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100 Quotes on HR- “Employment Brand”

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100 Quotes on HR- “Employment Brand”

  1. 1. B R A N D E M P L O Y M E N T HR Quotes 100 0
  2. 2. 45 - 52 General Employment Value Proposition Options Customer Culture Social Media Precautions Competitive Advantage 2 - 44 53 - 62 63 - 67 68 - 76 77 - 90 91 - 93 94 - 101 1
  3. 3. “A word is a word, and a picture is worth a thousand… but a brand is worth a million.” Tony Hsieh, Zappos 2
  4. 4. 3 “ If the reputation of a company ’ s products and services is its face, the talent brand is its heart and soul” Hank Stringer & Rusty Rueff
  5. 5. 4 “Employer branding is defined as a comprehensive concept to design internal and external employer image with the intention to ameliorate the perception of the company as a preferred employer by existent and future employees” Ambler & Barrow
  6. 6. 5 "that the talent brand builds over time and it can engender the same feelings of desire and dreams that a compelling product message brings to life. It can bring tremendous loyalty and, through word of mouth, more traffic to your door.” Rueff & Stringer
  7. 7. 6 “It is the meaning and the promise that lie behind their daily efforts that give their jobs a deeper resonance and compel commitment. … you offer them this meaning and promise through branding.” Libby Sartain
  8. 8. 7 "To the extent the employer brand is internalized, new employees are likely to be more committed to achieving the goals of the organization, more committed to the organization in general and less likely to withdraw from the organization." Crystal M. Harold & Kevin P. Nolan
  9. 9. 8 "Every brand evolves over time. Keep your messaging fresh and new. Each year, HR should plan and carry out repackaging and messaging to keep the message exciting and fun." Libby Sartain
  10. 10. 9 "Successful internal branding must involve all constituencies. Involve marketing, public relations, advertising, corporate communications, talent acquisition, learning and development, compensation and benefits, facilities, and any other group that delivers products, experiences, or amenities to employees." Libby Sartain
  11. 11. 10 "Employees make or break the company’s brand and, ultimately, the company’s results." Libby Sartain
  12. 12. 11 “Efficient employer branding requires innovative methods of personnel market research to control and target the employer attractiveness.” Stephan Erlenkaemper Christian von Thaden
  13. 13. 12 "Simply developing a catchy PR campaign is not enough to make an effective employer brand." Anne M. Bogardus
  14. 14. 13 “An effective employer brand that accurately portrays the organization culture benefits the organization in any economic climate. During times of economic growth when high-quality employees are in great demand, the brand both attracts and retains them. In an economic downturn, the brand becomes a vehicle for fostering communication and improving morale.” Anne M. Bogardus
  15. 15. 14 "Becoming a better place to work is not easy." L. Branham & M. Hirschfeld
  16. 16. 15 “Packaging of all human resources programs and initiatives under a specific, integrated set of symbols and key messages to communicate. HR branding establishes a consistent “image” the organization portrays to its employees and prospective employees.” WorldatWork
  17. 17. 16 "There are two critical areas of alignment. The first is the alignment between the organization brand and talent brand. The other alignment is that between the talent brand and the organization ’ s selection and development processes." Rob Silzer and Ben E. Dowell
  18. 18. 17 "For years branding has been a core concept in product marketing for winning customers in a crowded marketplace. The emergence of branding in the employment context seems like such a natural line extension it is surprising that the jump from product to people took so long." Rob Silzer and Ben E. Dowell
  19. 19. 18 "Employees seek to work for organizations just as customers seek to do business with them: when they feel that the organization offers what they desire." Edward E. Lawler III & Christopher G. Worley
  20. 20. 19 "For an organization to recruit effectively, its brand needs to be known and understood." Edward E. Lawler III & Christopher G. Worley
  21. 21. 20 "Built-to-Change Strategy: Have a B2Change Employer Brand." Edward E. Lawler III & Christopher G. Worley
  22. 22. 21 "In addition to discouraging bad applicants, having a strong brand can serve to attract individuals who otherwise wouldn’t apply for the job." Edward E. Lawler III & Christopher G. Worley
  23. 23. 22 "Every organization needs to develop its own leadership brand; no formula exists to indicate what is right." Edward E. Lawler III & Christopher G. Worley
  24. 24. 23 "Having a clearly identified leadership brand can be a powerful factor in helping attract, retain, and motivate the right leaders and employees." Edward E. Lawler III & Christopher G. Worley
  25. 25. 24 "If their employer brand is boring and unattractive, so too will be their talent and performance." Edward E. Lawler
