Examining How Employer Brand Perceptions Differ for Potential and Existing Employees in the Indian IT Sector: A Longitudinal Study

2021 ◽  
Author(s):  
Tamanna Agarwal ◽  
Sandeep Arya ◽  
Kamini Bhasin
Keyword(s):  
Longitudinal Study ◽  
Relative Importance ◽  
Employer Branding ◽  
Value Propositions ◽  
Brand Attributes ◽  
Employer Brand ◽  
Employee Disengagement ◽  
And Training

Employer branding as a tool is consistently gaining importance to attract and retain talent. Previous studies have observed employer branding process through potential employee’s perspective while others have taken current employees as their sample. It has been well acknowledged that variation exists in perception of potential and existing employees regarding the value propositions that an employer offers. This variation may result in employee disengagement or lower commitment. Considering the importance of the problem, this paper attempts to explore and analyse this phenomenon of variation in employer brand perceptions that exists between potential and existing employees. To achieve this objective, a longitudinal study consisting of 411 employees of top IT companies in India is conducted. Responses from the same sample are collected at two different points; first, when the respondents are final year students (potential employees/applicants) and the second instance is when they are absorbed into the company after induction and training. The results reveal that certain differences (based on instrumental-symbolic framework) are observed in the relative importance of employer brand attributes for the same individuals, i.e. when they are looking for a job and when they are working as an employee. Also, we conclude that though the differences cannot be eliminated totally, however, it can be minimised to a certain level by focusing on certain touchpoints.

A Comprehensive Framework for Implementing an Effective Employer Brand Strategy

2017 ◽  
Vol 18 (3_suppl) ◽  
pp. S75-S94
Author(s):  
Deepa R ◽  
Rupashree Baral
Keyword(s):  
Primary Objective ◽  
Brand Strategy ◽  
Employer Branding ◽  
Design And Implementation ◽  
Business Model Canvas ◽  
Value Propositions ◽  
Employer Brand ◽  
Comprehensive Framework ◽  
Attraction And Retention ◽  
Strategy Design

Employer brand strategy design and implementation are crucial for any organization, given the challenge of talent attraction and retention. Employer branding creates a sustainable relationship between an organization and its potential and existing employees by creating values for individuals, organization and the society at large. The primary objective of this study was to evaluate the feasibility of using a Business Model Canvas (BMC) template to map the employer brand strategy of an organization. The second objective was to use a survey research to map the elements of BMC such as value propositions and communication channels for the target employees who were the prospective talent pool. Other elements of BMC were explained based on the understanding of employer branding practices in Indian organizations.

scholarly journals The route to employability: a longitudinal study on a sample of Italian job seekers

2021 ◽  
Author(s):  
Alessandro Lo Presti ◽  
Assunta De Rosa ◽  
Monica Zaharie
Keyword(s):  
Longitudinal Study ◽  
Conceptual Model ◽  
Educational Level ◽  
Work Experience ◽  
Proactive Personality ◽  
External Factors ◽  
Relative Importance ◽  
Job Seekers ◽  
Life Circumstances ◽  
Core Self

AbstractThis study aimed to examine the main predictors of employability, building on a recent conceptual model on employability developed by Lo Presti and Pluviano (Organ Psychol Rev 6(2): 192–211, 2016). Survey based data were collected from a sample of 263 Italian job-seekers through a longitudinal study. The results revealed that employability was more strongly determined by personal dispositions than by external factors, such as life circumstances and that the variables with the most impact were proactive personality, core self-evaluations, and educational level, rather than employability culture, family employability support, and previous work experience. The paper reveals an understanding of the relative importance of antecedents that determine employability.

scholarly journals The Effect of Procedural Justice on Achieving Job Satisfaction

2017 ◽  
Vol 1 (3) ◽  
pp. 37-70
Author(s):  
Antazar Ahmed Jassem ◽  
Adnan Odeh Jakhyour
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Correlation Coefficient ◽  
Ethical Standards ◽  
Relative Importance ◽  
Simple Correlation ◽  
Statistical Program ◽  
Training Courses ◽  
And Training ◽  
Satisfaction Relationship

The research aims to define the concept of procedural Justice and analysis of their relationship and their impact in job satisfaction for workers in the practice in the General Company for Trade cars and machinery. To achieve the aim of the research was to identify the design included (13) items, either formed research sample of (200) workers from the employees of the company, The researcher used a set of statistical methods such as (simple correlation coefficient, specifically% R2 coefficient, F test, V23 program-AMOS, and the statistical program SPSS-V23, and the relative importance), The researcher found that there is a correlation statistically significant between procedural Justice and job satisfaction, as no significant effect statistically variable procedural Justice in job satisfaction relationship, Search is over a set of the most important recommendations that emphasize that it is necessary to be based on the procedures applied by the company's management on ethical standards, and the establishment of educational seminars for employees on a regular basis, and their inclusion in the rehabilitation and training courses.

Understanding the Use of Social Media for Employer Branding

2015 ◽  
pp. 46-72
Author(s):  
Maxim Viktor Wolf ◽  
Julian Mark Sims ◽  
Huadong Yang
Keyword(s):  
Social Media ◽  
Human Resource ◽  
Human Resource Managers ◽  
Employer Branding ◽  
System A ◽  
Resource Managers ◽  
Employer Brand ◽  
Communication Flow ◽  
Use Of Social Media ◽  
The Impact

Employer branding applies marketing tools to promote an organisation as an employer to current and potential employees. The importance of strategic alignment between parts of the business has been highlighted in literature: marketing and human resource activities are no exception. On the contrary, the alignment of customer brand and employer brand is equally important to marketers and human resource managers. This chapter frames the creation and communication of the employer brand as a “strong communication system”. A framework for assessment of the system's strength is introduced and a practical application of this framework is demonstrated in two case studies. The conflict between the traditional top-down one-way marketing communication flow and bottom-up bi-directional communication on social media is highlighted and the impact of this apparent conflict on the system strength is discussed. Social media appears to change the way in which employer brand is created, communicated and perceived and this chapter aims in aiding the understating of this changes.

