Topic
Employer branding
About: Employer branding is a research topic. Over the lifetime, 1555 publications have been published within this topic receiving 54897 citations.
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TL;DR: In this article, the authors developed selected indicators for knowledge-based capital, often denoted as intangible capital, on the basis of publicly available data from online platforms and compared them with OLS regressions with firm-level survey data from the Mannheim Innovation Panel (MIP).
Abstract: Knowledge-based capital is a key factor for productivity growth. Over the past 15 years, it has been increasingly recognised that knowledge-based capital comprises much more than technological knowledge and that these other components are essential for understanding productivity developments and competitiveness of both firms and economies. We develop selected indicators for knowledge-based capital, often denoted as intangible capital, on the basis of publicly available data from online platforms. These indicators based on data from Facebook and the employer branding and review platform Kununu are compared by OLS regressions with firm-level survey data from the Mannheim Innovation Panel (MIP). All regressions show a positive and significant relationship between survey-based firm-level expenditures for marketing and on-the-job training and the respective information stemming from the online platforms. We therefore explore the possibility of predicting brand equity and firm-specific human capital with machine learning methods.
6 citations
TL;DR: In this paper, a discussion of global branding and its future in food manufacturing is presented, including what defines a global food brand, why global brands are attractive to food manufacturers, and how global food brands are achieved.
Abstract: This paper is a discussion of global branding and its future in food manufacturing What defines a global food brand? Why are global brands attractive to food manufacturers? How are global food brands achieved?
6 citations
05 Apr 2021
TL;DR: In this article, the mounting role of social media (SM) or social networking sites (SNSs) on various human resource management (HRM) practices was discussed, and it was found that Facebook and LinkedIn are two most accepted sites among the hiring professionals where the first one mostly provides behavioral information and the second one provides job-related information.
Abstract: This paper aims to critically discuss the mounting role of social media (SM) or social networking sites (SNSs) on various human resource management (HRM) practices.,The paper is based on 87 published papers collected from the Web of Science Database particularly from 2010 to 2020 (up to June) using VOSviewer software. After reviewing those paper contents, the author briefly highlighted the findings.,According to most of the previous studies, the utilization of SM information for various HRM practices is rising although such utilization is mostly limited to talent search and recruitment & selection at present. Further, it was found that Facebook and LinkedIn are the two most accepted sites among the hiring professionals where the first one mostly provides behavioral information and the second one provides job-related information. Finally, it was revealed that organizations can develop a strong corporate branding through the presence in SM.,This review paper is expected to motivate further research initiatives regarding the role of social media into different HRM practices.,The author expects that based on the findings, the organizational policymakers can get some practical guidelines regarding the efficient utilization of such a platform.,Social media is a powerful platform for flourishing business entities, promoting products, branding, talent search and so many more purposes. An organization can well promote its existence through this popular platform. In particular, the media can be a well-established platform for searching competent employees and creating employer branding. Therefore, more and more research studies should be carried out focusing on this recent issue. This review paper can be a base for the upcoming researchers as it has accumulated the previous literature and their findings.
6 citations
10 Jun 2018
TL;DR: In this paper, the authors analyzed the effect of PT. Citibank Indonesia employer branding with organizational attractiveness, such as instrumental attribute and symbolic attribute, by examining the workforces' gender and level of education.
Abstract: This research analyzes the effect of PT. Citibank Indonesia employer branding with organizational attractiveness. The organizational attractiveness that is studied in this paper are divided into two category, such as instrumental attribute and symbolic attribute. These attributes are tested further by examining the workforces’ gender and level of education. Research data is obtained through surveys, literature study, and observation. To test the hypothesis, this study uses bivariate chi square and descriptive quantitative method. Samples consist of 94 workforces which are students from three universities (Universitas Hasanuddin, Universitas Negeri Makassar, and Universitas Muslim Indonesia) in Makassar, South Sulawesi. Research shows that PT. Citibank Indonesia employer branding which consists of two organizational attractiveness (instrumental attribute and symbolic attribute) have a significant effect to attract workforce in Makassar (by gender and level of education). Normal 0 false false false EN-US X-NONE X-NONE /* Style Definitions */
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6 citations
Dissertation•
01 Apr 2012
6 citations