Thematische Bibliographien / Employer Branding

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Auswahl der wissenschaftlichen Literatur zum Thema „Employer Branding“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 10. März 2023

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Zeitschriftenartikel zum Thema "Employer Branding"

Srimulyani, Veronika Agustini, und Yustinus Budi Hermanto. „Employer branding and employee performance at KAI: employee retention' role as mediator“. Jurnal Studi Komunikasi (Indonesian Journal of Communications Studies) 6, Nr. 3 (21.11.2022): 921–40. http://dx.doi.org/10.25139/jsk.v6i3.5381.

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Today's job seekers prefer well-known companies, even though they're less likely to be accepted. The HR team must brand the company as an employer. Employer branding can be a company's image, values, and work culture. Employer branding has a greater impact on employee loyalty than non-emotional factors on employees. This study aims to explain 1) employer branding's impact on employee retention and performance, 2) employee retention's impact on employee performance, and 3) employer branding's impact on employee performance through employee retention as a mediator. 110 frontline workers from PT Kereta Api Indonesia (Persero) DAOP VII Madiun made up the research sample. The sampling was proportional random. Using SPSS and Sobel, this study uses descriptive and inferential analysis. Influence test results show that employer branding increases employee retention and performance, and employee retention increases employee performance. The results of path analysis and Sobel test of the mediator's role show that the direct effect of employer branding on employee retention after being controlled by employee retention as a mediator is not significant. Employee retention acts as a full mediator for employer branding's effect on employee performance, according to the mediator test. 2) Companies can improve employee performance by improving employee retention via career opportunities, awards, and employee relationships.

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Bruhn, Manfred, und Verena Batt. „Employer Branding“. WiSt - Wirtschaftswissenschaftliches Studium 44, Nr. 10 (2015): 538–47. http://dx.doi.org/10.15358/0340-1650-2015-10-538.

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Drury, Pauline. „Employer branding“. Human Resource Management International Digest 24, Nr. 3 (09.05.2016): 29–31. http://dx.doi.org/10.1108/hrmid-02-2016-0015.

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Purpose The purpose of this paper is to examine the effects of employer branding on company attractiveness to younger workers. Design/methodology/approach The paper analyzes the relative importance attached to symbolic and functional company attributes using a survey conducted at a large North American university. It considers the impact of differing levels of work experience on responses to employer branding. Findings The best employers get nearly twice as many job applications compared with other organizations. So when they are recruiting, they can pick and choose from a bigger talent pool and select the very best applicants. The “baby boomer” generation is retiring from the workforce, and later generations are smaller in size. The result of these demographic factors has been to increase fears of labor shortages. Competition for a shrinking talent pool of younger workers means that employers need to focus on the things that make their company attractive to potential applicants. Practical implications The study suggests ways in which human resources professionals can maximize the effectiveness of employer branding as a means of attracting job applications from young workers. Social implications It notes that symbolic attributes are more strongly predictive of company attractiveness than functional attributes and that this effect becomes more marked with work experience. Originality/value This paper aims to show how marketing concepts can be applied in a human resource context.

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John, Anjali, und Jagathy Raj V. P. „Employer Branding“. International Journal of Knowledge-Based Organizations 10, Nr. 3 (Juli 2020): 23–40. http://dx.doi.org/10.4018/ijkbo.2020070103.

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The interest in employer branding has increased tremendously over last few decades among practioners and academicians. Organisations have identified employer branding as an important tool for attracting and retaining a talented workforce. It has moved into the heart of the board room and has become a significant strategy for the endurance and sustainability of the organisation in this competitive market. Employer branding has the potential of building relationships across the organisation, but academic works in this area are very limited and little is known about the relationship outcomes of employer branding. Given the relatively recent origin of the concept itself, intention of this article is to get an understanding of employer branding on a broader spectrum and to predict how the relationships are established. The article extensively reviews available literature and delineates major outcomes of it. It also further discusses future implications for researchers in the area of employer branding.

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Zając-Pałdyna, Urszula. „Employer Branding Activities Targeted at Employees“. Kwartalnik Ekonomistów i Menedżerów 51, Nr. 1 (15.03.2019): 233–44. http://dx.doi.org/10.5604/01.3001.0013.2374.

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Employer brand management gains more and more interest of theoreticians and business practitioners. Employers, wanting to achieve a sustainable competitive advantage and to attract and maintain talents, apply activities within the scope of employer branding directed in and outside the organization. The aim of the article is to analyze the actions taken by enterprises in the field of the employer branding, the recipients of which are employees. The author, based on the available literature, analyzed the concept of the employer branding and reviewed the actions taken by employers directed to and within the organization. Based on empirical research, brand activities aimed at internal stakeholders were analyzed. Applications will be used for further research on the employer branding.

