scholarly journals Employer Branding as a Talent Management Tool: A Systematic Literature Revision

2021 ◽  
Vol 13 (19) ◽  
pp. 10698
Author(s):  
Isabel Reis ◽  
Maria José Sousa ◽  
Andreia Dionisio
Keyword(s):  
Systematic Reviews ◽  
Scientific Literature ◽  
Talent Management ◽  
Management Tool ◽  
Employer Branding ◽  
The Subject ◽  
Employer Brand ◽  
Attraction And Retention ◽  
The Relationship ◽  
Organisational Level

The aim of this paper is to present a systematic literature revision (SLR) that shows the relationship between the concept of employer branding (EB) and talent management (TM). Based on the EB model proposed by Backhaus and Tikoo in 2004, and the macro-contingent model for talent management introduced in 2019 by King and Vaiman, we intend both to analyse the theory correlating the EB concept and TM, and to identify TM dimensions that are reflected on the EB concept. A systematic literature revision was carried out using the Preferred Reporting Items for Systematic Reviews (PRISMA) protocol in order to identify and sum up the most relevant studies of the last 10 years concerning these topics. Findings show that scientific literature on the subject grew considerably in the last four years, reflecting the rising concern over the creation of an employer brand at the organisational level. EB explores talent attraction and retention particularly, though, unexpectedly, is also becoming a concept explored by nations to attract a qualified workforce. Analysing selected articles, we may conclude that EB is clearly considered as a tool within the largest process of talent management.

scholarly journals The effects of employer branding and career anchor on intention to leave

2019 ◽  
Vol 8 (5) ◽  
pp. 62-69
Author(s):  
Pinar Acar ◽  
Gökhan Yıldırım
Keyword(s):  
Regression Analysis ◽  
Statistical Analysis ◽  
Intention To Leave ◽  
Research Data ◽  
Hierarchical Regression ◽  
Employer Branding ◽  
Career Anchor ◽  
The Subject ◽  
Employer Brand ◽  
The Relationship

This research aims to investigate the effects of employer branding and career anchor on the intention to leave. The object of this research is the companies operating in the technology, finance and pharmaceutical sectors while the subject is 229 employees. Three variables from the research data were gathered through instruments in the form of valid and reliable questionnaires. Statistical Analysis of the research data used hierarchical regression analysis with the significance in accordance with the output of SPSS 20.0. The review of the findings obtained from the data demonstrated a statistically significant correlation between the employer brand and career anchor; employer brand and the intention to leave. Findings indicated that employer branding has a significant effect on career anchor and intention to leave; career anchor also has a significant effect on the intention to leave. However, the mediator effect of career anchor did not appear in the relationship between employer branding and intention to leave.

The Relationship between Employer Branding and Talent Management: A Study on Manufacturing Sector

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Hemananthiny Selva Raja ◽  
Amir Aris ◽  
Norhidayah Mohamad
Keyword(s):  
Manufacturing Industry ◽  
Manufacturing Sector ◽  
Talent Management ◽  
Employer Branding ◽  
Current State ◽  
Unexplored Area ◽  
Talent Acquisition ◽  
Attraction And Retention ◽  
The Relationship ◽  
Study Hypothesis

Talent management is a common attraction and retention technique for talented workers in the current business scenario. Still, talent management contributes to the more significant appeal, and retention of employees is an unexplored area in the manufacturing industry. In Malaysia, employer branding is gaining significance. While the idea of the Employer brand has become a routine for companies, several researchers have recently attracted the attention of this field. Developing, recruiting, and keeping workers is a great challenge for every company. The purpose of this study is to explore the relationship between positions in employer branding and talent management. The paper aims to analyze the current state of the manufacturing industry in branding roles and assess their effect on talent management. The research seeks to address the employer branding and talent acquisition concept and the company's techniques. As a result, this study aims to look into the functions of employer branding in fostering employee talent management. For a better understanding of the relationship, this research proposes a conceptual model. This research is then evolved into a concrete study hypothesis for future investigations. The goal is that the researcher's findings will reveal a substantial link between employer branding positions and talent management. For relevant practitioners and new researchers, this study will be a possible eye-opener.

scholarly journals MICROCIRCULATORY SYSTEM OF THE SKIN (DEMONSTRATION MATERIALS OF STUDENTS AND YOUNG SCIENTISTS)

2021 ◽  
Vol 1 (4) ◽  
Author(s):  
Veronika Bocharova ◽  
Mariia Kushnir ◽  
Daria Pedchenko
Keyword(s):  
Blood Vessels ◽  
Scientific Literature ◽  
Structural Components ◽  
Microcirculatory System ◽  
The Subject ◽  
Relationship Of ◽  
The Relationship

The subject of research – the structure of the microcirculatory tract of the skin. The purpose of the work is to provide demonstration materials of students and young scientists of the microcirculatory system of the skin. Even in the modern scientific literature there are many contradictions about the relationship of structural components that form the microcirculatory system of the skin, which dictates the need for further research on the relationship of various blood vessels with other components of the so-called microcirculatory system.Key words: microcirculatory system of skin, demonstration materials.

