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“Employer of Choice’’ and its Impact on Attracting Talented Human Capital
Presented by:Amanda NaderMiriam Moussa
What does Employer of Choice mean?
• PRACTICES• POLICIES • BENEFITS• WORK CONDITIONS
•ATTRACT
•OPTIMIZE
•HOLD
TOP TALENTEMPLOYER OF CHOICE
What is behind Employer of Choice?
Impress Customers, Members &
Clients
Low Turnover
Level
Low Hiring Costs
Higher Productivity
Steps to stay the first on the market
Consider the Audience
KPI Development
& Tracking
• Know people hope to hire• Create Message to attract
them
• Be aware about Employment Value Proposition (EVP)
• Make sure of the Value offered
• Communication & Marketing• Choose the best talent candidate
• Set Key Performance Indicator• Keep track of Performance Level
Strategy 1: Design Competitive Job Offers
?
Opportunities for Development & Growth
Job Security
Friendly Working Environment
High Starting Salary JOB OFFER 1
JOB OFFER 2
Strategy 2: Create Interesting &Challenging Work
KSAO’s &Ambition’s Employee
Challenging & Interesting Work
Strategies
Strategy 3: Empower Employees
Creating Environment
of Trust
Helping Employees learn
from SuccessAnalyze Failures
Allow employees
to have input
Ability to openly share
Suggestions & Ideas
Commitment & Loyal
Control Decision’s
Employees
Way they Perform Core
Functions
Make progress on Goal’s
Employees
Get Out Of The Kitchen
Enrich Job
Work on Coaching
Provide Feedback
Listen to Employees
Create an Open Door Policy
Find Talents of Employees
Delegate Tasks Clearly & Briefly
Strategy 4: Recognize and Reward Employees
• Equity in Pay (Fair Pay) • Provide good Compensation & Benefits
Programs(Tangible/Intangible Rewards)
Strategy 5 : Invest Learning by Providing Training and Development
Important for Data Transfer
Adds Flexibility & Efficiency
Retention Tools
Helps Business
run better
Recruiting Tools
Promotes Job
Satisfaction
Development
Strategy 6: Provide Career Path, Employee Development and Leadership Engagement
• Clear Path to Promotions• Regular & Fair Performance Appraisal• Continuous T&D programs• Coaching and Mentoring Programs• Succession Planning Programs
Strategy 7: Create a Strong Identity and Engaging Culture
Companies need to create: Friendly Working Environment(Extended Family) Trust-Based & Open Culture Fun at Work A culture based on Respect & Fairness
Culture of Company
Respect & Trust
Learning& Caring
Fairness & Openness Flexibility
Provide Opportunities
Risk Taking
Strategy 8: Encourage Work-Life Balance
Opportunity to Job Share
Offer
Paid
Time Off
Take
U
npai
d Le
ave
Offer a
Flexible
Work
Schedule
Work hard but not
all time
Work-Life Balance
Strategy 9: Provide Job Security
Job Security
Stability in Career
Performing Best
Peace of Mind
Family Commitment
Financial Security
Strategy 10: Creating Robust Internal Communication Infrastructure
Intranet
Employee openly ask questions to their
Leaders which are then answered directly
Blogs/ wikis: Share Ideas and
Thoughts on the Spot &Discus current topics
Learning Management
System
E-Learning
1- Marketing & Recruiting2-Optimize Performance3-Retention of Talented Employees4-Higher Attractiveness to Customers & Investors5-Exciting Environment:“The Place where Employees
Dream to be”
Results
Strongly Disagree
Disagree Agree Strongly Agree
0%
20%
40%
60%
6% 10%
30%
54%
Senior management at GE leads by example, demonstrates strong
leadership skills, respect and trust employees
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
2%10%
35%
53%
Employee's job satisfaction is a top priority of senior management
Strongly Disagree
Disagree Agree Strongly Agree
0%
10%
20%
30%
11%19%
30%
20%
GE's policies for promotion and advancement are always fair
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%
11%19%
30%40%
Management at GE believes that the Feedback is the break-
fast of champions
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%
8% 11%
38% 43%
Management believes in Open Door policy, information and knowledge are shared openly
within this organization
Results
Strongly Disagree
Disagree Agree Strongly Agree
0%5%
10%15%20%25%30%35%40%
14%
20%
36%
30%
Leaders at GE are considered to be mentors and even parents
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
5% 10%
35%
50%
Employees strongly agreed that they are living in a very friendly place where in-dividuals works in teams, share a lot of themselves. It’s like an extended family
Strongly Disagree
Disagree Agree Strongly Agree
0%
10%
20%
30%
40%
50%
7%16%
30%
47%
Environment at GE supports a balance between work and personal life
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%
4%15%
45%36%
Success at GE is defined in terms of sensi-tivity to customers and concern for peo-
ple
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
3% 7%
40%50%
GE offers an open, entrepreneurial, flex-ible and creative working environment
Results
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%
8%16%
40% 36%
Management understands and real-izes that building the knowledge ca-pacity of its employees is a necessary
strategy for business success
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
7% 10%
31%
52%
Management believes in executive coach-ing, mentoring programs, professional
development classes, and training to best facilitate employee growth
Strongly Disagree
Disagree Agree Strongly agree
0%10%20%30%40%50%
5%15%
43%37%
GE has strong organizational infrastruc-ture that uses sophisticated technology
to train talented employees and fully funds all Continuing Professional De-
velopment
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
8% 12%
30%
50%
Employees feel that their work is challenging, stimulating and reward-
ing
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
4% 8%
40%48%
Management at GE place high im-portance on the health and safety of
its employees
Results
Strongly Disagree
Disagree Agree Strongly Agree
0%
10%
20%
30%
40%
50%
5%10%
39%46%
Compensation at GE is fair and competitive in the market
Strongly Disagree
Disagree Agree Strongly Agree
0%10%20%30%40%50%60%
3%12%
35%
50%
GE offers unusual and attractive perks
10%
90%
How likely are you to change your employer during the next
12 months?
likelyunlikely
84%
16%
I am very satisfied with my job
likelyun-likely
88%
12%
I would highly recommend GE to my friends and family
likelyunlikely
Results
79%
21%
I feel personally driven to help this orga-nization succeed and will go beyond
what's expected of me to ensure that it does
likelyunlikely
8%
92%
I am actively looking for a job outside GE
likelyunlikely
75%
25%
I get excited about going to work
likelyunlikely
85%
15%
I feel completely involved in my work
likelyunlikely
91%
9%
GE has a name you can trust
likelyunlikely
92%
8%
GE is looked upon as a prestigious company to work for and known for Employer of Choice or Great Place to
work for!
LikelyUnlikely
Interview with the Levant Talent Manager at GE
• Training & Development( 50-65 training hours)• Career Path• Open Culture• Healthy & diverse working environment• Recognition & Rewards( Benefits & Perks)• Good Reputation (Prestigious Name)
Recommendations
To conduct Job Satisfaction SurveyTo conduct Stay InterviewUse employees Feedback Surveys