Katja Liikkanen

Bio: Katja Liikkanen is an academic researcher from Lappeenranta University of Technology. The author has contributed to research in topics: Corporate branding & Employer branding. The author has an hindex of 1, co-authored 1 publications receiving 30 citations.

Employer branding in power industry

Abstract: Purpose – The purpose of this study is to examine what kind of motives and practices company has for employer branding in power industry. The objective is to find out the benefits of employer branding and how it is targeted towards potential and current employees. In addition, the aim is to examine whether companies see employer branding as a process and what kind of processes they have for employer branding.Design/methodology/approach – The theoretical perspective of this study is based on literature review, which provides a better understanding of employer branding. The empirical part is a qualitative case study of two large, international companies in the field of power industry. The data was gathered with interviews.Findings – The main motives for employer branding are better employer image, more efficient recruitment and improved job satisfaction. Employer branding efforts are focused according to target group. Recruitment and educational co‐operation are the main objects of employer branding towards...

Employer branding: A brand equity-based literature review and research agenda

Abstract: Over the past two decades, scholarly interest in employer branding has strongly increased. Simultaneously, however, employer branding research has developed into a fragmented field with heterogeneous interpretations of the employer branding concept and its scope, which has impeded further theoretical and empirical advancement. To strengthen the foundation for future work, this paper takes a brand equity perspective to review the extant literature and create an integrative model of employer branding. Using an analytical approach, the authors identify 187 articles, which they integrate along different employer brand dimensions and branding strategies: (i) conceptual; (ii) employer knowledge dimensions; (iii) employer branding activities and strategies. On the basis of this review, the authors develop an employer branding value chain model and derive future research avenues as well as practical implications.

Organisational talent management and perceived employer branding

Abstract: The purpose of this paper is to examine the potential impact of organisational talent management practices on perceived employer branding. Talented employees are the lifeline of any organisation who contribute effectively to the organisation’s success. Talented workforce and their organisational attraction to remain productive act as a primary competitive enabler for the organizational performance. Employer branding now becomes a key factor to achieve success in business which engenders cognitive and emotional association along with positive involvement at workplace among organizational members. In the context of economic competitiveness and globalisation, employers are experiencing challenge in attracting and retaining talented workers.,This paper uses quantitative design; questionnaire survey method was used for assessing the organisational talent management and employer branding. Data have been collected through a sample of 232 executives’ class employees from various coal and iron mining industries located in Indian subcontinents. Finally, 197 responses were found to be acceptable for analysis. Hypotheses were tested using a comparison of means, correlations and multiple regression analysis.,Findings of the paper show that organisational talent management is strongly and positively with the perceived employer branding. Regression analysis showed that among the eight dimensions of organisational talent management, the predictors that are most effective in predicting the employer branding are, namely, rewards and remunerates fairly, manages work–life balance and attracts and recruits talent.,This paper was limited by a small sample size and the use of a cross-sectional design is not done. On the ground of analysis, more specific approach is required to apply the findings to the general population.,Much of the work on employer branding is conceptual based on marketing principle and limited to deal with potential employees. This paper provides empirical evidence from the internal/current employees’ perspective, by investigating the relationship between organisational talent management practices and organisational attraction internally, that is, perceived employer branding. Present paper contributes significantly to the implication and understanding of social exchange theory, internal branding theory and social identity theory in organisational setting (Eisenberger et al., 1986; Liden et al., 1997; Masterson et al., 2000; Settoon et al., 1996; Wayne et al., 1997).

Employer branding: What constitutes “An Employer of choice?

Abstract: This study looked at the factors that would attract employees towards an ‘Employer of Choice’. The study explored an analysis into the previous addressed literature along with exploratory sets of interviews held with fresh graduates and five focus groups working in various organizations. This resulted into a set of proposed factors which were compiled in the form of a questionnaire and distributed among 2000 individuals across various domains. Statistical results revealed a number of factors with relatively high importance that were grouped based on their relatedness into a proposed framework to define the factors that constitute ‘an employer of choice’. Future research should extend to other sectors to enhance the process of the generalization of the results.

Strategies Software Company Sales Managers Implemented to Reduce Voluntary Employee Turnover

