#employeevalueproposition

[phonemantra-blog]

Accor, a global leader in the hospitality industry, is on a mission to revitalize the talent landscape. Their new Employee Value Proposition (EVP) – "Hospitality is a Work of Heart" – focuses on showcasing the unique blend of human connection and artistry that hospitality careers offer. This initiative aims to not only attract new talent but also reignite the passion within the industry as a whole. The Changing Landscape of Hospitality Talent The hospitality industry has undergone significant changes in recent years. The global pandemic impacted staffing levels, and the "Great Resignation" trend further emphasized the need for a shift in how hospitality businesses approach their workforce. Today's talent seeks purpose, work-life balance, and well-being in their careers. Transparency and authenticity are also crucial factors for the new generation of workers. Hospitality is a Work of Heart Accor acknowledges these challenges and aims to address them head-on. With "Hospitality is a Work of Heart," they aim to cultivate an environment that celebrates the inherent value of hospitality careers while fostering a sense of community and purpose. Accor's Commitment to its People: The Heartist® Culture At Accor, people are at the core of everything they do. Their strong employer brand centers around nurturing their 330,000 "Heartists®" – a term that reflects the unique culture and shared identity of their workforce across over 5,500 hotels in 110 countries. Being a Heartist® is about forming genuine connections and creating a sense of belonging. The "Hospitality is a Work of Heart" initiative embodies this philosophy perfectly. The Four Pillars of the "Hospitality is a Work of Heart" EVP The EVP is built upon four core pillars that highlight the distinctive benefits of working for Accor: Be All You Are: Celebrating Diversity and Inclusion Accor fosters a diverse and inclusive environment that empowers individuality, creativity, and autonomy. Their internal network, RiiSE, champions gender equality and eliminates discrimination by providing mentoring opportunities and promoting inclusivity for all genders and sexual orientations through their partnership with IGLTA, a leading LGBTQ+ tourism network. Grow & Create Your Path: A Culture of Lifelong Learning Hospitality is a proven career accelerator, and Accor provides boundless training opportunities through programs like "Reveal Talent," designed to boost the careers of Heartists® without formal higher education. Accor Academy, established for over 30 years, offers training programs covering various areas. In 2023 alone, Accor provided over 6 million hours of training, benefitting more than 190,000 employees worldwide. Their network of over 250 partnerships with universities strengthens their commitment to learning and development. Work with Purpose: Making a Positive Impact Accor understands that purpose is a key motivator for today's workforce. Their "School For Change" program equips Heartists® with the knowledge and tools to address environmental and social challenges, fostering a sense of purpose and positive impact. Initiatives like "Heartists for Good" encourage volunteerism, allowing employees to dedicate a work day to making a difference in their communities. Enjoy & Feel Valued: Recognition and Appreciation Accor prioritizes recognizing and appreciating the dedication of its Heartists®. They cultivate a culture of continuous listening and feedback to understand the evolving needs of their teams. Initiatives like the Bernaches Awards, which recognize outstanding employee-led projects, and the All Heartist® Employee Benefit program, offering benefits across travel, wellness, and more, exemplify this commitment. A Rewarding Career Path: A Message from Accor's Chief Talent & Culture Officer Steven Daines, Chief Talent & Culture Officer at Accor, emphasizes the unique potential of hospitality careers: "Hospitality has the power to create and accelerate careers; it's a world unlike any other. Our new Employer Brand signature – Hospitality is a Work of Heart – illustrates not only the beauty of working at Accor, but also aims to attract talent to join this incredible industry. We are proud to unveil our new EVP as we continue to rally our teams of Heartists® across the globe. Working in hospitality is more than just a job – it's an opportunity to work with passion and embark on a journey of the heart."

[aarya3161]

Employee Value Proposition (EVP): Meaning, Benefits & Examples

What is an Employee Value Proposition (EVP)? Employee value proposition is a process in which employers provide an extra bunch of benefits to employees in return for the skills, capabilities, contributions, performances, and employment they deliver for fostering the growth of the organization.

An Employee value proposition EVP is a combination of tangible and intangible elements such as career advancement opportunities, benefits, compensations, rewards and recognition, etc. The goal of an EVP is to attract and retain top talents in the organization.

Read More: Employee Value Proposition (EVP): Meaning, Benefits & Examples

[remoteresource]

It is 2023 that means you need to up your #EVP game! 🔥

An EVP or employee value proposition is like a portfolio of benefits that employers maintain, as a part of their employer branding efforts, to attract and retain talent.