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Sirojuddin, Nur Muhammad, und Sopiah. „The effectiveness of employer branding in attracting talented employee: Systematic literature review“. Asian Journal of Economics and Business Management 1, Nr. 3 (27.11.2022): 240–48. http://dx.doi.org/10.53402/ajebm.v1i3.235.

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Attracting and keeping the ideal employees at the moment is a challenge for businesses. For businesses to be successful, it is essential to develop tactics and implement plans of activities that will support them establish a competitive place on the industry for top experts. Employer branding is a process used by top management to establish a specificity for the job and maintain the firm's public image. Employer branding is a term where the company presents the firm's reputation and credibility where extant workers' favourable phrase of tongue promotes the recent institution to the outside world. Employer branding is crucial in persuading talented people to apply to the company. The goal of this Systematic Literature Review is to examine employer branding's effectiveness in luring potential employees in greater detail as well as the aspects that contribute to its development. The result of this research is that despite the fact that each company had a distinctive branding strategy, job applicants were not actually aware of it. Instead of the strategic branding image that firms are working to create and promote, potential applicants seem to be drawn to businesses based on their past interactions with them and the perceptions of them that already exist in the community. This shows that in order to continue luring in the top candidates, these businesses must be more watchful and worried about influencing staff thoughts through effective and deliberate communication of their branding initiatives to potential employees.

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Rana, Geeta, Ravindra Sharma, S. P. Singh und Vipul Jain. „Impact of Employer Branding on Job Engagement and Organizational Commitment in Indian IT Sector“. International Journal of Risk and Contingency Management 8, Nr. 3 (Juli 2019): 1–17. http://dx.doi.org/10.4018/ijrcm.2019070101.

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This article seeks to empirically examine the impact of employee branding on job engagement and organizational commitment in Indian IT companies. The data was collected from 250 employees employed in various companies in Indian IT companies. Results revealed a strong positive association between employer branding and job engagement, job engagement and organizational commitment, and employer branding and organizational commitment. Further, job engagement showed a partial mediating effect on the link between employer branding and organizational commitment. This is the first empirical investigation to simultaneously examine associations among employer branding, job engagement, and organizational commitment. Practitioners could, with such knowledge, incorporate the most influential dimensions of employer branding in organizational culture.

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Staniec, Iwona, und Magdalena Kalińska-Kula. „Internal employer branding as a way to improve employee engagement“. Problems and Perspectives in Management 19, Nr. 3 (27.07.2021): 33–45. http://dx.doi.org/10.21511/ppm.19(3).2021.04.

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In the turbulent environment of modern business, attracting and retaining valuable human resources have become one of the main means of competitive edge. The satisfaction of current employees and talent retention are essential elements of organizational success. Against this background, this study aims to examine whether the process approach to internal employer branding, including internal branding activities (IBA) and conducting intra-organizational research (CIR), allows for the improvement of the current employee involvement. The study used the method of regression analysis. In addition, a survey was used as to collect necessary data. The sample included 120 personnel, selected by a convenience sampling method. In the light of the conducted analysis, it was confirmed that CIR significantly increases the employee value proposition (EVP). Likewise, IBA directed at current employees has a significant impact on EVP shaping. In this context, assuming EVP as a measure of employee involvement, it has been shown that the adoption of a process approach to employer branding can lead to the improvement of the current employee commitment and productivity. Thus, employer branding seen as a process in line with the human resource management and corporate strategy can contribute to building a competitive advantage.

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D.A.S. Udayanga, D. A. S., P. M. K. N. Jayarathna, K. S. C. Silva, M. Z. A. Rashaad und L. D. A. D. Dissanayake. „Impact of Employer Branding on Employee Retention: A Case of Multinational Corporation that Operates in Sri Lanka“. SLIIT Business Review 01, Nr. 01 (01.06.2021): 1–27. http://dx.doi.org/10.54389/opsi7755.