Abstract: Strategies Software Company Sales Managers Implemented to Reduce Voluntary Employee Turnover by Peter Oates Taylor, Jr. MBA, University of Phoenix, 2005 BA, University of Phoenix, 1998 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2016 Abstract The high rates of voluntary employee turnover in software sales organizations have forced business leaders to search for strategies that reduce voluntary employee turnover. The purpose of this multiple case study was to explore the strategies of a small group of sales managers who had demonstrated reduced voluntary employee turnover in their software manufacturing companies. Ten managers from 5 software manufacturing companies who had a minimum of 5 years of management experience were recruited and participated in semistructured, face-to-face interviews. The conceptual framework included Herzberg’s 2-factor theory for exploring the relationship between job satisfaction and voluntary employee turnover. Open and frequent communications, constant performance feedback, and transparency align appropriately with the tenets of Herzberg’s 2-factor theory. The Yin method for analyzing data through the process of data grouping, scrubbing, and organizing resulted in the emergence of themes including communications, recognition, and the work environment. All 10 sales managers spoke extensively about the importance of these themes in reducing voluntary employee turnover. These managers “noticed the little things,” they gladly celebrated team successes, and they visibly supported their teams through actions. Findings from this study will provide a positive influence on social change through productivityThe high rates of voluntary employee turnover in software sales organizations have forced business leaders to search for strategies that reduce voluntary employee turnover. The purpose of this multiple case study was to explore the strategies of a small group of sales managers who had demonstrated reduced voluntary employee turnover in their software manufacturing companies. Ten managers from 5 software manufacturing companies who had a minimum of 5 years of management experience were recruited and participated in semistructured, face-to-face interviews. The conceptual framework included Herzberg’s 2-factor theory for exploring the relationship between job satisfaction and voluntary employee turnover. Open and frequent communications, constant performance feedback, and transparency align appropriately with the tenets of Herzberg’s 2-factor theory. The Yin method for analyzing data through the process of data grouping, scrubbing, and organizing resulted in the emergence of themes including communications, recognition, and the work environment. All 10 sales managers spoke extensively about the importance of these themes in reducing voluntary employee turnover. These managers “noticed the little things,” they gladly celebrated team successes, and they visibly supported their teams through actions. Findings from this study will provide a positive influence on social change through productivity improvements resulting in lower cost products and services, improving community prosperity. Additionally, consumers may benefit from these successful managers, as they facilitate a more expedited process of new products and services to the market. Strategies Software Company Sales Managers Implemented to Reduce Voluntary Employee Turnover by Peter Oates Taylor, Jr. MBA, University of Phoenix, 2005 BA, University of Phoenix, 1998 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2016 Dedication I would like to dedicate this doctoral study to my wife, Susan Taylor. Throughout this entire process, you carried the load, allowing me to focus on studies. I thank you sincerely for your prayers and for never complaining throughout the past 5 years. No matter how difficult or challenging the curve balls life threw at us, you never complained, and you never gave up. You worked tirelessly to support our family and keep things going, so that I could achieve academic aspirations. I would also like to dedicate this doctoral study to my mother-in-law, Sally Lindberg, who continuously encouraged and inspired me to go after my dreams. Please know how special both of you are to me, and how much I love and appreciate you. Acknowledgments I thank God for watching over my family and allowing me to complete this incredible journey. I would like to acknowledge Dr. Denise Land, my committee chair, for possessing wonderful patience and perseverance in supporting me throughout the doctoral process. Dr. Land, you provided the wisdom, leadership, inspiration, and guidance, challenging me to be the best that I could. You have been a wonderful mentor and motivator to me throughout the doctoral research process. I would like to acknowledge my second committee member, Dr. Susan Fan, and my university reviewer, Dr. Charles Needham, for your leadership and professionalism throughout the doctoral process. Special thanks and sincere gratitude go out to Dr. Freda Turner and Dr. Gene Fusch for your wonderful guidance throughout this research process. Dr. Fusch, please know how much your encouraging phone calls with sincere words of wisdom and inspiration meant to me. You are an amazing person, and Walden University is so lucky to have you and Dr. Land. Special thanks to some of my fellow students: Bill, Melanie, Bruce, Will, Mike, Marc, and Jason, for your words of encouragement and support. Finally, thank you Walden University for providing a wonderful and rewarding education, enabling me to achieve life-long goals and dreams.

Factors influencing the job search and job selection in students of Generation Y in the Czech Republic in the employer branding context

Abstract: The factors influencing job search and job selection are related to employer branding, employer’s position and employer attractiveness on labour market. These factors make employer branding. A conception of employer branding is hot issue not only in scientific research area. The employer branding can be divided into internal and external branding. The main goal of this article was to discover the factors influencing the job search and job selection based on the gender of the respondents and the type of faculty in the employer branding context. The students of Generation Y introduced a research sample of respondents. The primary data was acquired by structured questionnaire targeted at selected students of Generation Y in the Czech Republic. The total number of respondents was 655 students. Two research hypotheses and one research question have been defined. An analysis was realized using statistical software IBM Statistical Package for Social Science (SPSS) Statistics 23 and Microsoft Excel 2013. The verification of the research hypotheses was performed by the statistical method of the Two-sample t-Test for equal means. The research results discovered the findings that the mean perceptions of the factors influencing the job search and job selection: (1) were as the same for females and males, (2) were as the same for Generation Y students of the Faculty of Humanities (FHS) and Faculty of Management and Economics (FaME). Information about potential employers in the employer branding context was also investigated. The most frequent information about potential employers was information about job position and working conditions.