  26. 26. 25 "Every organization is known for certain things when it comes to how it treats its employees. This “ employer brand ” is a key part of what attracts talent to a company." Edward E. Lawler
  27. 27. 26 "An employer brand is an intangible. However, many tangible practices and behaviors contribute to it." Edward E. Lawler
  28. 28. 27 "Having an employer brand attracts applicants because of the values that are congruent between the employee and employer." Ken Carrig & Patrick M. Wright
  29. 29. 28 "Employees who are thought leaders outside the company improve the company brand and the employee’s own personal brand." Reid Hoffman & Ben Casnocha
  30. 30. 29 "In sum, the more a corporate alumni network strengthens the company’s brand, the easier it becomes to leverage that network for hiring, network intelligence, and customer referrals." Reid Hoffman & Ben Casnocha
  31. 31. 30 "Alumni Are Brand Ambassadors." Reid Hoffman & Ben Casnocha
  32. 32. 31 "And who better to “sell” the opportunity to work for your company than a passionate champion of your brand." Ted Coiné and Mark Babbitt
  33. 33. 32 "You can let all of your employees be your brand ambassadors, not just the marketing or PR department. And they can be brand ambassadors both inside and outside the office." Tony Hsieh, Zappos
  34. 34. 33 "By sharing a common belief system, Zappos employees become the unified brand to the world. (As an aside, I’m always amused by people who say, “Zappos must be a cult!” In some ways, it is. But if a cult revolves around making people happy, I’ll sign up anytime.)" Tony Hsieh, Zappos
  35. 35. 34 "We can, by choice, help inform, educate, and teach people about what we do, what the business stands for, and how we plan to change their lives in a positive way." Ted Coiné and Mark Babbitt
  36. 36. 35 "if we engage employees, customers, and prospective customers in meaningful dialogue about their lives, challenges, interests, and concerns, we can build a community of trust, loyalty, and— possibly over time— help them become advocates and champions for the brand." Ted Coiné and Mark Babbitt
  37. 37. 36 "In fact, it is quite simply impossible to build an engaged customer base, inspire loyalty among vendors, and generate an attractive employer brand without engaged, passionate employees serving as a strong foundation." Ted Coiné and Mark Babbitt
  38. 38. 37 "let’s review what happens when both customers and employees are actively engaged: high loyalty and maximum effort. In the Social Age, then, it’s a brand’s responsibility to create that culture. And, as we’ve seen, when that culture exists, magic happens." Ted Coiné and Mark Babbitt
  39. 39. 38 “In the old world, you devoted 30 percent of your time to building a great service and 70 percent of your time to shouting about it. In the new world, that inverts.” Jeff Bezos
  40. 40. 39 "Our new brand sends a 360 degree message," "It starts with our employee audience and extends to everyone we work with and work for” Carly Fiorina (HP)
  41. 41. 40 "We didn't know it was a brand. . . It became a brand when real business people told us it was a brand." Jerry Yang, Yahoo
  42. 42. 41 "I spoke of employees as the company’s primary assets. I said that if P&G served more consumers better, if it innovated with its brands and products, its business models and work systems, and if we worked together more productively, then the company would grow and prosper and continue to be a preferred place of employment." A. G. Lafley
  43. 43. 42 "Microsoft, Wal-Mart, and Johnson & Johnson also have enormous “employee brands,” which is to say, their people get a real credential just by working there for a few years. Even putting my biases aside, GE is also in this category." Jack Welch, Winning
  44. 44. 43 "In today’s transparent job market, employment brand and employee engagement have become synonymous." Josh Bersin
  45. 45. 44 "Every employee can affect your company’s brand, not just the front-line employees that are paid to talk to your customers." Tony Hsieh, Zappos
  46. 46. 45 “companies have begun to distill their employment value proposition into a shorter, punchier, and more provocative “ employment brand ” : a simple phrase or statement that creates a compelling argument to consider an organization for employment” Leslie W. Joyce
  47. 47. 46 "Link all your messages to powerful one- or two word messages. Southwest used Freedom. Yahoo! chose Life Engine." Libby Sartain
  48. 48. 47 "In its simplest form, an employment brand is a “ tag line ” of sorts that grabs the job seeker ’ s attention and compels him or her to consider the employer." Rob Silzer and Ben E. Dowell
  49. 49. 48 "Capturing the employment value proposition in a memorable employment brand that states simply what makes your organization a great choice." Rob Silzer and Ben E. Dowell
  50. 50. 49 "In actuality, the employment brand and the marketing campaign that supports it are the embodiment of the employment value proposition." Rob Silzer and Ben E. Dowell
  51. 51. 50 "The employment value proposition, the employment brand, and all supporting recruiting material are the foundation of an employment marketing campaign, whose purpose is to put the employer front and center with the talent it seeks." Rob Silzer and Ben E. Dowell
