Managing Reputation And Risk Presentation

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The document discusses the importance of employment branding to reduce workforce risk through engagement, strategic communication, and aligning employer brand with consumer brand. It highlights how employment branding can help attract, develop, and retain talent. Specifically, it notes that 58% of employees determine whether to stay within a month, and effective engagement through employment branding can drive productivity while reducing costs.

Negócios Tecnologia

“ They were quite happy, because they know they've got one of the best packages possible in the automotive industry in Australia''

Connecting CVP and EVP ,[object Object],[object Object]

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Supply of labour ,[object Object],[object Object],[object Object],[object Object]

Supply of labour ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

What’s our scope? Exit Attract Develop Interview Hire Retain

Connect EVP to CVP ‘ Quality advice = Quality decisions’ Client Value Proposition ‘ Creating growth through quality’ How They Connect ‘ Building Possibilities’ Employee Value Proposition

[object Object],Source: Chandler Macleod 2007

[object Object],Source: Talent2 March 2007

What workers want Source: Reality Cheque – Workplace Barometer, November 2007, Chandler Macleod 6 10 Company vision and values 10 9 A fair day’s pay 5 8 Flexible working hours 9 7 Work/life balance 7 6 Training and development 4 5 Attractive salary 8 4 Fun and positive work environment 1 3 Challenging work 3 2 Career development 2 1 Reputation for valuing employees Employers Jobseekers Attribute

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Managing Reputation And Risk Presentation

1. Employment Branding: Reducing workforce risk through engagement, strategic employee communication and brand

3. One brand – one voice Reward & recognition Reputation Culture Leadership Product offering Reputation Service offering Service performance Committed employees Products and services EMPLOYER BRAND CONSUMER BRAND

5. “ They were quite happy, because they know they've got one of the best packages possible in the automotive industry in Australia''

9. Population distribution 1986

10. Population distribution 2000

11. Population distribution 2025

12. Population distribution 2050

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21. Employment brand Communication Recognition Involvement Dialogue

22. What’s our scope? Exit Attract Develop Interview Hire Retain

23. What’s our scope? Exit Attract Develop Interview Hire Retain

24. Connect EVP to CVP ‘ Quality advice = Quality decisions’ Client Value Proposition ‘ Creating growth through quality’ How They Connect ‘ Building Possibilities’ Employee Value Proposition

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28. What’s our scope? Exit Attract Develop Interview Hire Retain

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32. What’s our scope? Exit Attract Develop Interview Hire Retain

33. Informal communication

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35. What’s our scope? Exit Attract Develop Interview Hire Retain

36. What workers want Source: Reality Cheque – Workplace Barometer, November 2007, Chandler Macleod 6 10 Company vision and values 10 9 A fair day’s pay 5 8 Flexible working hours 9 7 Work/life balance 7 6 Training and development 4 5 Attractive salary 8 4 Fun and positive work environment 1 3 Challenging work 3 2 Career development 2 1 Reputation for valuing employees Employers Jobseekers Attribute

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48. Sample b2e clients

Managing Reputation And Risk Presentation

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