Employer branding

About: Employer branding is a research topic. Over the lifetime, 1555 publications have been published within this topic receiving 54897 citations.

A study on attractiveness dimensions of employer branding in technical educational institutions

Abstract: Employer branding is relatively a new concept. It is the most important type of branding in organizations. Today it is gaining much importance and has emerged as a hottest employment strategy. The concept of branding has now shifted from marketing to the HRM. In marketing, branding gives a specified name to a product or group of product of one seller which helps in recognizing the product and differentiating it from those of other competitors. It gives an image of an organization in the market. To make an image of the organisation as the best place to work, employers have to provide the package of functional, economic, social and psychological benefits and by attracting and retaining the best talent a company can accelerate their productivity and profitability. As we all know in this modern era employees have a great mobility and they are not much loyal to the organization. They have an attitude to leave that organization which cannot give them perfect package i.e. salary, proper atmosphere and career development chances. Therefore the responsibility of employer has increased to provide the employees the perfect place to work. This target can be achieved by managing the talented persons by giving them reward and recognition and by best communication policies performance management is also needed. In the dynamic INTERNATIONAL JOURNAL OF MARKETING AND HUMAN RESOURCE MANAGEMENT (IJMHRM)

A New Model of the Personnel Function Delivery in the Logistics of Polish Firms

Abstract: In the article, a new phenomenon of global logistification provides a context for presenting the newest trends in the development of HR management and its role in logistics. The new trends include a growing internationalization of firms, combined flows of capital, people and technical knowledge, and the issue of key logistics competences. Against this background, the article describes a new model of the HR management function in logistics. The aim is to find the relationship between designing and delivering the personnel function in a firm and the effectiveness of logistics management. The key aspects of the personnel function management include talent and competencies management, personnel risk management, and employer branding. These HR practices are explored to determine attributes of the personnel function, and to describe challenges of the proactive human resource management in logistics. The article continues with a presentation of the results of empirical studies conducted in the period 2017–2018 of 236 large, medium-sized, and small Polish firms. As the primary methods, the research used a diagnostic survey, a questionnaire, and the statistical method of factor analysis. The second part of the article presents an original model of the personnel function in logistics management, with regard to the specificity of Polish firms. The findings based on the study results refer to both the present and future status of HR management in logistics. The main findings of the studies acknowledge the influence of all-embracing logistification on the volumes and structure of knowledge transfer in supply chains, and reveal a growing decentralization of HR management in large and medium-sized companies, resulting in an imbalance between the levels of personnel function implementation in large and medium-sized companies, compared with small firms.

An exploratory analysis of employer branding in healthcare

Abstract: The purpose of this paper is to explore how large, public companies in the health industry communicatively engage in employer branding on career homepages.,An exploratory content analysis of the career homepages (N = 42; 8,500) was conducted to analyze the communication of successful organizations in four realms of the public health-care industry to include Biotech (n =10), Managed Health Care (n = 8), Medical and Equipment Supplies (n = 12) and Pharmaceuticals (n = 12).,The analysis revealed the following ten major themes of content: Worldview, Stakeholders, Environment, Excellence, Dedication, Aid, Unity, Advancement, Distinctiveness and Industry/Organization. Additionally, the results revealed that health-care employer branding often communicated about Stakeholders, Industry/Organization and Advancement.,The results of this study aid researchers in understanding the foundational content of employee branding efforts in the health industry.,The results assist practitioners in understanding how different health-care industries and organizations engage in employer branding on career homepages.,The results of this study function to both confirm previous findings related to employer branding and extend research on employer branding into the career homepages of organizations in the health-care industry.

Journal of Brand Management – Year end review 2015

Abstract: A review and reflection on the research published in the Journal of Brand Management throughout 2015 that included two ground breaking special issues focused on the themes of: (i) Development and management of brands in China; (ii) Corporate heritage brands. Five other themes are also identified within the Volume; (iii) Brand measurement; (iv) Brand naming; (v) Rebranding; (vi) Brand and line extensions; and (vii) Anti-branding.