  52. 52. 51 "it is critical that the employment brand flows from the employment value proposition and authentically reflects the organization, the work, and the experiences of the organization ’ s employees." Rob Silzer and Ben E. Dowell
  53. 53. 52 "Employers now need to know and understand what is important to today ’ s workforces and reflect that in their employment value proposition." Rob Silzer and Ben E. Dowell
  54. 54. 53 "Your Culture Is Your Brand" Tony Hsieh, Zappos
  55. 55. 54 "Total Reward strategy is a key element of the brand. Based on the TR philosophy, a carefully crafted TR strategy reinforces the brand." Anne M. Bogardus
  56. 56. 55 "an employee survey can be conducted to find out whether current employees perceive the organization the way the brand portrays it." Anne M. Bogardus
  57. 57. 56 "The portal can be an important tool for creating the employee brand. Employment brands give prospective employees an image or impression of what it would be like to work for the firm." Hal Gueutal & Cecilia Falbe
  58. 58. 57 "Progressive-thinking organizations understand the power of tying recognition to corporate and HR strategies. Indeed, these programs can play a pivotal role in enhancing the employer’s brand and promoting the organization as an employer of choice." D. Jensen, T. McMullen & M.Stark – Hay Group
  59. 59. 58 "Intangible rewards can be core to employee branding." D. Jensen, T. McMullen & M.Stark – Hay Group
  60. 60. 59 "Recognition programs can also reinforce desired behaviors and work cultures that can enhance the employer’s brand and promote the organization as an employer of choice." D. Jensen, T. McMullen & M.Stark – Hay Group
  61. 61. 60 "Companies with a well - integrated HR strategy use such investments to improve the company ’ s employment brand by promoting these benefits during the recruitment process and strongly linking benefits with talent acquisition." Rob Silzer & Ben E. Dowell
  62. 62. 61 "The brand also should be featured on the company’s website, with videos that show employees talking about what it is like to work for the organization and what the brand means to them." Edward E. Lawler III & Christopher G. Worley
  63. 63. 62 "There’s a lot of buzz these days about “social media” and “integration marketing.” As unsexy and low-tech as it may sound, our belief is that the telephone is one of the best branding devices out there." Tony Hsieh, Zappos
  64. 64. 63 "the HR function partners actively with the marketing function in creating an employment brand that is consistent with and reinforces the customer brand." H. Rao & R. Dewar
  65. 65. 64 "The mission of the HR department ought to be to synchronize the employment brand with the customers’ brand." H. Rao & R. Dewar
  66. 66. 65 "In fact, many corporations brand their workforce as part of their marketing campaigns to attract not only the right talent, but also to attract business and consumer buyers." Patricia A. K. Fletcher
  67. 67. 66 "Developing an effective employer brand not only can attract the right employees, it can also attract customers." Edward E. Lawler
  68. 68. 67 "Just as customers make the final decisions about the usefulness of your company’s products and services, the employees determine whether you have developed an employer brand." Ken Carrig & Patrick M. Wright
  69. 69. 68 "the heart of building a market-focused culture is to create an employment brand that is consistent with the customer brand." H. Rao & R. Dewar
  70. 70. 69 "We have learned that brand and culture must correlate." Jac Fitzenz
  71. 71. 70 "employer brand is built upon a set of management practices that create and reinforce the culture that treats people as the most important asset and consequently builds distinctiveness around this asset." Ken Carrig & Patrick M. Wright
  72. 72. 71 "A culture that fosters growth and innovation, employs effective leaders, and has a good product is more likely to evoke total employer brand commitment." Ken Carrig & Patrick M. Wright
  73. 73. 72 "Building an employer brand attracts and retains the right kind of people to fit your organization’s culture and strategy and aligns your employees’ work experience with your customers’ valued outcomes." Ken Carrig & Patrick M. Wright
  74. 74. 73 "We thought that if we got the culture right, then building our brand to be about the very best customer service would happen naturally on its own." Tony Hsieh, Zappos
  75. 75. 74 "Over time, as we focused more and more on our culture, we ultimately came to the realization that a company’s culture and a company’s brand are really just two sides of the same coin." Tony Hsieh, Zappos
  76. 76. 75 "What’s the best way to build a brand for the long term? In a word: culture." Tony Hsieh, Zappos
  77. 77. 76 "At Zappos, our belief is that if you get the culture right, most of the other stuff—like great customer service, or building a great long-term brand, or passionate employees and customers— will happen naturally on its own." Tony Hsieh, Zappos
  78. 78. 77 "Social media engagement can translate into bottom line results." Reid Hoffman & Ben Casnocha
