The focus of this paper is to develop a comprehensive conceptual framework for the relationship between internal employer brand image and talent retention. An extensive and semi-systematic literature ...review identified a number of antecedents and consequences that have been empirically tested in various cutting-edge research studies that were conducted around the world. The existing literature is reviewed using a topical approach, and 66 research studies, most recent from various repositories, were carefully chosen and reviewed based on the criteria. Such studies have been discerned and synthesized in order to establish a complete and accurate understanding of the phenomenon. Finally, a comprehensive and relatively rich conceptual framework has been proposed for future empirical explanations in various social settings
prospective research.
Employer Brand of Choice: an employee perspective Bellou, Victoria; Chaniotakisb, Ioannis; Kehagias, Ioannis ...
Journal of business economics and management,
11/2015, Letnik:
16, Številka:
6
Journal Article
Recenzirano
Odprti dostop
This study seeks to contribute in the field of the ideal employer, by determining the Employer Brand of Choice and its core components. In doing so, a pilot study was initially conducted to delineate ...these components. Evidence from 896 working adults that participated in a field study support the multi-dimensionality of the construct Employer Brand of choice, highlighting the role of “Remuneration”, “Relationships”, “Opportunities for Self Development”, “Recognition”, and “Corporate Image”. These findings not only offer a concrete and holistic theoretical base of Employer Brand of Choice, but they can also serve as a managerial guide towards enhancing companies’ ability to attract, retain and motivate talented individuals.
Dimensions of the employer brand Jasmina Ognjanović
Menadžment u hotelijerstvu i turizmu,
12/2017, Letnik:
5, Številka:
2
Journal Article
Recenzirano
Odprti dostop
Companies strive to attract talented employees from the labor market and reduce fluctuations in employee numbers, which can cause a number of negative effects on business, such as an increase in ...employment costs, decrease in revenue, lower productivity, bad interpersonal relations. In order to become attractive for talented employees, companies need to build the image of the attractive employer, defined as the employer brand in professional literature. Building an employer brand requires the development of particular aspects of it. Analyzing these aspects, the company management gets information on which potential and current employees are most worth hiring and keeping, and the answer to the question of which aspects need to be invested in and how employer can became attractive in the labor market. The aim of the paper is to observe the development of the aspects of the employer brand and their comparison, based on studies conducted earlier.The methods of research used in this paper are the following: methods of induction and deduction and methods of analysis and synthesis. Based on the earlier studies, it can be concluded that the identification and observation of the aspects of the employer brand indicate the demands and needs of employees, whose fulfillment leads to better business results and a better competitive position of the company. By developing these aspects, the employer actually follows the development of the company, the development of employees and the level of their satisfaction.
Dimensions of the employer brand Jasmina Ognjanović
Menadžment u hotelijerstvu i turizmu,
12/2017, Letnik:
5, Številka:
2
Journal Article
Recenzirano
Odprti dostop
Companies strive to attract talented employees from the labor market and reduce fluctuations in employee numbers, which can cause a number of negative effects on business, such as an increase in ...employment costs, decrease in revenue, lower productivity, bad interpersonal relations. In order to become attractive for talented employees, companies need to build the image of the attractive employer, defined as the employer brand in professional literature. Building an employer brand requires the development of particular aspects of it. Analyzing these aspects, the company management gets information on which potential and current employees are most worth hiring and keeping, and the answer to the question of which aspects need to be invested in and how employer can became attractive in the labor market. The aim of the paper is to observe the development of the aspects of the employer brand and their comparison, based on studies conducted earlier.The methods of research used in this paper are the following: methods of induction and deduction and methods of analysis and synthesis. Based on the earlier studies, it can be concluded that the identification and observation of the aspects of the employer brand indicate the demands and needs of employees, whose fulfillment leads to better business results and a better competitive position of the company. By developing these aspects, the employer actually follows the development of the company, the development of employees and the level of their satisfaction.
Among the efforts to create a company brand, the development of a successful employer brand is today not only a sign of a socially responsible business, but also a tool to achieve competitive ...advantages in the labour market, expand employment opportunities, and retain the best employees. The key values that influence the intention to join a company vary among different groups of employees, which must be taken into account when creating a successful employer value proposition (EVP). The purpose of this study is to assess the differences between the key values of employed and potential workers whose work is most on demand in the labour market (generations Y and Z, with higher education and those who obtain higher education). The research was conducted on the basis of a sociological survey of a representative sample of respondents (510 respondents). The main differences in the perception of the employer’s brand are identified by gender (higher value of safety in the workplace for women, and opportunities for personal development for men), as well as in the groups selected by the availability of experience: pay is valued highest by respondents with work experience; for those who have no work experience, the employer’s brand reputation is a more important factor. There are also significant differences in assessments of the importance of workplace safety, professional development, comfortable environment, and work-life balance.
Introduction In a globalized and constantly evolving employment environment, it is imperative that organizations cultivate effective employer branding strategies to maintain competitiveness and ...attractiveness. These would allow them to obtain unique advantages in the market but also support for the internal employer brand. Despite the critical role of employer branding in attracting and retaining top talent, there remains a gap in understanding its relationship to HRM practices and employee perceptions of those practices. The purpose of this research was to investigate the correlation between human resources management practices and employer branding measured through organizational attractiveness and seen from the employees’ perspective. Additionally, to find out if there is a significant difference between the private and public sector in terms of the perception of HRM practices influencing organizational attractiveness. Methods A questionnaire was applied to 800 respondents, employed in various positions in private and public sector organizations in western Romania. Two scales were applied to evaluate human resources management practices and the employer’s attractiveness from the employees’ perspective. Results Findings indicate a direct and positive relation between HRM practices and organizational attractiveness, with particular emphasis on performance appraisal practice, training and development, and work-life balance practices. When it comes to private sector, the significant practices influencing organizational attractiveness are performance appraisal, safety, and work-life balance practices, whereas in the public sector we have training-development and performance appraisal practices. Discussion These results underline the role of human resource management in strengthening internal support for the employer brand and increasing overall employer attractiveness. The more appropriate human resource management practices are in the perception of employees, the more attractive the organization is perceived as an employer.
