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Written by EBO Editor
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Monday, 31 May 2010 18:33 |
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What does working for your company say about you? In an article in Employment Today (NZ), Kate Billing explains how to strengthen your employer brand through purpose and meaningful life. To read the full article please click here> |
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Employer branding: How do singapore SMEs become talent magnets |
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Written by EBO Editor
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Tuesday, 11 May 2010 20:22 |
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In an article by Charissa Lim on jobscentral.com she writes, "As Jim Collins wrote in his best-seller “Good to Great”, “Great vision without great people is irrelevant.” The attraction of talent can be done through employer branding, which refers to “the attraction and retention of skilled personnel". The concept of Employer Branding is a fairly new one in Asia.
An employer brand is therefore defined as the image of the organisation as a ‘great place to work’, in the minds of existing and potential employees. Employer branding can also be perceived to be a talent magnet for companies to attract and retain the highest-calibre of employees.
Unlike MNCs which tend to attract large numbers of candidates, the issue of Singapore SMEs having the ability to attract and retain talent is a challenging and pressing one. This is because SMEs lack the ability and resources to offer competitive salaries and develop human resources policies. These companies are thus limited in their ability to attract and retain talent critical to their growth and expansion.
Generational Differences in Singapore’s Workforce
Due to generational changes in Singapore’s workforce, there is a greater need for customisation in human resources and management practices. Much of these changes can be attributed to the generational differences of Baby Boomers, Generation X and Generation Y. These differences arise from the changes in social and economical factors pertaining to work values, such as ethics, communications, feedback, remuneration, development and management style. An understanding of these differences plays a vital role for Singapore SMEs in engaging these 3 generations."
A roadmap to being an Employer Brand
Creating a successful employer brand is marked by the following 6-phases:
To read the full story please click here> |
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Why is employer branding vital for corporations? |
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Written by Brett Minchington
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Wednesday, 21 April 2010 22:47 |
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Article originally published in Finland's, "The Opinion Leader" - this is an updated version.
Why is employer branding vital for corporations?
Employer branding is vital for corporations for a number of reasons. The increasing global shortage of talent driven by the ageing population, increased mobility of workers (especially generation Y’s (born between 1980 and 2000), migration, declining fertility rates, technological advances and an increase in culture diversity in organisations are some of the reasons when employer branding is now high on the leadership agenda.
Your employer brand can be defined as “the image of the organization as a ‘great place to work’ in the minds of current employees and key stakeholders in the external market (active and passive candidates, clients, customers and other key stakeholders).”
The art and science of employer branding is about ensuring that your people brand aligns with your consumer brand. In terms of brand management an aspirational goal for an organisation should be that the marketing messages are reflected by the actions of all of the people at all levels of the business at all times in order to deliver the employer brand promise.
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Employer branding: pulling the levers for talent attraction |
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Written by Wonder Jonamu
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Monday, 19 April 2010 16:14 |
The critical point of departure in understanding employer branding is to acknowledge that ‘captains of commerce' are kept awake at night not by stock market fluctuations or competitors, but by glaring talent gaps in their organisational structures. For this reason, employer branding lends itself as a top draw priority for the contemporary HR practitioner.
From the Silicon Valley to the factory shop-floors, it's all about people; their talent, innovation, ingenuity and capabilities. The simple yet profound truth is that it's the ‘human capital factor' that drives commerce. The engines of business will stop turning if the human capital factor is removed from the equation of business.
The pursuit of talent
In today's rapidly changing business environment, it's no surprise that organisations find themselves in a stampede to get the best talent on the job market. This pursuit for talent is to ensure that organisations build sustainable talent and skill pipelines critical to consolidate their competitive posture in the market. Interestingly, talent markets are also rapidly evolving in terms of their profiles, demographics and general dynamics. In some cases, talent shortage has meant that talent markets become a job-seeker's market leading to high premiums in salary packages to attract or retain key talent. |
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