  79. 79. 78 "Spending money on advertising campaigns can drive awareness, but buzz emerges from grassroots interest, especially on social media. Corporate alumni can help in this regard, especially if they outnumber a firm’s current employees." Reid Hoffman & Ben Casnocha
  80. 80. 79 "Push for policies that allow employees to build their personal brands and establish thought leadership. This is not to say that a CEO should order every employee to start tweeting; mandatory brand building will rankle the employee and seem inauthentic to external audiences." Reid Hoffman & Ben Casnocha
  81. 81. 80 "this is less about media and more about understanding what it means to lead in the Social Age— less to do with campaigning and more to do with engaging." Ted Coiné and Mark Babbitt
  82. 82. 81 "In other words, if you’re a global brand— or a brand considering a global presence— the social party has just started." Ted Coiné and Mark Babbitt
  83. 83. 82 "companies that fail to adapt to the Social Age are losing control with yet another group coming into power: employees." Ted Coiné and Mark Babbitt
  84. 84. 83 "Four words that sum up the secret to social success: More social. Less media." Ted Coiné and Mark Babbitt
  85. 85. 84 "The organizations really putting social to good use— and the champions who represent their brands— are not broadcasters. They mentor. They advise. They blog. They build relationships." Ted Coiné and Mark Babbitt
  86. 86. 85 "as a self- funded, lean start- up— generate the required passion for the company’s mission and enough traction for the brand to survive with virtually no advertising dollars allocated in the budget." Ted Coiné and Mark Babbitt
  87. 87. 86 "We knew right then that IBM fully understands the value that [Social + Mobile + Cloud + Big Data + Analytics] provides a brand fully immersed in the Social Age." Ted Coiné and Mark Babbitt
  88. 88. 87 "It’s more than just hiring. Among the first, and most important, tasks of social recruiting? Branding." Ted Coiné and Mark Babbitt
  89. 89. 88 "Social allows us to connect in a way a television commercial, display ad, or job posting simply can’t. Social is branding, just like traditional advertising— it’s just more human." Ted Coiné and Mark Babbitt
  90. 90. 89 "Another aspect of social recruiting that early- twenty- first- century recruiting best practices can’t touch: attracting the passive candidate." Ted Coiné and Mark Babbitt
  91. 91. 90 "Social recruiting, by definition, is also employer branding, PR, a demonstration of expertise, an ongoing discussion of your culture and mission, long- term relationship building, and much more." Ted Coiné and Mark Babbitt
  92. 92. 91 "If you begin your branding process by declaring an “aspirational brand” without aligning it with the reality of employees’ daily work experience, you are in danger of writing a check your culture can’t cash." L. Branham & M. Hirschfeld
  93. 93. 92 “… make sure it delivers what it promises. If it doesn’t, new employees will quickly become disengaged and leave.” L. Branham & M. Hirschfeld
  94. 94. 93 "If the company is good, employees will say so. If not, they’ll say that, too." Ted Coiné and Mark Babbitt
  95. 95. 94 “Employer branding is one fruitful avenue for organizations to establish the value they offer employees and to differentiate themselves from competing firms” Crystal M. Harold & Kevin P. Nolan
  96. 96. 95 "If the employer has differentiated its organization as an employer of choice with a clearly defined message about the benefits of working there, then attracting the quality of candidates desired by the organization becomes less difficult." Anne M. Bogardus
  97. 97. 96 "At the core, an effective brand has a clear, compelling, and consistent promise so that in a crowded and noisy employment market, a meaningful message of differentiation can be heard." Rob Silzer and Ben E. Dowell
  98. 98. 97 "if an HC - centric organization is trying to achieve competitive advantage through technical leadership, then the brand needs to emphasize that the company is a good place for techies to work." Edward E. Lawler
  99. 99. 98 "The right employer brand is a critical asset and a competitive advantage for an HC - centric organization." Edward E. Lawler
  100. 100. 99 "A strong employer brand clearly identifies the organization as an attractive place to work for individuals who want to — and can — be a source of competitive advantage." Edward E. Lawler
  101. 101. 100 "Even today, our belief is that our Brand, our Culture, and our Pipeline are the only competitive advantages that we will have in the long run. Everything else can and will eventually be copied." Tony Hsieh, Zappos
  102. 102. 101 “those organizations that successfully develop, market, and maintain attractive employer brand images will move one-step closer to winning the talent war” Crystal M. Harold & Kevin P. Nolan
  103. 103. 102 Useful resources related to HR – “Employment Brand” • EBI - 2014 Employer Branding Global Trends Study Report • Brandemix - Employer Branding Survey Results 2014 • RBL - Growing Your HR Brand - Take a Brand Quiz
  104. 104. 103 vijay.bankar@gmail.com in.linkedin.com/in/vijaybankar vijaybankar.blogspot.com twitter.com/vijaybankar THANKS Lets Connect