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.

Corporate Social Responsibility and Talent Management in Turkey

2016 ◽  
pp. 1-15 ◽  
Author(s):  
Elaine Farndale ◽  
Dincer Atli
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Emerging Markets ◽  
Historical Development ◽  
Talent Management ◽  
Employer Branding ◽  
Employee Attraction ◽  
Corporate Social ◽  
The Relationship

Addressing the relationship between corporate social responsibility (CSR) and talent management, we examine these fields largely from the perspective of employee attraction. We first present the historical development of CSR, detailing its current standing in Turkey. We then go on to describe how talent management has developed, and its particular relevance in emerging markets. Pulling these two fields together, we explore how a firm's CSR activities can improve employer branding to attract and retain key human resources. Comparing the results of Capital Magazine's “CSR Leaders in Turkey” and “Most Admired Companies in Turkey” research (both conducted annually from 2009 to 2013), we are able to identify how corporate reputations are related to CSR in the specific context of Turkey.

Engaging Employees Through Employer Brand: An Empirical Evidence

2019 ◽  
Vol 44 (4) ◽  
pp. 417-432 ◽  
Author(s):  
Jaya Bhasin ◽  
Shahid Mushtaq ◽  
Sakshi Gupta
Keyword(s):  
Employee Engagement ◽  
Service Sector ◽  
Job Engagement ◽  
Strategic Decisions ◽  
Employer Branding ◽  
Employer Brand ◽  
Telecom Sector ◽  
Brand Ambassadors ◽  
The Relationship

Practitioners and academicians are of the view that an engaged workforce is essential to attain competitive advantage. The role of employee engagement is even more critical in the service sector, as the organization’s success depends on effective service delivery by the employees who present themselves as brand ambassadors. Consequently, employers need to make strategic decisions to attract, retain and engage talent. This strategy is termed as employer branding. The objective of this study is to investigate the relationship between employer brand and two types of employee engagement, that is, job and organization engagement. A survey of 213 employees was conducted in the telecom sector in Jammu circle. Results of regression analysis indicate that all dimensions of employer brand (i.e. application, economic, interest, development and social value), except development value have a significant impact on job engagement and for organization engagement, all the dimensions except application value were significantly and positively associated. Furthermore, it was observed that dimensions of employer brand are more strongly associated with job engagement than organization engagement. The sample used for research is limited to employees in Jammu circle. Hence, the results might not be the same if samples are chosen from other geographical areas.

scholarly journals Creating Employer Brand

2016 ◽  
Vol 5 (2) ◽  
pp. 45-58
Author(s):  
Elif Narcıkara ◽  
Yonca Gurol ◽  
Ahmet Uzmez
Keyword(s):  
Service Sector ◽  
Banking Sector ◽  
Job Applicants ◽  
Employer Branding ◽  
Internal Customers ◽  
Experience Levels ◽  
Education Levels ◽  
Employer Brand ◽  
Employer Attractiveness ◽  
The Relationship

Contemporary companies are giving considerable importance to satisfaction of their internal customers as well as satisfying their exterior customers by their goods and products. In tis context, employer branding-  an important concept developed by Simon Borrow- has been accepted as one of the most important developments of 1990s and myriad of companies has started to give importance to the mentioned point (Tüzüner, et al., 2009). Difficulties in finding talented employees, has made employer branding popular especially in service sector (Berthon vd. 2005; Knox and Freeman, 2006). According to information supplied from career portals, nowadays the highest number of job applications are being made to banking sector hence we were curious about this spesific sector in our study. Main sample of this study is composed of applicants that made job application to Albaraka Türk Participation Bank in the last three months prior to the design of this study. Aim of the study is measuring effects of employer branding dimensions in these applicant’s applicaitons behaviours and analyzing the relationship between their brand perceptions related to Albarak Türk Participation Bank and their levels of education and job experiences. With these purposes we used Berthon’s Employer Attractiveness Scale. Our survey has been applied to 500 job applicants from various education and experience levels and we used easy sampling method in choosing these applicants. Our survey, composed of 25 questions and Likert answer key with 7 answers has been brought to applicants via email and results have been analyzed by SPSS program. Our findings showed that rather than experience leves, education levels makes difference in appilicants perceptions about employer brand of the bank.

