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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:11829
论文字数:3139论文编号:org201601292021139349语种:英语 English地区:澳大利亚价格:免费论文
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。
This myriad of values makes employer branding onerous. Questions arising include: How easy is it to determine what people are seeking from their employment experience given the constant changing of these needs? How will organisations position themselves to continually meet these changing needs?
In addition, how possible is it to get talent to stick to legal and ethical practices? Case in point being Bert Spector's (cited in Martin, 2010) assertion that EB policies were the unindicted co-conspirators in Enron's demise.
There are also some identified pitfalls the most common being over-branding and the creation of unrealistic expectations (Jenner and Taylor, 2010) raising other questions like whether EB is creating an entitlement culture that eventually becomes unattainable for the organisation (Lawrence, 2007).
结论——Conclusion
All the evidence marshalled above points to the fact that Employer Branding is indeed the most advanced and sophisticated form of HR strategic thinking due to the complexities involved mainly from the 'people factor'. It does however offer considerable competitive advantage where properly implemented. The additional source of difficulty of the multi-faceted nature of its requirements e.g. close working with other functional areas of the organisation, makes the job of the Employer Brand Manager more difficult - difficult but very possible and with high value rewards attached where competently handled.
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