication Employer Branding Attracting the Right Talents A Branders Publication Employer Branding Attracting the Right Talents Positioning a company as an attractive employer falls within the remit of strategic management. It is an integrated process that comes

More information

Employer Brand Analytics

Employer Brand Analytics Employer Brand Analytics 101 Introduction Developing an effective employer brand is the foundation of an effective recruitment strategy. Your employer brand is your reputation, and if you don t define

More information

Brand Loyalty in Insurance Companies

Brand Loyalty in Insurance Companies Journal of Economic Development, Management, IT, Finance and Marketing, 4(1), 12-26, March 2012 12 Brand Loyalty in Insurance Companies Sancharan Roy, (B.E., MBA) Assistant Professor, St. Joseph's College

More information

COMMUNICATIONS MANAGEMENT. Calverton House 2 Harpenden Road St Albans Hertfordshire AL3 5AB

COMMUNICATIONS MANAGEMENT. Calverton House 2 Harpenden Road St Albans Hertfordshire AL3 5AB Calverton House 2 Harpenden Road St Albans Hertfordshire AL3 5AB COMMUNICATIONS MANAGEMENT tel: +44 (0) 1727 850761 fax: +44 (0) 1727 843126 info@cm-pr.co.uk www.cm-pr.co.uk A research-based guide to employer

More information

Talent management strategy template

Talent management strategy template Talent management strategy template 2012 Halogen Software Inc. All rights reserved. Halogen, Halogen eappraisal, Halogen ecompensation, Halogen elearning Manager, Halogen esuccession, Halogen e360 Multirater,

More information

How to Culturally Embed Total Rewards into the DNA of Your Organization

How to Culturally Embed Total Rewards into the DNA of Your Organization How to Culturally Embed Total Rewards into the DNA of Your Organization Lisa Silcox Senior Communication Consultant Eckler Ltd. Companies spend millions every year providing benefits that employees don

More information

Umbrella for Research into Human Resource Development (HRD)

Umbrella for Research into Human Resource Development (HRD) Human Resource Development International, Vol. 10, No. 1, 99 106, March 2007 Umbrella for Research into Human Resource Development (HRD) LIDEWEY E. C. VAN DER SLUIS Vrije Universiteit What may be the future

More information

Supporting Women in Leadership

Supporting Women in Leadership June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from

More information

PSY 4680, Industrial Organizational Psychology Course Syllabus. Course Description. Prerequisites. Course Textbook. Course Learning Objectives

PSY 4680, Industrial Organizational Psychology Course Syllabus. Course Description. Prerequisites. Course Textbook. Course Learning Objectives PSY 4680, Industrial Organizational Psychology Course Syllabus Course Description Provides an analytical understanding of industrial/organization (I/O) psychology, one of the major applied areas of psychology.

More information

STUDY ON EMPLOYEES PERCEPTION ON INTERNAL MARKETING STRATEGIES OF SEVERAL ROMANIAN COMPANIES

STUDY ON EMPLOYEES PERCEPTION ON INTERNAL MARKETING STRATEGIES OF SEVERAL ROMANIAN COMPANIES STUDY ON EMPLOYEES PERCEPTION ON INTERNAL MARKETING STRATEGIES OF SEVERAL ROMANIAN COMPANIES Luigi Dumitrescu, PhD Professor Lucian Blaga University of Sibiu, Sibiu, Romania Iuliana Cetină, PhD Professor

More information

Three Ways Social Media and Technology Have Changed Recruitment

Three Ways Social Media and Technology Have Changed Recruitment Three Ways Social Media and Technology Have Changed Recruitment Application of Modern Technology and Social Media in the Workplace Prior to the introduction of social media and technology, recruiters focused

More information

Workplace Diversity Program 2006-2010

Workplace Diversity Program 2006-2010 Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no

More information

Psychology 3000A Introduction to Organizational Psychology

Psychology 3000A Introduction to Organizational Psychology Psychology 3000A Introduction to Organizational Psychology C. Gail Hepburn, PhD Department of Psychology University of Lethbridge Fall 2008 Mondays, Wednesdays, & Fridays: 11:00 to 11:50, in C756 Content:

More information

Human Resource Business Professional Certification (HRBP ) www.hr-pulse.org. In Partnership With