Check out our latest article to learn more about EVP.

Save this for future reference. 📌

Follow us for more such info. 😎

Tell us what you think in the comments! ⤵��

[essentialise]

Flashback to Insider’s Breakfast on Culture and Talent, live from Manchester. And given some of the challenges our clients face, it’s never been more important. #talentretention #talentattraction #employeeexperience #onboarding #organisationaldevelopment #organisationalculture #scalingup #recruitmentdrive #employeevalueproposition #workplacewellbeing https://www.instagram.com/p/CnwDZaSowsm/?igshid=NGJjMDIxMWI=

[surveycircle]

Tweeted

Participants needed for online survey! Topic: "Company Values & Organizational Commitment" https://t.co/SGggbqcrTg via @SurveyCircle #communications #EmployeeValueProposition #OrganizationalCommitment #survey #surveycircle https://t.co/QOSg5GNpne

— Daily Research @SurveyCircle (@daily_research) Mar 16, 2023

[risorseumane-hr]

In un contesto in cui nello svolgere il proprio lavoro le motivazioni intrinseche della persona contano sempre più, sviluppare un’ottima Employee Value Proposition permette di far incontrare le esigenze del lavoratore con quelle del datore di lavoro di Erika Baldi Perchè investire nello sviluppo dell’EVP?

[exelahrsolutions]

Who are business technologists? They are employees who build technology or analytics capabilities for internal and external business use but exist outside of IT departments. It’s a strategic role that equips and empowers non-IT resources to build digital capabilities. Did you write a simple Excel macro that automated 30% of the data gathering process? Congratulations, you are a business technologist. Why do they matter? Today, technology is no longer reserved solely for IT departments. We use a myriad of software applications, both online and offline, to get our non-IT jobs done. In such situations, there is a lot of room for improvement – opportunities to get the job done more quickly, accurately, and efficiently. If the burden of finding out newer, more efficient processes is laid out solely on the IT department, business growth is affected negatively. Conversely, if a culture of rewarding process improvement solutions is implemented, teams find better solutions faster which accelerates business growth immensely.

Are you building a rewarding environment for your employees?

Get in touch with our experts today to get started.

https://ehrs.exelatech.com/contact-us

[sourceinfotech]

You get what you give. Make sure to provide the best experiences to your existing employees if you want to attract talented people and build a great place to work. If you need IT staffing support, contact us. Visit: www.sourceinfotech.com

[rectechnews]

New Research Reveals Misconceptions and Macro Trends in Global Hiring Strategies

You might assume that with U.S. unemployment skyrocketing in the last few months, the sudden influx of talent into the candidate pool would make hiring much easier. Perhaps you might assume that employers now hold all the cards in the talent game and don’t have to work as hard to keep employees engaged. You might also assume that a natural reaction to such wild market fluctuations would be for businesses to hunker down, play it safe, and try to weather the storm.  But you’d be wrong on all counts. This month, Universum released EB Now 2020, an annual survey of more than 1,100 businesses and talent leaders from around the world who shared their perspectives on what’s going on in their companies and their collective predictions for the future. Even with COVID-19, a worldwide recession, and increased political and economic tension across the board, what these leaders are seeing and saying will likely surprise you, as well as inform your own talent strategies. The Misconceptions Let’s start by debunking common misconceptions. Misconception #1: Higher Unemployment Means Hiring Is Now Easier It’s macroeconomics 101: If the supply of something increases and the demand remains roughly flat, prices will drop. In the talent game, increased supply should mean less fighting over top talent or long protracted talent searches. But that’s not what we’re seeing. Because talent isn’t commoditized.  Read the full article

[doselecthq]

Getting Your Employee Value Proposition Right

During a recent, interesting conversation, a talent acquisition executive voiced a profound opinion that has since, stayed with us. “An organization’s Employee Value Proposition comes to exist the moment an organization is born”, he remarked. The challenge is not creating an EVP at birth; 85% talent acquisition executives at established GICs rue the absence of EVPs, altogether. They are seemingly mature in their resourcing practices, deploy cutting-edge HR tech platforms, boast of “exotic” sourcing techniques (read: deep web and advanced boolean) but have faltered at perfecting baby steps – documenting Employee Value Propositions.

