On September 29, riclix.com Academy of Human Resources and Administration successfully organized Elite HR Coffee “Building a recruitment brand”. Mr. Tran Xuan Hai – Former Head of Project, Policy and Talent Development Department of FPT Corporation has had extensive and useful sharing on this topic, which stands out and leaves the most impression on those who are interested. Attended was the sharing about Employee Value Proposition (EVP).
Watching: What is EVP?
According to Minchington – Employer Brand Strategy Planner and Senior Advisor at many large corporations in the world such as Google, Mercedes-Benz, Coca-Cola, McDonald’s,…, EVP is “Total values of an organization. awarded to its employees for the skills, experience and effort they contribute to the Company.” EVP increases the Company’s competitive advantage in attracting and retaining candidates, helping candidates answer the question “Why should I work at this company instead of another company? What can the company bring me?”. Especially, in the era of Technology 4.0, where everything is changing rapidly, Employee Value Positioning is an effective trend and direction to help businesses solve their recruitment problems.
In the sharing post, Mr. Hai helped the attendees clarify the 5 components that make up the EVP of the Enterprise Income, Welfare, Career, Working Environment and Culture.
The first component – Income – is definitely one of the factors candidates care about most when applying for a job. Income includes: Salary, Compensation, Salary increase and promotion policy, Fairness and Evaluation system.
The second component – Welfare is an equally important tangible factor. Benefits include not only the number of holidays, insurance, but also the benefits for employees’ families, policies for employees when they retire, etc.
If we take Maslow’s pyramid as a standard measure, the two components mentioned above have met the most basic needs. However, for a candidate to stick with the organization for a long time, the spiritual factor and the intangible values that the business brings also plays a role that cannot be ignored. To help Employers meet the higher needs of employees, Mr. Hai emphasized the next component in EVP is Career. In the Career, each Enterprise needs to give its employees stability, provide employees with opportunities to participate in training, evaluation and feedback, opportunities for promotion and personal development.
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Continuing to use Maslow’s hierarchy of needs as a reference system, employers will realize a huge need that every candidate wants the business to meet, but rarely define exactly what they need. That is Work Environment. In general, the environment has more to do with the feelings and moods of employees during work than with rational data that can be clearly measured. It has a strong impact and directly affects the individual work performance as well as the overall results of the team, sometimes even decisive for the success or failure of the work that the employee is in charge of. . According to Mr. Hai, employees need to work in an environment that is enough to challenge and develop themselves while still ensuring a balance between work and life.
Finally, in Culture, Enterprises need to build a company culture made up of trust, cooperation, help and sharing not only from colleagues, from the working group but also from leaders. management apparatus. The ideal employees not only love the job, love the job, but above all, they must stick with the organization. Only then will they always be enthusiastic, always ready and really work with the mindset of “contributing to the common development of the business”. Therefore, building corporate culture is building the soul, the ultimate core values that each employee receives.
EVP is made up of many factors as above, so how should businesses apply this model to their businesses? Mr. Hai emphasized that each enterprise needs to be aware of and make the most of its resources and strengths to build a strong recruitment brand with its own color. Moreover, businesses also need to have a strategy, clearly plan the elements that they want to communicate in each different period and time to achieve the highest efficiency.
One of the first and simplest directions for managers in building an employer brand is to build a learning culture for their business. So what is a “learning culture” and how to build a “learning culture”, all the answers will be in the 2nd Coffee Talk in the riclix.com Coffee series: “Building a Learning Culture” in the organization”. See details at LINK.
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Trainee of Human Resources & Administration riclix.com Academy
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