Purpose
This study aims to provide an extensive review of the employer brand literature by capturing research trends and proposing a research agenda.
Design/methodology/approach
A bibliometric ...analysis was conducted to study 232 peer-reviewed articles indexed on Scopus from 2004 to 2021. Content analysis is added where appropriate to further explore empirical studies and influential papers.
Findings
Based on bibliometric analysis, this study provides data about the volume, growth trajectory, geographic distribution, main authors, three main themes and future research avenues for each of these themes. Content analysis sheds light on research subjects, types of data, methods and most influential papers.
Originality/value
This paper is among the first to conduct a bibliometric analysis along with content analysis focusing on employer brand. An extensive research agenda derived from the studied literature is also provided for interested scholars.
Unfriendly actions against Russia taken by the “global North” predetermine the need not only to strengthen defense capability and economic sovereignty, but also to expand international cooperation ...with other states. Strong brands of state-owned corporations, which have well-known successes at the global level, may help solve these problems. The purposes of the article are to formulate conceptual goals of branding of scientific and industrial state corporations and to assess their existing brand communications. Based on theoretical and legal analysis, it has been determined that such goals should be the following: the creation and maintenance of a strong corporate brand, the brand of a responsible employer, the brand of Russia as a high-tech country with advanced science and education that cares for the development of the population and territories. These brands should form the citizens’ confidence in strength of the state, patriotism. Empirical and content analysis has shown that state corporations, such as “Rosatom”, “Rostec”, “Roscosmos”, create systems of brand communications aimed at forming strong corporate brands and a positive image of the state. They include a wide range of contacts with audiences. Certain differences in brand communications have been identified for each state corporation related to the accents of missions and target audiences. It has been concluded that there is a need for a deeper assessment of the effectiveness of branding.
PurposeAlthough researchers agreed that corporate image and employer image are important factors affecting organizational attractiveness, understanding the role of social identity within the ...attracting process, in addition to exploring the relationship between corporate image and employer image, is still a research gap. Therefore, this study aims to investigate the effect of corporate and employer image on organizational attractiveness in addition to understanding the moderating role of social identity on the relationship between corporate image and employer brand and organizational attractiveness.Design/methodology/approachThe study used a survey method for data collection from fourth year students.FindingsThe findings show that both employer image and corporate image have a significant positive effect on organizational attractiveness . In addition, it has showed that social identity consciousness plays partial role as a moderator in the model.Originality/valueThis paper is one of the first papers that include corporate image, employer image, social identity consciousness and organizational attractiveness in the same model . In addition, it is one of the limited papers that considered both signal and social identity theory in attraction process.
İşveren markalaşmasının önemi gün geçtikçe artmaktadır. Şirketler arası yetenek savaşlarının olduğu bu dönemde markalaşmanın sadece ürün veya hizmet açısından değil işveren açısından da ele alınması ...önem teşkil etmektedir. Hem mevcut çalışanlar hem de potansiyel adaylar, kurumlarının etkinliği ve kendilerine sağlayacağı faydaları göz önünde bulundurmaktadır. Bu yüzden, çalışanların faydasına yönelik yapılacak her faaliyetin ve yaşatılan her deneyimin işveren markalaşmasına olumlu etkileri olmaktadır. Bu durum çalışanların bağlılığına ve motivasyonuna olumlu şekilde etki ettiği gibi potansiyel adayların da işletmeleri tercih etmelerine sebebiyet vermektedir. Rekabetin yoğun bir şekilde yaşandığı ve vasıflı personelin önemli olduğu günümüzde çalışanların işletme ve işveren tercihini etkileyen bazı etkenlerinin olduğu bilinmektedir. Bu bağlamda bu çalışmanın amacı insan kaynakları yöneticilerinin işveren markası uygulamalarına yönelik görüşlerini çalışan deneyimi bağlamında ele alarak ortaya koymaktır. Alan yazında işveren markası yönetiminin çalışan deneyimine yönelik bir çalışmaya rastlanılmamasından ötürü bu çalışmanın literatüre katkı sağlayacağı düşünülmektedir. Bu çalışmada nitel araştırma yöntemi tercih edilmiştir. Araştırma deseni olarak fenomenolojik desen kullanılmıştır Araştırmanın çalışma grubunu Mersin ve Adana illerinde faaliyet gösteren ve insan kaynakları derneklerinde yer alan 8 insan kaynakları yöneticisi oluşturmaktadır. Katılımcılara e-görüşme yöntemi kullanılarak e-mail yoluyla ulaşılmıştır. Toplanan veriler içerik analizi yöntemiyle analiz edilmiştir. Literatür taraması sonucunda işveren markasının üç alt boyutundan oluşturulan sorulara verilen cevapların analizine göre insan kaynakları yöneticilerinin işveren markası boyutlarından fonksiyonel ve ekonomik boyutlara yönelik algı düzeylerinin yüksek olduğu bulgusuna ulaşılmıştır. Psikolojik boyutta yer alan sosyal sorumluluk ile ilgili farkındalık ve algı düzeylerinin ise düşük olduğu sonucuna varılmıştır.
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