Employee Value Proposition by Tom Sorensen - Grant Thornton - Bangkok Entrepreneurs - May 2013

© Grant Thornton International. All rights reserved.

Presented to Bangkok Entrepreneurs

21 May 2013

By Tom Sorensen

Grant Thornton

[email protected]


I wish you could have been there

Why should I come and work for you?


China

Source: UN Statistics Division


Singapore


Japan


Age at first marriage

6.129.123.0France

6.128.021.9Australia

6.429.623.2Germany

6.428.121.7New Zealand

6.629.522.9UK

Change20051980National statistics


Number of children per woman

1.82.5Australia

1.32.1Japan

2.02.8New Zealand

1.32.3Italy

1.42.6Singapore

20051975UN Statistics Division


Life expectancy

• Japan 82.6

• Hong Kong 82.2

• Switzerland 82.1

• Australia 81.2

• Thailand 73.6

Source: UN Population Database


LinkedIn killing the recruitment industry?

• labour force 40 million in Thailand

• 6 million with higher level education

• 300,000 LinkedIn users in Thailand

• so only 5% found on LinkedIn

• question : how do you reach the 95%.


Thailand


The labour market dynamics are changing and

talent have multiple options in the workplace

Employers must refine recruitment and retention

strategies and embrace concepts like becoming an

Employer of Choice.



Employee value proposition

• critical to attracting, retaining and engaging quality people

• employer branding which makes you employer of choice

• what's in it for me?


• why should anyone come and work for you?

• why would someone, who is good at this type of

work, want this particular job?

• what does this job offer that is unique or makes it

most attractive to a potential candidate?


• why is doing this job at your company better

than doing the same job with a competitor?

• why do people come to work at your company

and why do they stay?

• what is your competitive compensation

and benefits?


What's in it for me?

• location / condition of premises • career opportunities – realistic? • corporate social responsibility • atmosphere and culture – safe or challenging? • social events – is this a fun environment where

people make friends • flexible hours – flextime/ telecommuting • democratic management style / freedom from

controls.


Responses from your employees

• why did you join the

company in the first place?

• what is it that you like about the company?

• focus groups, development dialogues, employee climate surveys.


No company can consistently expand revenues

faster than its ability

to accumulate enough of the right people

to implement growth

and still be a great company

Source: Packard's Law by David Packard, co-founder of HP


Generations at work

• Generation Y 35 – 20 years

• Generation X 50 - 35 years

• Baby Boomers 65 – 50 years

• Silent over 65


Do you sleep with your mobile phone?

Who normally place their mobile phone right next to their bed while sleeping?

Gen Y 83%Gen X 68%

Boomers 50%Silent 20%

Source: Pew Research.


Social networking for business purpose

Profile on social networking sites

• Gen Y 75%• Gen X 50%• Boomers 30%• Silent 6%

Source: Pew Research.


US Bureau of Labor Statistics

• Gen Y work 10-14 jobs by age 38

• 1 in 4 less than one year employment

• 1 in 2 stay no more than 5 years.


• more women attend and

graduate from US universities

• men make up only 40% of students

in American universities

• women are closing in on two-thirds of the

university population and receive the

majority of college degrees.


7 strategies for retaining Gen Y

• tribal behaviour: careers within careers

• lunch is for wimps : work-life balance

• Jan Carlzon's stonecutters : engage with staff

• make poverty history: CSR

• bond over breakfast : culture of relationships

• walk the talk : transmit consistent messages

• Employer of Choice.


The solution to demographic

and generational change

is not a matter of market agility;

it's a matter of

strategic corporate positioning.


Presented to Bangkok Entrepreneurs

21 May 2013

By Tom Sorensen

Grant Thornton

[email protected]

Career

Employee Value Proposition by Tom Sorensen - Grant Thornton - Bangkok Entrepreneurs - May 2013