Human Resource Business Professional Certification (HRBP ) www.hr-pulse.org. In Partnership With Human Resource Business Professional Certification (HRBP ) www.hr-pulse.org In Partnership With HR Pulse has the Learning Solutions to Empower Your People & Grow Your Business About HRCP The Human Resource

More information

Turnover. Defining Turnover

Turnover. Defining Turnover Retaining Talent A guide to analyzing and managing employee turnover; By David G. Allen, Ph.D., SPHR SHRM Foundation s Effective Practice Guidelines Series Defining Turnover Turnover is defined as an employee

More information

Industrial and organisational psychology

Industrial and organisational psychology Chapter Industrial and organisational psychology Michael P O'Driscoll and Paul J Taylor Psychology Department University of Waikato New Zealand Introduction Industrial and organisational (I/0) psychology

More information

HR Metrics and Workforce Analytics. No Balance NO ROI The Rise of BIG Data

HR Metrics and Workforce Analytics. No Balance NO ROI The Rise of BIG Data HR Metrics and Workforce Analytics No Balance NO ROI The Rise of BIG Data Program Description Regardless of the size of the organization, HR metrics and workforce analytics are becoming increasingly beneficial.

More information

THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES

THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES 04 THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES Once an organisation understands and communicates its Employee Value Proposition and Employer Brand, the next step is to ensure

More information

Lead-Engage-Perform. Agenda. Public Sector Leadership for Improved Employee Engagement and Organisational Success

Lead-Engage-Perform. Agenda. Public Sector Leadership for Improved Employee Engagement and Organisational Success Public Governance and Territorial Development Directorate Working Party on Public Employment and Management Lead-Engage-Perform Public Sector Leadership for Improved Employee Engagement and Organisational

More information

Alexandrina Vermeulen

Alexandrina Vermeulen UNDERSTANDING THE WORK EXPERIENCES, COPING STRATEGIES AND ORGANISATIONAL RETENTION OF SOCIAL WORKERS IN GAUTENG IN-PATIENT SUBSTANCE ABUSE TREATMENT CLINICS Alexandrina Vermeulen A research report submitted

More information

Career Management. Succession Planning. Dr. Oyewole O. Sarumi

Career Management. Succession Planning. Dr. Oyewole O. Sarumi Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development

More information

ANZAM 2015 Streams and Keywords

ANZAM 2015 Streams and Keywords ANZAM 2015 Streams and Keywords Stream Keywords 01. Managing for Peak Performance strategic HRM strategic change technological change global business environment innovation managing across cultures international

More information

Tools for High Performance Recruitment: Carl Freelove Marketing Manager

Tools for High Performance Recruitment: Carl Freelove Marketing Manager Tools for High Performance Recruitment: Building a Better Workforce Carl Freelove Marketing Manager Agenda: what you will takeaway About jobs.ac.uk Recruitment market overview The recruitment tools: creating

More information

Recruitment & Retention Talent Management

Recruitment & Retention Talent Management Recruitment & Retention Talent Management Lori (Lurene) VanNess, MSHRA, SPHR, CPM VanNess Consulting 863-514-7660 vannessconsults@gmail.com Government Wants & Needs Talent Where do we begin? What methods

More information

Empirical Study of the Relationship between Staff Training and Job Satisfaction among Nigerian Banks Employees

Empirical Study of the Relationship between Staff Training and Job Satisfaction among Nigerian Banks Employees Empirical Study of the Relationship between Staff Training and Job Satisfaction among Nigerian Banks Employees Adesola, M.A DEPARTMENT OF BUSINESS ADMINISTRATION AND MANAGEMENT OSUN STATE POLYTECHNIC,

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

Embedding our Values. Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay)

Embedding our Values. Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay) Embedding our Values Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay) Making a Difference Together Here at UCLH we are clinically excellent, consistently in the

More information

Personality & Behavior: Identify the Qualities that Drive Performance

Personality & Behavior: Identify the Qualities that Drive Performance Personality & Behavior: Identify the Qualities that Drive Performance Table of Contents Introduction 3 Occupational Personality Questionnaire (OPQ) 6 Motivation Questionnaire (MQ) 8 Dependability & Safety

More information

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible

More information

MARKETING INTERMEDIATE LEVEL

MARKETING INTERMEDIATE LEVEL Syllabus MARKETING INTERMEDIATE LEVEL Proposed for examinations sessions starting May 2017 INTERMEDIATE Level, Marketing, MATSEC 1 Syllabus objectives The syllabus is intended to encourage candidates to:

