A RESEARCH ON MANAGEMENT OF HUMAN RESOURCES RISKS IN THE COMPANIES WITH HIGH EMPLOYER BRAND EQUITY

2014 ◽  
Vol 01 (3) ◽  
pp. 56-56
Author(s):  
Mustafa BALCI
Keyword(s):  
Human Resources ◽  
Brand Equity ◽  
Employer Brand

Darbdavio prekės ženklo vertės poveikis vartotojų suvoktai paslaugos prekės ženklo vertei ir elgsenos ketinimams

2021 ◽  
Author(s):  
◽  
Indrė Ščiukauskė
Keyword(s):  
Brand Equity ◽  
Behavioral Intentions ◽  
Service Brand ◽  
Employer Brand ◽  
The Impact

The impact of the employer brand equity on the consumers perceived service brand equity and behavioral intentions

scholarly journals Realigning Value Chain Concept towards Destination Branding: Zimbabwe Tourism Destination Reality

2015 ◽  
Vol 3 (2) ◽  
pp. 34
Author(s):  
Farai Chigora ◽  
Promise Zvavahera
Keyword(s):  
Human Resources ◽  
Natural Resources ◽  
Brand Equity ◽  
Value Chain ◽  
Local People ◽  
Chain Model ◽  
Sustainable Competitive Advantage ◽  
Tourism Destination ◽  
Sustainable Practices ◽  
Destination Branding

The study analysed the value chain model that was used to analyse the sustainable competitive advantage of manufacturing businesses by Porter in 1985. The processes of the model which are both primary and secondary variables were matched and compared to the tourism destination processes. This was done in order to design a specific value chain model that can be used by a tourism destination so as to improve brand equity. The study therefore analysed Zimbabwe as a tourism destination which needs to improve its brand equity through an effective tourism value chain. The study used a sequential mixed method in order to establish data from respondents. It started with a qualitative design whereby by Zimbabwe tourism destination processes were established through in-depth interviews from various experts in the industry. The identified variables were local people, natural resources and destination marketers. Also the respondents agreed that the secondary factors for a Zimbabwe tourism destination value chain include finance, skilled human resources, infrastructure, sustainable practices and global partnerships. The relationship of Zimbabwe tourism destination variables to Porter’s primary value chain activities were identified through a quantitative design using survey questionnaires. The results of the study showed that the inbound logistics is related to local people, operations to natural resources and outbound logistics to destination marketers. The study recommended a value chain model specifically for tourism destinations that comprise of local people, natural resources and destination marketers as the primary activities. An effective mix of the tourism primary factors and secondary factors (finance, infrastructure, skilled human resources, sustainable practices and global partners) will lead to improved brand equity for the Zimbabwe tourism destination.

The role of employer brand equity in employee attraction and retention: a unified framework

2017 ◽  
Vol 25 (3) ◽  
pp. 413-431 ◽  
Author(s):  
Sultan Alshathry ◽  
Marilyn Clarke ◽  
Steve Goodman
Keyword(s):  
Brand Equity ◽  
Future Research ◽  
Unified Framework ◽  
Employer Branding ◽  
Content Type ◽  
Interactive Nature ◽  
Employee Attraction ◽  
Employer Brand ◽  
Attraction And Retention

Purpose The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified framework for employee attraction and retention. Design/methodology/approach This paper extends previous conceptual work on EBE by identifying the role of EBE antecedents in internal and external employer branding. In addition, it recognizes the interactive nature of employer-employee relationship. Findings The framework incorporates employee experience with the employer, which relates to the interaction between employee and employer and recognizes the internal and external perspectives simultaneously. Further, the unified framework helps to develop a four-cell typology for the strategic management of an employer brand. Originality/value Existing research has failed to integrate the two perspectives of employment customers in a clear model and, thus, offered limited applicability to an employment setting. The EBE framework goes beyond existing models by providing a conceptualization that aims to reflect the employer-brand relationship from the perspective of existing and potential employees. Further, it provides theoretical and empirical rationale for a set of propositions that can empirically be examined in future research.