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Employer branding is an important recruitment practice, which correspondingly delivers an important contribution to the retention of employees. Thus, the main purpose of this study is to identify the impact of employer branding on employee retention with reference to a selected multinational organization that operates in Sri Lanka, which is a leading brand in the global beverage industry. The research utilized a deductive research approach, and data were gathered from 126. Simple random sampling technique was utilized in the research where the data was gathered from 126 employees in the selected globally operating multinational organization which has large employer brand, in Sri Lanka. Inferential statistics, Pearson’s correlation coefficient and multiple linear regression analysis was employed to derive conclusions in the study. Accordingly, it is found that employer branding has a positive and highly significant impact on employee retention. Furthermore, the study concludes that the work life balance and training and development are the variables that have a critical impact on employee retention, while corporate social responsibility has no significant impact towards employee retention. The completion of the study would lead to enhance the knowledge on employer branding as well as to provide practical implications to follow in the future. Keywords: Employer Branding, Employee Retention, Dimensions of Employer Branding, Human Resource Management

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Ekhsan, Muhamad, und Tim Saroh. „The Role of Organizational Trust on the Influence of Employer Branding on Employee Performance“. International Journal of Management Science and Information Technology 1, Nr. 2 (03.07.2021): 31–35. http://dx.doi.org/10.35870/ijmsit.v1i2.353.

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Employer branding is a concept that can be applied within a company to make employees feel comfortable and feel that the company is a good place to work. The goal of employer branding is for the new employee selection process to make it easier to find the best candidates and retain existing employees. By utilizing employer branding, the company will be better in the eyes of employees as well as there will be many prospective new employees who are interested in working at the company. The purpose of this study was to determine the effect of employer branding on employee performance mediated by organizational trust. This study used 95 respondents as the sample. The instrument testing method uses the SmartPLS. The results of this study are employer branding has a significant effect on employee performance, employer branding has a significant effect on organizational trust, organizational trust has a significant effect on employee performance, Organizational trust is able to mediate employer branding influence on employee performance.

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Dissertationen zum Thema "Employer Branding"

Stighäll, Emil. „EMPLOYER BRANDING : En analys av idealbilden inom Employer Branding“. Thesis, Umeå universitet, Pedagogiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-163647.

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I en allt mer konkurrenskraftig vardag måste dagens arbetsgivare lägga större fokus på̊ att sticka ut. Endel gör det genom innovativa produkter och samarbeten, andra genom en aggressiv marknadsföringsstrategi. Humankapitalet har därför blivit ett betydelsefullt konkurrensmedel där efterfrågan på rätt kompetens har ökat. Därför har Employer Branding idag blivit ett av de hetaste ämnena inom organisatoriska kompetensförsörjning. Men hur tillämpar man Employer Branding mest effektivt enligt praktiker och teoretiker? Syftet med studien är därför att undersöka med hjälp av en diskursanalys hur Employer Branding-praktikers idealbilder ser ut. Genom denna frågeställning har jag satt praktiken i relation till de teoretiska grundpelarna inom Employer Branding. Vilket har resulterat i nyckeltal och tydliga framgångsfaktorer inom ämnet. Studien ger även en bredare insyn av självbegreppet och hur du kan tillämpa strategin för bästa möjliga effekt.

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Löfgren, Jessie, und Sofia Flodström. „Employer branding - Vad tycker medarbetarna? : En studie om intern employer branding“. Thesis, Södertörns högskola, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-33156.

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I en allt mer föränderlig värld där företag inom kunskapsintensiva branscher lider brist på kompetent personal, har det aldrig tidigare varit lika viktigt för organisationer att arbeta för att behålla sina nuvarande anställda. För att företag ska kunna differentiera sig och skapa en arbetsgivarattraktion krävs det att de använder sig av strategier för att de fortsättningsvis ska kunna attrahera och behålla sina medarbetare. Employer branding är sätt att stärka arbetsgivarvarumärket både internt som externt och denna studie kommer att fokusera på intern employer branding. Syftet med denna uppsats är att öka förståelsen kring vad medarbetare i en organisation tycker är viktigt för att det fortsättningsvis ska vilja stanna kvar i företaget och hur de upplever att deras arbetsgivare arbetar för att de ska stanna kvar. Detta blir viktigt i en kunskapsintensiv bransch där anställda och deras kompetens genererar konkurrensfördelar och är således eftertraktade på arbetsmarknaden. För att kunna svara på forskningsfrågan har en kvalitativ forskningsmetod med en abduktiv ansats använts och empiri har samlats in från elva stycken semistrukturerade intervjuer med respondenter från ett och samma IT-företag i Stockholm. För att kunna förstå och tydliggöra den undersökta gruppens uppfattning av organisationen, utformades det teoretiska ramverket efter tidigare forskning och utgår från teorierna employer branding, organisationsidentitet, organisationskultur och förmåner. Resultatet tyder på att samtidigt som det finns en stark gemensam uppfattning om vad som är viktigt för att medarbetarna ska vilja stanna kvar i organisationen, så finns det en intressant skillnad i hur den undersökta gruppen upplever organisationen. Det blir tydligt att de faktorerna som upplevs som viktigast av medarbetarna, för ett fortsatt arbete i företaget, är att de ges utmanande och varierande arbetsuppgifter, möjlighet till kompetensutveckling samt bra företagskultur med bra sammanhållning medarbetare emellan.