scholarly journals Inspire to Hire and Win the War for Talents

2018 ◽  
Vol 1 (2) ◽  
pp. 54-66
Author(s):  
Doru Șupeală
Keyword(s):  
Business Performance ◽  
Talent Management ◽  
Employer Branding ◽  
Material Benefits ◽  
Employer Brand ◽  
Modern Vision ◽  
Strategic Element ◽  
Deep Relationship ◽  
Employer Of Choice ◽  
Emotional Value

AbstractIn the context of a highly dynamic labour market, with the entry of the Y and Z generations in the active workforce and the shift of power balance from employers to employees, the corporate employer brand becomes a strategic element and part of the non-material capital that each company can use to attract and retain top talents and, consequently, to get business performance. This paper proposes a modern vision of leadership and talent management, in which collaboration, empathy, democratization of decisions, development of emotional connections and increasing the level of freedom for employees contribute to building an effective, attractive and sustainable Employer Value Proposition. By integrating Human Resources and Marketing management principles, objectives, activities and tactics, companies should focus on authenticity in their communications, in order to win employees’ minds and hearts in the contemporary very intense competition for talents. We suggest updating the traditional Marketing Mix to 15 elements, in order to support Employer Branding Strategies and to reach the Employer of Choice status. The essential objective is the development of a deep relationship between employees and companies, in the form of a transaction with dual value, financial and emotional at the same time. Loyalty is seen as superior and consecutive to solidly applied retention, adding emotional value to the material benefits offered by the companies to their employees.

scholarly journals Malocclusion influence on balance and posture: a systematic review.

2015 ◽  
Vol 13 ◽  
pp. 320
Author(s):  
Tatiane Garcia Stancker ◽  
Andréia Cristina de Oliveira Silva ◽  
Hugo Pasin Neto ◽  
Cristiane Delgado Alves Rodrigues
Keyword(s):  
Systematic Review ◽  
Temporomandibular Joint ◽  
Clinical Application ◽  
Systematic Reviews ◽  
Clinical Studies ◽  
Dynamic Balance ◽  
Body Balance ◽  
The Subject ◽  
Masticatory System ◽  
The Relationship

Introduction: Malocclusion can be defined as an imbalance between the masticatory system and neuromuscular Temporomandibular joint. It is considered as a result of the sum of genetic, environmental and postural elements therefore of multifactorial origin. Objective: To review the existing literature if malocclusion influence in posture and balance of the subject. Methods: This is a systematic review, which searched up clinical studies, published between 2009 and 2014 in English, Portuguese and Spanish, in the databases SciELO, PubMed, Lilacs and Sience Direct, using the keywords malocclusion/posture and malocclusion/body balance. Studies were included that had to evaluate the posture and/or balance in patients with malocclusion, were excluded systematic reviews and studies that did not correspond to the proposed theme. Results: In addition to the articles found in all databases, the corpus generated by the literature consisted of 828 records; 13 of them responded to the proposed theme. About the selected literature, eight studies showed significant results regarding the relationship between malocclusion and posture, and two as malocclusion and body balance. Conclusion: it was concluded that malocclusion is associated with the posture of the changes, since the balance, only two studies presented this outcome and was in a considered positive for the worsening of static equilibrium, but with no clinical application, and another positive for improves dynamic balance.

scholarly journals Does Talent Management Practices Impact Service Quality in Nigeria?

2020 ◽  
Vol 55 (5) ◽  
Author(s):  
Jimoh ◽  
Adams Lukman ◽  
Daisy Mui Hung Kee ◽  
Odebunmi ◽  
Abayomi Tunde
Keyword(s):  
Service Quality ◽  
Structural Equation ◽  
Management Practices ◽  
Talent Management ◽  
Equation Modeling ◽  
Quality Improvements ◽  
Talent Retention ◽  
The Government ◽  
Attraction And Retention ◽  
The Relationship

Over the years, the field of talent management has attracted much attention among stakeholders. Therefore, this present study aims to explicitly state whether talent management impacts service quality. The population of the study was 275 employees of the National Institute for Labour Studies. However, the study purposely administered 250 questionnaires because we had to use structural equation modeling analysis to analyzed the collected data. The outcomes of the analysis our result have confirmed the following: (1) talent attraction have an impact on service quality, (2) talent retention affect service quality, (3) reward strategy affects service quality, (4) The relationship between talent attraction and service quality mediated by reward strategy, and (5) The relationship between talent retention and service quality mediated by reward strategy. Based on our findings, it can be inferred that service quality improvements have been influenced by attraction and retention of talent, and a weak relationship between the variables can be strengthened through a reward strategy. This study contributed to a different system of talent management and service quality relationships that should be included in strategic planning. Therefore, the institutes, other organizations, and the government can use employ attraction and retention talent to improve service quality in their realm.

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