That a strategically designed EVP successfully attracts, retains, and motivates employees, is a notion warmly embraced universally; the missing link lies in being apprised with roadblocks in successful execution. Assertive pieces on challenges, and pitfalls in understanding and documenting EVPs have not been penned down, hence our attempt. A step-by-step approach follows.

Step 1 - Begin by tapping into the organization’s most invaluable resource - your internal employees

A value proposition – de facto or consciously constructed - has multiple facets to it (culture, job satisfaction, growth opportunities, compensation, and benefits), most of which are a direct reflection of the way internal employees understand and perceive things.

An important step towards creating an authentic EVP for an organization is communicating and understanding the perspectives of internal employees. All segments of the organization – from its associate employees to the upper echelons – have unique perspectives to share. The key lies in listening to these perspectives and identifying strong communication drivers.

Broadly, the reach-outs would entail –

conversations to understand employees and their perspectives

factors that motivate employees to stay with the organization

clarity on how employees seek to grow within, and with the organization

discussions about employees’ understanding of the organization’s vision and value proposition

Our favorite tools to seek answers are qualitative probes. Examples of probes that generate high-quality responses from employees for some of the above-mentioned aspects are -

Conversations to understand employees and their perspectives –   “If you were to define XYZ (the organization’s name) in one word, what would it be?” – the answers to this question are open-ended and help you understand the associations that employees draw with your organization. In one instance, employees were frequently stating terms like “archaic”, “dinosaur”, “middle-aged man”; the organization immediately realized that their reliance on legacy technologies to solve today’s problems were hampering millennial talent in perceiving them as contemporary.

Factors that motivate employees to stay with the organization – “In a hypothetical scenario, you are leading a new team elsewhere. What is the one trait (tangible or intangible) you would pick from XYZ and apply it to the new organization?”. We got some immensely useful answers from an organizational standpoint that could enable talent acquisition teams to define internal communication vehicles; from intangibles like “The way we conduct meetings – they are non-toxic and end with specifics.” and “The manner in which we keep users at the center of software design” to tangibles like “Our sports zone” and “Our campus greenery”. 

No two organizations are the same because the people within each organization are disparate. Your employees are the living embodiment of your value proposition. In some instances, we have come across otherwise articulate employees who cannot answer these probes even after grave thinking – if this is true in your case, a course correction is in store. Without understanding, articulating and documenting answers to the above-mentioned questions, internal communication vehicles can’t be established, leading to inconsistent messaging and no anchors around which requisitions can be covered.

Step 2 - Reach out to the external audience

With a wiser understanding of what your employees believe in and stand for, the next step requires gathering a deeper understanding of the wider audience. A few key factors that determine the shaping of an external perception include -

The kind of candidate experience an organization delivers Constant feedback loops with candidates reveal hitherto hidden gold nuggets that inform talent acquisition teams of the gaps between internal communication and external perception.InMobi, a DoSelect partner organization, probes candidates on some of the following questions -

What was your first impression when you walked into our office?

What is the most notable benefit with the role that we are discussing about?

On a scale of 1 to 10, how articulate was the team in detailing the growth areas associated with the role? Why?

InMobi uses Survey Monkey to mail these surveys. 

Growth and exposure opportunities offered by the organization

Uniformity that a brand voices out with reference to its internal employees’ belief-system  Feedback loops that probe candidates on consistency between expectation and reality. For e.g. -

What were your expectations when you walked into our office this morning?   This probe outlines their expectations with the brand – consistent distance from your internal value proposition and perceived value proposition merits a course correction.

What comes to your mind when you hear “XYZ”? (XYZ is your organization – look for possible one-word associations; comparing these associations with those of your employees would point towards communication consistency or lack of it).

The general perception of your organization in the eyes of an external audience

Step 3 - Constructing your Pyramid well

After having laid down the foundation, the most consequential step is defining the value proposition and implementing it.

Our research into the changing trends and functioning of companies with great EVPs suggest that the most critical aspects to keep in mind while implementing an EVP are -

Appointing a sole custodian, and while we are at it, ensuring that HR is at the wheels. If you wish to guarantee a catastrophic failure in maintaining consistency and accuracy of EVPs, make marketing the custodians; nothing bewilders us more than observing marketing teams getting their hands dirty to document propositions whilst HR is trusted with communicating the proposition. There is a fundamental discord in the marketing-centric EVP creation process – marketing has a consumer-centric worldview, a view that is fundamentally different from that of HR, the primary communication vehicles of whom balance ground realities and labor market expectations.