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Wong, Hendriatta Chau yuan. „The influence of employer branding on employee performance“. Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/the-influence-of-employer-branding-on-employee-performance(212ed913-b29e-4aec-8fdd-f6e432b18a1d).html.

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In order to understand if and how employer branding influences employees’ work behaviours and enhances employees’ ability to contribute to organizational productivity, effectiveness, and competitiveness, one needs to examine its functionality and capacities beyond that of employee attraction and retention to that of employee development, engagement, and performance. This research aims to do that by answering the following questions:1. What are the factors present in the content and delivery of employer brand promises and how might they influence employee performance?2. What influence does employees’ perceived level of employer brand promise fulfilment by their organization have on their level of organizational citizenship and task performances? A mix method case study was conducted on one of Canada’s best-of-the-best employers. In total, 19 managers were interviewed and 316 employees were surveyed. Five themes emerged to reflect the employer brand promise content factors that could influence performance. They are the factors of personal sustainability, personal connectedness and belonging, opportunities and growth, personal stake and influence, as well as significance and esteem. Three themes emerged to reflect the employment benefit materialization factors. They are brand championship, branding control, and stakeholder selection and interaction. Quantitative results suggest that as a whole, statistically significant, positive, and generally weak to moderate influence exists between employees’ perceived level of employer brand promise fulfillment and their organizational citizenship performance. The influence on task performance is much weaker. However, there is stronger indication that employees’ perceived fulfillment of employer brand promises positively influences their perception of 1) their employment experience as being desirable and distinctive, 2) their organization as being a great place to work, 3) their happiness to spend the rest of their career at the organization, and 4) their lack of frequency in thinking of leaving the organization, and these positive perceptions, in turn, further influence employees’ organizational citizenship and task performances.

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Thomas, Ramona. „Employer Branding for Consultancies“. Thesis, Halmstad University, School of Business and Engineering (SET), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-1852.

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Fierce competition for talents and asymmetric distribution of information are the

two main reasons that make employer branding necessary for knowledge intensive

companies. Why is this especially important for knowledge intensive companies?

These companies rely on an excellent base of human resources as the

employee is forming the perception of the client in terms of credibility, quality

and reputation. So how can you filter out and attract the best people? And are all

talents attracted by the same patterns? The idea of this research is, that as the

characteristics of employees cannot be determined in advance, it is important to

initiate a pre-selection by communicating a certain industry-image that functions

as a signal of expectations the company has. This signaling via external positioning

makes it easier for the prospect employee to select a job that fits to his/her

identity and reduces hopefully the number of applications the companies get

without decreasing the overall quality. The focus of this work lies on corporate

culture, its visibility in different processes and interactions and its importance in

the employee attraction process. The interrelations between involved constructs

like organizational identity, image and attraction are worked out and a framework

of external positioning is elaborated. The two participants on the market: high

potentials and management consulting companies are analyzed concerning their

needs and expectations from each other as employee and employer. The main

outcome of this work is three different possibilities for consultancies to position

themselves: efficiency, transfer of experience and creativity. They lead to different

communications strategies as they highlight different aspects of the work as a

consultant. Methodologically the interesting and demanding issue of this work is

the integration of organizational theory concerning organizational culture and

marketing theory regarding branding into one model.

The method used is reflexive and interpretative as it takes primary and secondary

data and the social constructions of the researcher into account and actively uses

it to construct something new.

The empirical data is gathered by a written questionnaire and the sample was limited

towards the biggest players in the consultancy industry namely A.T. Kearney,

Booz Allen & Hamilton, McKinsey & Company, Boston Consulting Group

and Roland Berger Strategy Consultants.

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Hralová, Lenka. „Employer branding ve stavebnictví“. Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-261953.

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The Master's Thesis is focused on a modern trend in human resource management, employer branding, analysed as a general image of a company as employer, its working conditions and a preference of this company as a stable employer. The main goal is to review the range and relevance of employer branding within Czech building industry based on existing company and comparison with its competition. The first part describes theoretical definitions of employer branding and its instruments. The second part presents the empirical research done in Metrostav a.s., comparison with its competition and a questionnaire between civil engineering students and construction apprentices that was focused on their expectations of future employment in the building industry. In the end of the thesis the research is evaluated and the improvements that would lead to empowerment of employer brand are suggested.