Geospatial Technology

2012 ◽  
pp. 35-45
Author(s):  
Richard G. Boehm ◽  
Audrey Mohan
Keyword(s):  
Training Programs ◽  
Academic Programs ◽  
Final Conclusion ◽  
Degree Programs ◽  
Relative Importance ◽  
Science Department ◽  
Geospatial Technology ◽  
Important Position ◽  
And Function ◽  
And Training

Research into the nature and function of curricular matters in applied geography has provided an opportunity to assess the penetration and relative importance of geospatial technology to the discipline of geography. Departments of Geography with degree programs in applied geography were surveyed to find out how important geospatial technology was in the preparation of students for meaningful jobs and careers. The Applied Geography Specialty Group of the Association of American Geographers (AAG) was also surveyed about the value of geospatial technology, as was the 95 academic programs that listed applied geography as a “program specialty” in the AAG Guide to Geography Programs in the Americas. There was a uniform agreement across these various groups that geospatial technology occupied an extremely important position in their overall course offerings, and if you are watching the workplace, such courses are not only sensible but offer critical employable skills for students upon graduation. It is widely known that geospatial technology education and training require a large commitment of departmental resources, including faculty lines, equipment expenditures, space, and technical support. A geography department and its university’s administration have to understand these unique requirements and allocate resources, more akin to a computer science department than a traditional academic unit. This reality is of immediate importance to geography departments because almost one quarter of all academic jobs advertised in geography over the last six years have been in the broad area of geospatial technology. A final conclusion to this research is a policy matter that suggests geography departments take a strong proprietorial position toward providing education in geospatial technology because other disciplines and training programs see opportunities in a rapidly expanding workplace skill and they are aggressively pursuing a niche of their own.

E-recruitment and training comprehensiveness: untapped antecedents of employer branding

2019 ◽  
Vol 51 (2) ◽  
pp. 125-136 ◽  
Author(s):  
Sovanjeet Mishra ◽  
S. Pavan Kumar
Keyword(s):  
Design Methodology ◽  
Relevant Literature ◽  
Organisational Development ◽  
Training Process ◽  
Employer Branding ◽  
Conceptual Foundation ◽  
Content Type ◽  
And Training ◽  
Practical Implications ◽  
Modelling Approach

PurposeThe purpose of this paper is to highlight e-recruitment and training comprehensiveness as the untapped antecedents of employer branding (EB) in the relevant literature, which might enhance the employer’s knowledge and lead to organisational development.Design/methodology/approachThis study adopts an exploratory conceptual modelling approach based on the extant literature from 1964 to 2017 using the databases of Emerald, EBSCO, Scopus, Proquest, JSTOR and search engines such as Google Scholar to ensure the reliability of the literature.FindingsThis paper suggests that e-recruitment and training comprehensiveness might be the untapped antecedents of EB as compared to traditional recruitment and training process explored in earlier studies.Research limitations/implicationsThe viewpoint can be further refined through academic conceptualisation and empirical validation.Practical implicationsThis paper lays a conceptual foundation in the emerging area of EB. Ideas expressed herein can be approached by academicians.Originality/valuePast studies have not explored e-recruitment and training comprehensiveness as the antecedents of EB. This work provides knowledge that candidly contributes to the conceptualisation of e-recruitment and training comprehensiveness. Further, this research has the potential to help academicians to understand the antecedents of EB leading to organisational development.

Ranking the Attributes of Effective Disaster Responders and Leaders

2019 ◽  
Vol 13 (4) ◽  
pp. 700-703 ◽  
Author(s):  
Richard V. King ◽  
Gregory Luke Larkin ◽  
Kelly R. Klein ◽  
Raymond L. Fowler ◽  
Dana L. Downs ◽  
...  
Keyword(s):  
Interpersonal Skills ◽  
Communication Skill ◽  
Personal Characteristics ◽  
Disaster Medicine ◽  
Relative Importance ◽  
Incident Command ◽  
Personnel Recruitment ◽  
Medical Response ◽  
General Skills ◽  
And Training

ABSTRACTObjectiveTo investigate the relative importance of 10 attributes identified in prior studies as essential for effective disaster medical responders and leaders.MethodsEmergency and disaster medical response personnel (N=220) ranked 10 categories of disaster worker attributes in order of their importance in contributing to the effectiveness of disaster responders and leaders.ResultsAttributes of disaster medical leaders and responders were rank ordered, and the rankings differed for leaders and responders. For leaders, problem-solving/decision-making and communication skills were the highest ranked, whereas teamwork/interpersonal skills and calm/cool were the highest ranked for responders.ConclusionsThe 10 previously identified attributes of effective disaster medical responders and leaders include personal characteristics and general skills in addition to knowledge of incident command and disaster medicine. The differences in rank orders of attributes for leaders and responders suggest that when applying these attributes in personnel recruitment, selection, and training, the proper emphasis and priority given to each attribute may vary by role. (Disaster Med Public Health Preparedness. 2019;13:700–703)

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