Making your Value Proposition speak out about the 2 or 3 core values that are central to your organization’s identity. Standing for a few core attributes lends a personality to your voice when it reaches out and helps foster trust in an organization’s identity.

Maintaining a consistency between every medium within and outside that speaks for the organization. By regularly tracking progress, and keeping the campaigns and initiatives quantifiable, consistency and growth are maintained.

Meticulously incorporating your EVP at every touch-point – 

When seeking out talent  For e.g. Reaching out, sourcing, recruiting, making a candidate experience memorable. 

Onboarding talent  For e.g. Appreciating the hired talent with gestures, making them interact with the right set of leaders.

Enriching your talent For e.g. Helping employees upgrade their skills, incorporating corrective growth, and giving them opportunities to grow.

Off-boarding talent For e.g. Managing the employees’ expectations when they’re leaving, giving them constructive feedback and making their overall experience positive.

Reviewing your EVP regularly to make sure it evolves continually with employees’ experience and the organization’s growing aspirations.

A well-carved Employee Value Proposition brings an organization’s vision and mission to life. While the development of an EVP involves an investment of time and resources, an effective EVP effects many benefits including creating the right employer brand, attracting and retaining great talent, and transforming the work culture with productivity and inspiration.

What are your current Employee Value Proposition blues? We would love to have a no holds barred, freewheeling conversation with you. Drop us an email at hello@doselect and we shall take it forward from there.

Till next time.

[vieclamvui]

FAQ: Các câu hỏi thường gặp khi tìm hiểu về khái niệm EVP - [ ViecLamVui.Com Tổng Hợp ]

Các chuyên gia trong lĩnh vực nhân sự thường đề cập đến một tiêu chí mà các doanh nghiệp cần phải có để có thể thu hút được nhân tài, đó là tiêu chí EVP. Dưới đây là một số câu hỏi thường gặp khi tìm hiểu về EVP.

EVP là gì?

EVP (Employee Value Propositions - Giá trị hấp dẫn người lao động) được định nghĩa một cách khái quát là những lợi ích và đặc trưng trong văn hoá của doanh nghiệp giúp khuyến khích người ứng viên tìm hiểu và ứng tuyển vào các vị trí công việc mà doanh nghiệp tuyển dụng. đồng thời tạo ra động lực để có thể gắn kết bền với đội ngũ những người nhân viên hiện tại đang làm việc ở trong công ty.

EVP quan trọng như thế nào trong việc xây dựng thương hiệu nhà tuyển dụng?

Việc xây dựng và truyền thông thương hiệu tuyển dụng hiệu quả, thu hút được nguồn ứng viên có chất lượng được xem là chiến lược của các công ty trong môi trường tuyển dụng cạnh tranh hiện nay. Thương hiệu nhà tuyển dụng thành công được đóng góp bởi nhiều yếu tố khác nhau và việc xác định được EVP của doanh nghiệp là một yếu tố quan trọng không thể thiếu. Tầm quan trọng của EVP đối với thương hiệu nhà tuyển dụng được thể hiện qua một số mặt cụ thể sau:

SỰ ẢNH HƯỞNGTẦM QUAN TRỌNG

Đối với ứng viên và người lao động hiện tại trong mỗi doanh nghiệpDoanh nghiệp có được những giá trị EVP tốt, đáp ứng được các yêu cầu cũng như quyền lợi chính đáng của người lao động sẽ giúp doanh nghiệp thu hút và giữ chân tài năng mới đồng thời tạo ra được nguồn động viên khích lệ tinh thần làm việc của những nhân viên hiện tại giúp họ làm việc hăng hái hơn.

Sự lan truyền thương hiệu nhà tuyển dụngEVP có thể giúp cải thiện sự gắn kết của nhân viên đối với doanh nghiệp. Nhân viên sẽ muốn gắn bó với doanh nghiệp lâu hơn và cũng sẽ muốn giới thiệu những ứng viên mới đến với doanh nghiệp.

Tiếp cận với ứng viên trong quá trình tuyển dụngMột EVP tốt có thể đưa thương hiệu của doanh nghiệp lên tầm cao mới trong thị trường lao động. Sức mạnh của EVP sẽ góp phần củng cố và gia tăng địa vị của bạn trong mắt các ứng viên.