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Kervall, Alexander, Sofie Mikkelsen und Sanna Rosén. „Employer branding till undsättning : En fallstudie om ett apoteksföretags arbete med employer branding“. Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52780.

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Syfte: Syftet med studien är att ge en förståelse för hur employer branding kan användas för att göra en organisations arbetsgivarvarumärke mer attraktivt, då organisationen är präglad av arbetskraftsbrist samtidigt som ett krav på specifik kompetens finns. Metod: En fallstudie med en abduktiv ansats som behandlar employer branding utifrån ett apoteksföretag. Datainsamlingen har gjorts genom kvalitativa intervjuer och från fallföretagets forum på sociala medier. Slutsats: Studiens resultat har visat hur en organisation kan arbeta med employer branding för att stärka sitt arbetsgivarvarumärke. Två av de mest fundamentala målsättningarna med employer branding är att kunna behålla och attrahera personal. För att kunna uppnå dessa målsättningar har flertalet aspekter valts ut och analyserats för att kunna identifiera hur en organisation kan vara framgångsrik i sitt employer branding-arbete. Studien har visat att ett framgångsrikt employer branding-arbete kräver en process där varje aspekt fungerar i symbios, men att förändringar på arbetsmarknaden ibland kan vara överväldigande och underminera företagens möjligheter med employer branding.
Purpose: The purpose of this study is to bring understanding into how employer branding can be used in order to make an employer brand more attractive, while the organization is characterized by labour-shortage and at the same time demand specialized skills. Method: The study is based on a case study with an abductive reasoning and addresses employer branding from a pharmaceutical company’s perspective. The data has been collected through qualitative interviews and from the pharmaceutical company’s social media forums. Conclusion: The results of the study have shown how an organization can work with employer branding in order to strengthen its employer brand. Two of the most fundamental objectives of employer branding is to be able to retain and attract personnel. In order to achieve these objectives, numerous aspects have been selected and analyzed to identify how an organization can be successful in its work with employer branding. The study has shown that a successful work with employer branding demands a process where every aspect functions in symbiosis. However, changes in the labour-market can sometimes be overwhelming and therefore underminine the companies employer branding abilities.

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Usberg, Leonardo, und Isaak Clavijo-Retamales. „Employer Branding : En kvalitativ studie om Employer Branding i praktiken - från ett arbetsgivarperspektiv“. Thesis, Södertörns högskola, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31048.

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In the increasingly competitive labor market it is becoming important for organizations to attract and retain competent employees. There are constant demands and pressures that organizations should comply. Therefor organizations need to have employees with the right knowledge to maintain their competitive advantage. By working systematically with the working environment, organizations can create basic conditions to strengthen their Employer Branding. The concept of Employer Branding have gained a significant role during the past decade and has evolved to become a key strategic priority for organizations. What matters is to appear as the most attractive employer in the market in order to retain and attract the most qualified talent. The study aims to identify and analyze the processes involved in Employer Branding. The results of the study show signs that many organizations have similar processes within their Employer Branding. In the subsequent discussion, the researchers have structured a model that can explain the approach on Employer Branding, where the working environment and Talent Management plays an important role. Key words: Employer Branding, Talent Management, work environment, social media
I en alltmer konkurrensutsatt arbetsmarknad blir det allt viktigare för organisationer att kunna attrahera och behålla kompetenta medarbetare. Det ställs ständiga krav och riktlinjer som organisationer förväntas efterfölja. Detta leder till att organisationer har behov av medarbetare med rätt kunskap för att kunna vara konkurrenskraftiga. Att skapa en arbetsplats för medarbetarna som ökar trivseln gynnar arbetsgivarna och bör ligga i deras intresse. Genom att systematiskt arbeta med arbetsmiljö kan organisationer skapa de grundförutsättningar som krävs för att stärka sitt Employer Brand. Begreppet Employer Branding har fått en betydande roll under det senaste decenniet och har utvecklats till att bli en viktig strategisk prioritering för ledningen inom många organisationer. Det handlar alltså om att organisationer vill framstå som de mest attraktiva arbetsgivarna på marknaden. Studiens syfte är att kartlägga och analysera vilka processer som ingår i Employer Branding och undersöka hur dessa används i praktiken. Det teoretiska ramverket som denna studie har sin utgångspunkt i, berör Employer Branding samt olika organisationsteorier för att få en ökad förståelse för detta ämne. Undersökningen består utav en kvalitativ ansats där ett flertal semistrukturerade intervjuer av olika organisationer genomförts. Genom en abduktiv ansats har författarna kunnat skifta mellan den teoretiska referensramen och empiri. Resultatet i studien visar tendenser på att många organisationer har likartade processer i arbetet med Employer Branding. I efterföljande diskussion har författarna till denna studie strukturerat upp en modell som kan förklara arbetssättet kring Employer Branding, där arbetsmiljö och Talent Management spelar en viktig roll. Nyckelord: Employer Branding, Talent Management, arbetsmiljö, sociala medier

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Salehnamadi, Nima. „Employer branding : En semiotisk innehållsanalys av Kungsbacka kommun, Säröhus och Veteranpoolens employer branding arbete“. Thesis, Högskolan i Halmstad, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-38751.

