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帮助创建和发展雇主品牌

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-02-05编辑:zhaotianyun点击率:3238

论文字数:3139论文编号:org201601292021139349语种:英语论文 English地区:澳大利亚价格:免费论文

关键词:绩效管理战略人力资源管理Strategy

摘要:摘要:本文主要讲述了创建和发展雇主品牌的方法和策略,来识别人的需求,评估组织的资源和能力并定义了雇佣关系。

帮助创建和发展雇主品牌
Helping To Create And Develop An Employer Brand 


方法:采用的方法是审查书籍、期刊和网站生成主题如人才管理、战略、人力资源管理和雇主品牌。雇主品牌从是否适合企业和商业策略的角度来探索,与其他功能区域公司的进行交互,重点放在营销。简要概述了一些关键的元素应用提供明确的结论。

发现:雇主品牌是一种高度复杂的奋进号,因为它旨在提供价值和创造可持续的竞争优势,调整人们的价值观和文化的一个组织。它是用来定义和细化的雇佣关系产生忠诚和承诺的劳动力。它还帮助提供招聘和绩效管理实践的焦点。然而,仍有许多工作要做在定义适当的指标测量的应用程序中,充分理解其对性能的影响。

结论:雇主品牌是一个非常复杂和繁重的纪律,以控制和管理个人和组织行为。它不过提供了极高的价值回报,胜任地实现,因此是一种非常先进的战略人力资源的思想。


介绍


战略人力资源管理的含义之一(社团)给出:看到该组织作为一个人民的战略资源”成就的“竞争优势”(亨得利和小矮星引用BBS MBA人力资源管理课程讲义2010 - 11,会话2第19)。雇主品牌(EB)先进的实践来实现这一目标。据称是最先进和复杂形式的人力资源(人力资源)的战略思考。正是这种指控,本文旨在讨论。

Methodology: The approach adopted is the reviewing of books, journals and websites spanning topics such as talent management, strategy, human resource management and employer branding. Employer branding is explored from the point of view of its fit with corporate and business strategy and its interaction with other functional areas of the firm with emphasis laid on Marketing. Some crucial elements to its application are briefly outlined to provide clarity on the conclusion.

Findings: Employer Branding is a highly complex endeavour as it seeks to offer value and create sustainable competitive advantage by aligning the values and culture of people with those of an organisation. It is used to define and refine the employment relationship to engender loyalty and commitment from the workforce. It also aids in providing a focus for recruitment and performance management practices. There is however, still much work to be done in defining appropriate metrics of measurements in its application, to fully appreciate its impact on performance.

Conclusion: Employer branding is a highly complex and onerous discipline as it seeks to control and or manage individual and organisational behaviour. It however provides extremely high value rewards where competently implemented and is thus a very advanced form of strategic human resource thinking.


介绍——Introduction


One of the meanings of Strategic Human Resource Management (SHRM) is given as: 'Seeing the people of the organisation as a 'strategic resource' for the achievement of 'competitive advantage' (Hendry and Pettigrew cited in BBS MBA HRM Course handout 2010-11, session 2 p.2). Employer branding (EB) has been advanced as one of the practices to achieve this. It is alleged to be the most advanced and sophisticated form of human resource (HR) strategic thinking. It is this allegation that this paper seeks to discuss.

It will do so by first evaluating organisational strategy and how HR strategy supports it, linking this with the more recent practice of talent management (TM) of which EB is a key component. Next will be an exploration of EB itself: what it is and what it is not. The paper will then look at some crucial elements in building an EB citing examples for clarity and showing how this correlates with the HR activities of recruitment and performance management. There will then be a critical review beginning with key success factors and going on to highlight areas for further reflection. The conclusion will be the author's views on the sustainability of employer branding as HR strateg论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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