“Employer of Choice’’ and its Impact on Attracting Talented Human Capital

Presented by:Amanda NaderMiriam Moussa

Globalization

Workforce instability

Change in technology

EMPLOYER OF CHOICE

Employees will LOVE and be PROUD to work for YOU !!!!!!

What does Employer of Choice mean?

What does Employer of Choice mean?

• PRACTICES• POLICIES • BENEFITS• WORK CONDITIONS

•ATTRACT

•OPTIMIZE

•HOLD

TOP TALENTEMPLOYER OF CHOICE

What is behind Employer of Choice?

Impress Customers, Members &

Clients

Low Turnover

Level

Low Hiring Costs

Higher Productivity

Employer Branding

Top Brainpower

Be trusted

FindKeep

Steps to stay the first on the market

Consider the Audience

KPI Development

& Tracking

• Know people hope to hire• Create Message to attract

them

• Be aware about Employment Value Proposition (EVP)

• Make sure of the Value offered

• Communication & Marketing• Choose the best talent candidate

• Set Key Performance Indicator• Keep track of Performance Level

Strategies used in Building Employer Of Choice

Strategy 1: Design Competitive Job Offers

?

Opportunities for Development & Growth

Job Security

Friendly Working Environment

High Starting Salary JOB OFFER 1

JOB OFFER 2

Strategy 2: Create Interesting &Challenging Work

KSAO’s &Ambition’s Employee

Challenging & Interesting Work

Strategies

Strategy 3: Empower Employees

Creating Environment

of Trust

Helping Employees learn

from SuccessAnalyze Failures

Allow employees

to have input

Ability to openly share

Suggestions & Ideas

Commitment & Loyal

Control Decision’s

Employees

Way they Perform Core

Functions

Make progress on Goal’s

Employees

Get Out Of The Kitchen

Enrich Job

Work on Coaching

Provide Feedback

Listen to Employees

Create an Open Door Policy

Find Talents of Employees

Delegate Tasks Clearly & Briefly

Strategy 4: Recognize and Reward Employees

• Equity in Pay (Fair Pay) • Provide good Compensation & Benefits

Programs(Tangible/Intangible Rewards)

Strategy 5 : Invest Learning by Providing Training and Development

Important for Data Transfer

Adds Flexibility & Efficiency

Retention Tools

Helps Business

run better

Recruiting Tools

Promotes Job

Satisfaction

Development

Strategy 6: Provide Career Path, Employee Development and Leadership Engagement

• Clear Path to Promotions• Regular & Fair Performance Appraisal• Continuous T&D programs• Coaching and Mentoring Programs• Succession Planning Programs

Strategy 7: Create a Strong Identity and Engaging Culture

Companies need to create: Friendly Working Environment(Extended Family) Trust-Based & Open Culture Fun at Work A culture based on Respect & Fairness

Culture of Company

Respect & Trust

Learning& Caring

Fairness & Openness Flexibility

Provide Opportunities

Risk Taking

Strategy 8: Encourage Work-Life Balance

Opportunity to Job Share

Offer

Paid

Time Off

Take

U

npai

d Le

ave

Offer a

Flexible

Work

Schedule

Work hard but not

all time

Work-Life Balance

Strategy 9: Provide Job Security

Job Security

Stability in Career

Performing Best

Peace of Mind

Family Commitment

Financial Security

Strategy 10: Creating Robust Internal Communication Infrastructure

Intranet

Employee openly ask questions to their

Leaders which are then answered directly

Blogs/ wikis: Share Ideas and

Thoughts on the Spot &Discus current topics

Learning Management

System

E-Learning

Benefits and Advantages of Employer of Choice

1- Marketing & Recruiting2-Optimize Performance3-Retention of Talented Employees4-Higher Attractiveness to Customers & Investors5-Exciting Environment:“The Place where Employees

Dream to be”

CASE STUDY-GENERAL ELECTRIC

• UAE• OIL & GAS Division

Population 570

Sample 300

Survey conducted on GE’s Employees

Results

Strongly Disagree

Disagree Agree Strongly Agree

0%

20%

40%

60%

6% 10%

30%

54%

Senior management at GE leads by example, demonstrates strong

leadership skills, respect and trust employees

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

2%10%

35%

53%

Employee's job satisfaction is a top priority of senior management

Strongly Disagree

Disagree Agree Strongly Agree

0%

10%

20%

30%

11%19%

30%

20%

GE's policies for promotion and advancement are always fair

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%

11%19%

30%40%

Management at GE believes that the Feedback is the break-

fast of champions

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%

8% 11%

38% 43%

Management believes in Open Door policy, information and knowledge are shared openly

within this organization

Results

Strongly Disagree

Disagree Agree Strongly Agree

0%5%

10%15%20%25%30%35%40%

14%

20%

36%

30%

Leaders at GE are considered to be mentors and even parents

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

5% 10%

35%

50%

Employees strongly agreed that they are living in a very friendly place where in-dividuals works in teams, share a lot of themselves. It’s like an extended family

Strongly Disagree

Disagree Agree Strongly Agree

0%

10%

20%

30%

40%

50%

7%16%

30%

47%

Environment at GE supports a balance between work and personal life

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%

4%15%

45%36%

Success at GE is defined in terms of sensi-tivity to customers and concern for peo-

ple

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

3% 7%

40%50%

GE offers an open, entrepreneurial, flex-ible and creative working environment

Results

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%

8%16%

40% 36%

Management understands and real-izes that building the knowledge ca-pacity of its employees is a necessary

strategy for business success

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

7% 10%

31%

52%

Management believes in executive coach-ing, mentoring programs, professional

development classes, and training to best facilitate employee growth

Strongly Disagree

Disagree Agree Strongly agree

0%10%20%30%40%50%

5%15%

43%37%

GE has strong organizational infrastruc-ture that uses sophisticated technology

to train talented employees and fully funds all Continuing Professional De-

velopment

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

8% 12%

30%

50%

Employees feel that their work is challenging, stimulating and reward-

ing

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

4% 8%

40%48%

Management at GE place high im-portance on the health and safety of

its employees

Results

Strongly Disagree

Disagree Agree Strongly Agree

0%

10%

20%

30%

40%

50%

5%10%

39%46%

Compensation at GE is fair and competitive in the market

Strongly Disagree

Disagree Agree Strongly Agree

0%10%20%30%40%50%60%

3%12%

35%

50%

GE offers unusual and attractive perks

10%

90%

How likely are you to change your employer during the next

12 months?

likelyunlikely

84%

16%

I am very satisfied with my job

likelyun-likely

88%

12%

I would highly recommend GE to my friends and family

likelyunlikely

Results

79%

21%

I feel personally driven to help this orga-nization succeed and will go beyond

what's expected of me to ensure that it does

likelyunlikely

8%

92%

I am actively looking for a job outside GE

likelyunlikely

75%

25%

I get excited about going to work

likelyunlikely

85%

15%

I feel completely involved in my work

likelyunlikely

91%

9%

GE has a name you can trust

likelyunlikely

92%

8%

GE is looked upon as a prestigious company to work for and known for Employer of Choice or Great Place to

work for!

LikelyUnlikely

Interview with the Levant Talent Manager at GE

• Training & Development( 50-65 training hours)• Career Path• Open Culture• Healthy & diverse working environment• Recognition & Rewards( Benefits & Perks)• Good Reputation (Prestigious Name)

Recommendations

To conduct Job Satisfaction SurveyTo conduct Stay InterviewUse employees Feedback Surveys

Conclusion

Employer of Choice

Attract RetainStrategies