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The purpose of this study was to through a semiotic content analysis identify different and similar ways that the public- and private sector applicate their profile, identity and image on their “work with us” tab on their website. This study is also based on the assumption that the public sector is generally a few steps behind the private sector in ways of attracting new employees. And by applicating the theories profile- identity- image branding and new public management as the theoretical framework, this study could produce an analistic framework to study the organisational tabs. The result show that the studies assumption and the theory of new public management was in this case misleading and that the county of Kungsbacka has done far more applications of their profile, identity and image on their “work with us” tab. But also, that they have done a more thorough prework of their employer branding, before using it on their website. However the result of this study is not generalisable, and the result could look a lot different with other organisations in it.

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Gummesson, Sandra. „Employer Branding- Attracting Employees to the area of GGV“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35646.

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Abstract Background: Although the area of Gnosjö, Gislaved and Värnamo (GGV) have many companies it still lacks of highly educated people. The three municipalities are underrepresented of highly educated employees in relation to population, thus being able to attract and keep employees are a crucial part for the survival of the companies. The new younger generation, generation Y, is different from previous generations as they demand more from their employer and change jobs more frequently than previous generations thus the employer branding and internal marketing strategies must be improved. Purpose: The purpose of this study is to understand how different companies in the area of Gislaved, Värnamo and Gnosjö can attract and retain highly educated employees. Method: The study was made with a qualitative method, through in-depth interviews with the HR-managers of the companies chosen. A judgmental sampling technique was used with the criteria’s of manufacturing companies, 35 number of employees, 300 million SEK in turnover and located in the area of GGV. The interviews were recorded, transcribed and coded. Conclusion: Concluding, the majority of the companies are lacking highly educated employees. The results show that companies are to some extend using strategies for attracting and retaining employees. The participants were asked about employees, employer branding strategies and internal marketing activities. However the strategies are not grounded in how the employees want it, nor in previous research. The companies could use several more strategies and in a more structural way.

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Axelsson, Åsa, und Anna Granstig. „Employer Branding : Ett gränsöverskridande varumärkesarbete“. Thesis, Linköping University, Department of Management and Economics, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2407.

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Bakgrund: Denna uppsats handlar om hur företag ska kunna attrahera framtida kompetens med en ny varumärkesstrategi. ”Employer Branding” är namnet på denna strategi och beskrivs av konsulter som ett medel för företag att via en genomtänkt varumärkesstrategi profilera företaget på kompetensmarknaden. Grunderna i en Employer Branding-strategi innefattar följande aspekter: att kunna attrahera och behålla den bästa kompetensen samt att ena företaget kring sin vision och kultur. Vi har i denna uppsats undersökt och definierat vad en Employer Branding-strategi innebär och hur begreppet kan ställas i relation till existerande teorier. Vidare har vi genom intervjuer på Ericsson, VolvoCars och SAS utrett vilka krav en Employer Brandingstrategi ställer på företaget och dess varumärkeshantering.

Syfte: Att definiera och teoretiskt relatera Employer Branding till varumärkesforskning, samt analysera vilka krav Employer Branding ställerpå företags varumärkeshantering.

Genomförande: Vi har valt att genomföra en empirisk studie där erhållna kunskaper grundats på information från intervjuer i och observationer av verkligheten. I vår förstudie sökte vi information i syfte att definiera vad Employer Branding är (del 1, kap 1-5). Studien har till stor del varit ur ett marknadsperspektiv och av explorativ art då "fenomenet" är relativt okänt. Vi valde att först intervjua konsulter som var kunniga inom Employer Branding, för att kunna göra en empirisk begreppsbildning. Utifrån denna nya kunskap samlade vi in befintliga teorier som vi ansåg kunna sättas i relation till Employer Branding. För att förstå vilka krav som Employer Branding ställer på varumärkeshanteringen på företag har vi valt att intervjua tre stora svenska arbetsgivare utifrån två perspektiv på företagen, utifrån Human Resource- och utifrån varumärkes/marknadsföringsperspektiv. Uppsatsen har därmed två empiriska målsättningar. Till begreppsbildningen, del 1 var huvudsyftet att definiera vad Employer Branding är och i uppsatsens andra del (kapitel 6-8) att undersöka vilka krav Employer Branding ställer på företags varumärkeshantering.

