The main objective of this academic elaboration is the identification and evaluation of the most important elements influencing the reputation of an employer and to provide concrete measures to strengthen employer branding. To manage the underlying complexity, the method of networked thinking will be applied. This method aims at reducing the complexity of the topic and at providing a consistent picture of the reality.
Following the introduction, relevant elements for employer branding shall be identified and categorized. Next, the relations and interdependencies between these elements are analyzed and illustrated by the influence matrix, graph of effects and network model. Finally, recommendations for measures to strengthen employer branding will be derived based on the results of previous analysis.
Table of Contents
1 Introduction
2 Description of the elements
2.1 Financial advantages
2.2 Non-monetary advantages
2.3 Mode of operation
2.4 Appraisal of the company
2.5 Career-related and personal supports
3 Presentation of the influence matrix
4 Presentation of the impact analysis
5 Presentation of the network model
6 Recommendations for action
6.1 Location
6.2 Performance culture
6.3 Training and further education
6.4 Company car
6.5 Career perspectives
7 Final review
7.1 Summary
7.2 Outlook
Objectives and Topics
This academic elaboration aims to identify and evaluate the key elements that influence an employer's reputation and to provide concrete, actionable measures to strengthen employer branding. By applying the method of networked thinking, the work seeks to reduce complexity and offer a consistent overview of the factors driving employer attractiveness.
- Identification and categorization of twenty key elements influencing employer branding.
- Application of an influence matrix to analyze interdependencies between identified factors.
- Visualization of impact analysis and network models to understand element dependencies.
- Derivation of practical recommendations regarding location, company culture, and career prospects.
Excerpt from the book
6.1 Location
The location is an important element in terms of employer branding (Wünsche, 2012). As analyzed in the previous chapters, the location of a company actively influences other elements of employer branding the most (see chapters 3, 4 and 5).
An important question is which actions a company can take regarding its choice of location in order to strengthen employer branding. As an example, we have chosen a company that does not have good transport connections and is not very well known due to its current location. But before we dive into the practical side, we would like to clarify a few brief theoretical principles about the term location.
First, the term "location" must be clarified, whereby three forms of expression are established. In the understanding of general geography, a location describes a place chosen by humans for a dedicated activity, where different economic, social and/or political groups operate. Within the economic-geographical context, the site describes a geographical location where an economically active company produces or utilizes goods. The internal location defines a geographical location of individual sections of a company/a department in relation to each other and their optimal allocation/design. (Voigt, 2018)
A company’s location can be an important element, since it is part of the workplace in general. Moreover, a well-designed workplace can have an inspiring effect on future professionals and managers. From the various factors, especially a good accessibility as well as a central location are of major importance. In today's world where matters such as work-life balance play a more important role, employees do not want to travel long distances to reach their workplace, but, want to avoid long commutes, so they can invest their valuable time with their loved ones, to pursue private matters or to do whatever they want to spend their free time on.
Summary of Chapters
1 Introduction: Discusses the "war for talents," the shift in the employer-applicant balance, and the rising importance of employer branding for long-term company success.
2 Description of the elements: Identifies and categorizes twenty influential factors for employer branding, including financial advantages, mode of operation, and personal support.
3 Presentation of the influence matrix: Transfers identified elements into a matrix to evaluate their mutual influences and interdependencies through 190 total comparisons.
4 Presentation of the impact analysis: Visualizes the results of the influence matrix in a coordinate system to identify which elements have the highest impact on employer branding.
5 Presentation of the network model: Uses a data model to represent the elements in a connected network, highlighting dependencies through clustering and arrows.
6 Recommendations for action: Derives specific measures for location, performance culture, training, company cars, and career perspectives to strengthen employer branding.
7 Final review: Summarizes the methodological approach and the findings, while providing an outlook on the future relevance of employer branding as a dynamic field.
Keywords
Employer Branding, War for Talents, Networked Thinking, Influence Matrix, Impact Analysis, Network Model, Performance Culture, Career Perspectives, Employee Satisfaction, Sustainability, Location Strategy, Company Car, Self-fulfillment, Workforce, Human Resources.
Frequently Asked Questions
What is the core focus of this work?
The work focuses on identifying key elements that strengthen employer branding and developing concrete strategies to enhance an organization's attractiveness to potential and existing employees.
What are the central themes covered?
The themes include financial and non-monetary benefits, organizational culture, workplace location, career development, and the digital transformation of HR processes.
What is the primary research goal?
The goal is to manage the complexity of employer branding by evaluating factors influencing it and providing actionable, reality-based guidance for businesses.
Which scientific method is applied?
The paper utilizes the "method of networked thinking," which involves identifying elements, creating an influence matrix, performing impact analyses, and building network models.
What is addressed in the main part?
The main part covers the identification of twenty elements, their systematic evaluation through matrix and network models, and the derivation of specific recommendations for corporate practice.
Which keywords characterize this paper?
Key terms include Employer Branding, Networked Thinking, Talent Acquisition, Performance Culture, and Strategic Employee Development.
How does the location of a company influence its employer branding?
A central location improves accessibility and visibility, which can significantly boost public awareness and employee satisfaction, although it may come with higher costs.
What role does the "Ideas Room" play in the proposed performance culture?
It acts as a collaborative space for employees to prototype ideas, foster innovation, and socialize, which enhances employee identification with the company.
How should a company car program be structured to be effective?
It should be linked to a long-term motivation concept, offer flexibility in vehicle configuration, and potentially incorporate sustainability practices rather than serving as a short-term incentive.
- Citar trabajo
- Christian Henke (Autor), 2020, Strengthening the Employer Branding, Múnich, GRIN Verlag, https://www.grin.com/document/595398