Tinh lọc mục tiêu tuyển dụngTrong quá trình xây dựng EVP, bạn bắt buộc phải có sự tìm hiểu sâu sắc về những nhu cầu cần thiết, chính đáng và quan trọng của các nhân viên hiện tại trong doanh nghiệp cũng như mối quan tâm của những ứng viên tiềm năng. Từ những thông tin đó, bạn sẽ định hướng được công tác tuyển dụng của doanh nghiệp và đưa ra được những đề nghị hấp dẫn nhất cho các ứng viên.

Sự cạnh tranh về mức lươngTăng ưu thế của doanh nghiệp bạn trong sự cạnh tranh về mức lương. Nếu ứng viên thấy được EVP của doanh nghiệp có giá trị với họ, họ sẽ bớt coi trọng việc đặt ra yêu cầu mức lương cao. Điều này có nghĩa là cho dù bạn không đưa ra được một đề nghị mức lương thuộc hàng top với các ứng viên giỏi nhưng bạn vẫn có khả năng cạnh tranh với các đối thủ để ứng viên sẵn sàng về làm việc cho công ty bạn.

Nhà tuyển dụng cần lưu ý những điểm gì trong việc xây dựng EVP cho doanh nghiệp?

Một số điểm nhà tuyển dụng cần lưu ý khi xây dựng EVP cho doanh nghiệp là:

EVP cần thực tế, những yếu tố trong EVP của bạn cần phải sát với tình hình nhân sự của doanh nghiệp, có những đặc điểm trùng khớp với mong muốn của nhân viên/ứng viên.

EVP cần đảm bảo phản ánh được chính xác văn hoá của doanh nghiệp, tránh tình trạng ứng viên đọc được một thông tin EVP quá hào nhoáng nhưng sẽ bị thất vọng khi vào làm việc vì thực tế khác quá nhiều so với EVP.

EVP đảm bảo được tính độc đáo nhưng cũng cần diễn đạt theo cách mà mọi người có thể nắm bắt được thông tin.

https://www.quora.com/share/EVP-l%C3%A0-g%C3%AC-T%E1%BA%A1i-sao-EVP-l%E1%BA%A1i-quan-tr%E1%BB%8Dng-C%C3%A1ch-vi%E1%BA%BFt-EVP-trong-%C4%91%C4%83ng-tin-tuy%E1%BB%83n-d%E1%BB%A5ng-1

#ViecLamVui #DangTinTuyenDungMienPhi #EmployeeValuePropositions #EVP

[hrexecutivebyashishbhalla]

hrbartender: RT WF_Institute: Our board member HrBartender discusses the 5 critical currencies that need to be part of your #EmployeeValueProposition https://t.co/OJek7SD7Eg

hrbartender: RT WF_Institute: Our board member HrBartender discusses the 5 critical currencies that need to be part of your #EmployeeValueProposition https://t.co/OJek7SD7Eg

— Ashish Bhalla (@Ashish__Bhalla) February 26, 2019

from Twitter https://twitter.com/Ashish__Bhalla February 26, 2019 at 03:25AM via IFTTT

[halutoaki]

another shooting session 👩🏻: @elvinalistyani #shooting#employeevalueproposition#mybcaaction

[essentialise]

This Is what we do. #employeeexperience #employeevoice #staffretention #employeevalueproposition #hrdirector #hrbusinesspartner #facilitation #challengingconversations #companyvalues #workplacewellbeing #inclusivebusiness https://www.instagram.com/p/ChjkGtbDrb-/?igshid=NGJjMDIxMWI=

[surveycircle]

New on my Pinterest: New Studies @SurveyCircle http://bit.ly/2De7Qh7 : Current online study which is still recruiting participants: "Importance of Employee Value Proposition in Attracting Talent" http://bit.ly/2NtNuGr via @SurveyCircle #HumanResources #EmployeeValueProposition #TalentManagement #Attracting http://bit.ly/2MZqvpM #SurveyCircle #Research #Survey #Study #CallForParticipants #Participants #Respondents | Participate now: http://bit.ly/2Pfji2w

[mosesgomes]

View this post on Instagram

A post shared by Moses Gomes (@mosesvgomez)

#appraisal #employeevalueproposition #employeeadvocacy #EmployeeBenefits #HRsocial #hr #employeeengagement #employee #hrtrends