Resultat: Employer Branding är en marknadsföringsstrategi som beskriver hur företaget kan profileras som arbetsgivare mot arbetsmarknaden, för att skapa en tydlig arbetsgivarimage. Detta i syfte att skapa konkurrensfördelar som arbetsgivare. Målsättningen är att attrahera och behålla rätt kompetens samt att internt förena företaget i en vision kring varumärket, ett Employer Brand. Det nya med begreppet Employer Branding är inte dess beståndsdelar utan hur strategin frammanar en ny kombination av teorier, tankesätt och arbetssätt för att skapa ett helhetsperspektiv och intern konsensus gällande varumärket, och att skapa en trovärdig arbetsgivarimage gentemot arbetsmarknaden. Strategin syftar därmed till att skapa ett långsiktigt relationsbyggande med arbetsmarknaden och företaget får ett affärsmål och en vision kring hur det ska nå ut med sitt rekryteringsbudskap till arbetsmarknaden och sina anställda över konjunkturer.

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Bücher zum Thema "Employer Branding"

Schuhmacher, Florian, und Roland Geschwill. Employer Branding. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8166-0.

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Schuhmacher, Florian, und Roland Geschwill. Employer Branding. Wiesbaden: Gabler Verlag, 2014. http://dx.doi.org/10.1007/978-3-8349-4631-7.

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Baran, Engin. Employer Branding. Wiesbaden: Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-19341-6.

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Böttger, Eva. Employer Branding. Wiesbaden: Gabler Verlag, 2012. http://dx.doi.org/10.1007/978-3-8349-7067-1.

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Jędrzejczyk, Anna. Internationales Employer Branding. Wiesbaden: Springer Fachmedien Wiesbaden, 2020. http://dx.doi.org/10.1007/978-3-658-29079-5.

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Künzel, Hansjörg, Hrsg. Erfolgsfaktor Employer Branding. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-40535-8.

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von der Oelsnitz, Dietrich, Marlen Behring und Johannes Schmidt. Krisengerechtes Employer Branding. Wiesbaden: Springer Fachmedien Wiesbaden, 2023. http://dx.doi.org/10.1007/978-3-658-40000-2.

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Sünderhauf, Vincent. Employer Branding für KMUs. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-38853-9.

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Hesse, Gero, und Roland Mattmüller, Hrsg. Perspektivwechsel im Employer Branding. Wiesbaden: Springer Fachmedien Wiesbaden, 2019. http://dx.doi.org/10.1007/978-3-658-26208-2.

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Hesse, Gero, und Roland Mattmüller, Hrsg. Perspektivwechsel im Employer Branding. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-06384-9.

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Buchteile zum Thema "Employer Branding"

Schuhmacher, Florian, und Roland Geschwill. „Employer Branding“. In Employer Branding, 33–55. Wiesbaden: Gabler Verlag, 2013. http://dx.doi.org/10.1007/978-3-8349-4631-7_2.

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Zeuch, Matthias. „Employer Branding“. In Dos and Don’ts in Human Resources Management, 5–6. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_2.

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Hanußek, David Vinzenz. „Employer Branding“. In Employer Branding für KMU, 29–57. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-11835-8_4.

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Forster, Anja, Antonia Erz und Wolfgang Jenewein. „Employer Branding“. In Behavioral Branding, 277–94. Wiesbaden: Gabler Verlag, 2012. http://dx.doi.org/10.1007/978-3-8349-7134-0_15.

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Christa, Harald. „Employer Branding“. In Basiswissen Sozialwirtschaft und Sozialmanagement, 133–69. Wiesbaden: Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-19490-1_4.

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Forster, Anja, Antonia Erz und Wolfgang Jenewein. „Employer Branding“. In Behavioral Branding, 277–94. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8744-0_15.

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Kremmel, Dietmar, und Benjamin von Walter. „Employer Branding“. In Handbuch Mitarbeiterkommunikation, 1–20. Wiesbaden: Springer Fachmedien Wiesbaden, 2019. http://dx.doi.org/10.1007/978-3-658-23390-7_29-1.

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Gutjahr, Gert. „Employer Branding“. In Markenpsychologie, 75–77. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-09161-3_16.

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Klimkiewicz, Katarzyna. „Employer Branding“. In Encyclopedia of Sustainable Management, 1–8. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02006-4_209-1.