scholarly journals CONCEPTS OF RECRUITING IN LABOR LAW OF UKRAINE

Social Law ◽  
2019 ◽  
Author(s):  
Р. Tabachnik
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Job Search ◽  
Semantic Analysis ◽  
Large Target ◽  
Corporate Blogs ◽  
Employee Incentives ◽  
Employer Brand ◽  
Enterprise Security ◽  
Selection Of

The article explores the nature and characteristics of the processes of recruitment and staff development as a factor of safety of personnel. Proved that the recruitment and staff development should take into account the need to ensure the safety of personnel of the enterprise, and the formation of human resources in the enterprise security is closely linked to the processes of recruiting and staff development. The lexico-semantic analysis shows that the word "recruiting" comes from the French "recruit", "to recruit", ie to recruit anyone, to recruit, to recruit anyone, to hire for money. Recruiting is based on elements such as search, selection, selection of employee incentives to work. In general, there are various HR-branding channels through which employees are recruited, from which the following main channels can be distinguished: social media (social networks, forums, corporate blogs) - a universal tool for building an HR-brand; a career site is an extremely effective tool in the hands of a skilled employer; Job search sites are very popular due to the ability to reach a large target audience; brand advocates are a strategic channel for building an HR brand within the company through interaction with internal and external clients, which can serve as employees of the company as well as external candidates, clients, partners, contractors, etc .; referral programs are designed to accelerate the closing of vacancies and find candidates with the help of company employees. Everyone who invites or recommends a candidate; HR-branding as a tool for promoting the employer brand in the labor market - media, conferences, seminars, competitions.

scholarly journals Employer Brand Equity and Its Impact on the Application Intent of the Prospective Employees

2021 ◽  
Vol 12 (1) ◽  
pp. 1-25
Author(s):  
Dipali Shrikant Dalvi
Keyword(s):  
Brand Equity ◽  
Critical Role ◽  
Sources Of Information ◽  
Job Seekers ◽  
Employer Branding ◽  
Job Market ◽  
Competitive Edge ◽  
Corporate Websites ◽  
Employer Brand ◽  
Organizational Needs

Skilled human capital marks organisational success. Attracting, recruiting, and retaining these employees is vital. Companies are applying branding principles to recruitment function. This is termed as employer branding (EB). Identifying a right fit to suit organizational needs is essential. Organizational communication plays a critical role to relate to job seekers of generation-i; they rely on information imparted via various media and decode their perception. In this study, it is evident that for job seekers, corporate websites are important sources of information while deciding their employer. The reviews on job hunting sites aid perception. Use of AI to relate to prospective employees adds competitive edge. This study was conducted to ascertain dimensions of EB and study the application intent of potential employees. It included students from engineering and management and the employees from the job market. The findings allowed comparison of application intent of three groups. Qualification and experience moderates' application intent of prospective employees was evident.

The Strategic Urge - Employer Brand Positioning Of Banking And Financial Services Industry

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 928-941
Author(s):  
Dr. Bejoy John Thomas ◽  
Dr. G.S. David Sam Jayakumar ◽  
Ms. S. Clemence Jenifer
Keyword(s):  
Brand Equity ◽  
Financial Services ◽  
Statistical Tests ◽  
Brand Positioning ◽  
Employer Branding ◽  
Services Sector ◽  
Perceptual Mapping ◽  
Financial Services Sector ◽  
The World ◽  
Employer Brand

In the world of consumer branding, advertising and marketing professionals have learnt how to differentiate their products from their competitors and generate brand equity. This article explores the phenomenon of employer brand positioning, including its origin from marketing and implication of such studies through a literature review and to determine the employer brand positioning of leading Indian companies from the view of prospective/potential employees in the banking and financial services sector using an empirical study. The objective of the study is approached by the method of Perceptual mapping and some statistical tests additionally. Applying the brand positioning in the Employer Branding context is an imminent initiative. Thus, if companies position their brands, the pool of attracting talent becomes easier. In short, this study will add value to the employer branding work the company does. There is a great potential for using this brand positioning approach to understand who the company really wants to attract.

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