More information

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern

More information

How to Win the War for Contact Center Talent: Seven Secrets to Better Hiring A Business Optimization White Paper

How to Win the War for Contact Center Talent: Seven Secrets to Better Hiring A Business Optimization White Paper How to Win the War for Contact Center Talent: Seven Secrets to Better Hiring A Business Optimization White Paper by: Kevin G. Hegebarth Vice President, Marketing HireIQ Solutions, Inc. 1101 Cambridge Square,

More information

No. 1 Choice for Europe s Leading Brands e-recruitment

No. 1 Choice for Europe s Leading Brands e-recruitment Recognised as a leader in e-recruitment software by: No. 1 Choice for Europe s Leading Brands e-recruitment StepStone is the world s leading provider of Total Talent Management solutions. Every day StepStone

More information

15 December 2015. Human Resources Framework Policy

15 December 2015. Human Resources Framework Policy 15 December 2015 Human Resources Framework Policy Content HUMAN RESOURCES FRAMEWORK POLICY 3 1. Purpose 3 2. Main Principles of Conduct 3 3. Instruments 3 4. Main Principles of Conduct in connection with

More information

Prof,Sanjay Hanji Associate Professor Department of Management Studies Basaveshwar Engineering College, Bagalkot Karnataka, India

Prof,Sanjay Hanji Associate Professor Department of Management Studies Basaveshwar Engineering College, Bagalkot Karnataka, India Study On Recruitment through Social Media Networking Sites Prof,Brijmohan Vyas Assistant Professor Department of Management Studies brijmohanvays11@gmail.com Miss, Rohini Mirji Final year Student Department

More information

Recruitment and Selection

Recruitment and Selection Recruitment and Selection The recruitment and selection belongs to value added HR Processes. The recruitment is about: the ability of the organization to source new employees, to keep the organization

More information

Leadership and Human Resource Essentials (HRS402) Learning Objectives

Leadership and Human Resource Essentials (HRS402) Learning Objectives Leadership and Human Resource Essentials (HRS402) Learning Objectives Classroom Course Note: The Leadership and Human Resource Essentials classroom course has an online education requirement that can be

More information

Course Author: Dr. Monica Belcourt, School of Human Resource Management, York University; Ron Alexandrowich and Mark Podolsky

Course Author: Dr. Monica Belcourt, School of Human Resource Management, York University; Ron Alexandrowich and Mark Podolsky Strategic Human Resources Planning Course Author: Dr. Monica Belcourt, School of Human Resource Management, York University; Ron Alexandrowich and Mark Podolsky Description: The course provides students

More information

Social Media & Recruitment How can Social Media be used to attract and recruit the right talent for your organisation?

Social Media & Recruitment How can Social Media be used to attract and recruit the right talent for your organisation? Social Media & Recruitment How can Social Media be used to attract and recruit the right talent for your organisation? Presented by: Thamara Naicker, Telkom SA November 2013 https://www.youtube.com/watch?v=pslgvgkq9go

More information

Author: Ankhara Hunte, Diversity Consultant for National College for Leadership of Schools and Children s Services

Author: Ankhara Hunte, Diversity Consultant for National College for Leadership of Schools and Children s Services Governors Title: A succession planning (diversity) audit tool for Governors Author: Ankhara Hunte, Diversity Consultant for National College for Leadership of Schools and Children s Services Date: May

More information

Before you begin. Topic 1: Research planning requirements 1. Topic 2: Develop human resource strategic plan 37

Before you begin. Topic 1: Research planning requirements 1. Topic 2: Develop human resource strategic plan 37 Contents Before you begin vii Topic 1: Research planning requirements 1 1A Analyse strategic plans to determine human resource strategic direction, objectives and targets 2 1B Undertake additional environmental

More information

ESAfrica. Partnering People Creating Change. www.es-africa.com

ESAfrica. Partnering People Creating Change. www.es-africa.com www.es-africa.com ESAfrica Partnering People Creating Change. Search and Selection Employment Assessment Analysis Outplacement Employment Services Payroll Processing ESAfrica has been a leader in the recruiting

More information

What do we do at Cimigo?

What do we do at Cimigo? Careers at Cimigo What do we do at Cimigo? As a Market Research Consultancy we help organisations achieve their business objectives: we. Identify opportunities & threats Measure behaviour & attitudes Benchmark

More information