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Grobe, Eva. „Employer Branding“. In Aktuelle Perspektiven des Marketingmanagements, 121–32. Wiesbaden: Gabler, 2008. http://dx.doi.org/10.1007/978-3-8349-9834-7_7.

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Konferenzberichte zum Thema "Employer Branding"

Xia, Huang, und Liu Yang. „The Employer Branding and Employee Performance“. In 2010 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2010. http://dx.doi.org/10.1109/iciii.2010.609.

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Widyana, Suci Fika, Tjutju Yuniarsih, Eeng Ahman und Disman. „Employer Branding Strategy to Increase Employee Engagement“. In 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210831.118.

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Macalik, Joanna, und Adam Sulich. „External employer branding of sustainable organizations“. In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.054.

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Purpose – the purpose of the article is to examine whether and to what extent selected Polish companies implement so-called “green employer branding” in communication with their external stakeholders. Research methodology – the article consists of the theoretical part, which uses the critical analysis of the scientific literature on both green or sustainable organizations and external employer branding; and the practical part, which uses the case study method and content analysis of companies' websites, job advertisements, and social media. Findings – the main results of the conducted research concern the scope, tools, and methods of creating a green employer brand of Polish enterprises. The conducted case study and content analysis showed that Polish enterprises consciously manage their employer brand, emphasizing the ecological aspects of their business activities. The obtained results complement knowledge in the area of management sciences with detailed conclusions regarding the green employer branding. Research limitations – the conducted analysis is a preliminary examination. Its limitations are primarily related to the methods used for qualitative research, as well as a limited research sample. In the future, such limitations might be overcome by using quantitative research methods and the extension of the research sample. Practical implications – the results of the research constitute a set of good practices in the field of green employer branding. The formulated model can help formulate the strategy of external employer branding. Originality/Value – presented research is very first attempt to describe employer branding actions in the aspect of green management in Poland

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Dabirian, Amir. „Employer Branding in the IT Industry: An Employer view“. In 2019 IEEE 43rd Annual Computer Software and Applications Conference (COMPSAC). IEEE, 2019. http://dx.doi.org/10.1109/compsac.2019.00084.

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Zak, Katarzyna. „External Employer Branding in the IT Sector in Poland: Employee Perspective on Employer Attractiveness“. In Hradec Economic Days 2022, herausgegeben von Jan Maci, Petra Maresova, Krzysztof Firlej und Ivan Soukal. University of Hradec Kralove, 2022. http://dx.doi.org/10.36689/uhk/hed/2022-01-088.

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Tomažič, Tina, und Anita Kovačič Čelofiga. „Changing Perspectives: An Employer’s Branding as a Communication Tool during the COVID-19 Pandemic“. In Fifth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/itema.2021.93.

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Many companies and organizations in the labor market are facing “War for talents”. In order to acquire new, and retain existing employees, and, at the same time, to be considered the best employer on the market, more and more organizations are building and managing their own brand of employer. The employer’s branding is most often associated with the activities of Marketing and Human Resources management experts; but, in practice, it often turns out that in the process, an indispensable partner in building the employer’s branding is ignored, i.e. communication experts. Therefore, in this article, we defend the position that employer branding is also a communication skill, which, however, needs to be adapted to the current situation in these turbulent times associated with the COVID-19 pandemic. This includes digitizing and adapting employer branding communication to both the needs of target groups and the requirements of digital processes. Therefore, the paper examined the societal change in work norms caused by the COVID-19 pandemic, to contribute to a more successful and efficient branding of the modern employer as a form of strategic communication in both the virtual and hybrid work environments.

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Mamatelashvili, O. V. „Employer Branding In The Railway Industry“. In II International Conference on Economic and Social Trends for Sustainability of Modern Society. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.09.02.98.

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Verma, Darshna, und Deepika Pandita. „Transforming the Training Programs by Leveraging Employee Value Proposition for Employer Branding“. In 2022 International Conference on Sustainable Islamic Business and Finance (SIBF). IEEE, 2022. http://dx.doi.org/10.1109/sibf56821.2022.9940070.

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Slavkovic, Marko, Jasmina Ognjanovic und Marijana Simić. „Importance of Employer Branding in “War For Talent”“. In 24th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2019. http://dx.doi.org/10.46541/978-86-7233-380-0_12.

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Šrámková, Dana. „EMPLOYER BRANDING AS THE COMPETITIVE TOOL OF MANAGERS“. In 15th International Bata Conference for Ph.D. Students and Young Researchers. Tomas Bata University in Zlín, 2019. http://dx.doi.org/10.7441/dokbat.2019.103.

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