Employer branding definition Assignment Example | Topics and Well Written Essays - 750 words

Employer branding definition - concession ExampleEmployer branding that had begun as an innovative advertising medium for presidential terms has now become an essential social function of organisational strategy. Ambler and Barrow (1996) define employer branding as the package of functional, economic and psychological benefits provided by battle and identified with the employing company (cited in Barrow & Moseley, 2005, p.xvi). Ambler and Barrow (1996) assert that employer branding helps in concentrate on organisational priorities, increasing productivity, improving recr4uitment, retention and commitment. This discourse explores different factors that necessitate employer branding and its benefits. A valued employer brand is preferred to money in current economy. Employers establish credibility through branding by adopting a myriad of practices and approaches, which includes a component of alignment of organisational values with HR strategies like employee satisfaction, employe e motivation, trust, innovation, improved effect etc. Besides educating potential employees of the organisations policies and establishing a good image, employer branding also aims at employee retention by adopting practices that educate employees of organisational goals and commitment towards employees. Employee retention is extremely important for organisations because of the time and costs invested in employees recruitment, training, and other facilities. It is also important to save employees from competitors that are constantly looking out to attract the best(p) talent through money and/or other benefits. It is generally recognized that intellectual and human neat is the foundation of competitive advantage in the modern economy (Berthon Ewing & Hah, 2005, p.152). In this perspective, personal line of credit sculpting has emerged as a path by which people are matched to the jobs thereby giving considerable significance to their deeply imbed life interests. This way, organis ations provide opportunities to their employees to pursue career goals of their interest, a great way to retain people (Findlay, 2008). proficient advances are driving employers to continuously seek innovation and higher expertise in order to acquire the global and local anaesthetic competition. Globalization has resulted in substantial decrease in available skills in the local markets this has strengthened the need for employee retention, which organisations are achieving through employer branding. A schoolwide program for employer branding is the total requite system in which HRM entails a wide competitive proposition as developed by Towers Perrin. This four-quadrant perplex comprises of transactional rewards and relational rewards. Transactional rewards are given to employees in relation to pay packages and benefits like pensions, holidays, healthcare etc (Armstrong & Brown, 2006). This is a comprehensive framework for implementing effective employer branding proposition th at facilitates employee retention and also motivates employees through engagement, learning and development thereby enhancing employee commitment and organisational performance. Moroco and Uncles (2008) conducted a qualitative research to assess characteristics of successful and unsuccessful employer brands this study identified veritable HR metrics, calling experience, and alignment between HR and marketing as the core indicators for successful employer branding. HR metrics graded against industry standards or average determine success of employer brand include region of job offers accepted number of applicants per role average length of tenure average staff dollar volume and level of staff engagement. Considering employment as a product offered to employees, their experience with employment is dependent upon organisations culture, policies and processes. Further, marketing and HR functions play a significant role in providing the best employment experience through psychologica l contract between employees and the organisation. From HR perspective, employer branding aids in job satisfaction, employee motivation, employee