雇主品牌建设与企业战略薪酬设计的关系探析

本文从企业的人力资源管理的角度出发,从促进企业构建雇主品牌的角度出发,探讨企业的雇主品牌建设与企业的薪酬策略之间的关系,认为战略性薪酬政策为雇主品牌建设提供战略性保障,是雇主品牌构建的基础要素,而薪酬福利设计的科学合理与雇主品牌的建设效果可以在一定程度上相互验证.     

雇主品牌建设与企业战略薪酬设计的关系探析

本文从企业的人力资源管理的角度出发,从促进企业构建雇主品牌的角度出发,探讨企业的雇主品牌建设与企业的薪酬策略之间的关系,认为战略性薪酬政策为雇主品牌建设提供战略性保障,是雇主品牌构建的基础要素,而薪酬福利设计的科学合理与雇主品牌的建设效果可以在一定程度上相互验证。     

论雇主品牌建设

从雇主品牌的内涵及其价值出发,着重就企业雇主品牌建设,以及应注意的问题进行探讨,为雇主品牌建设的传播和推广提供有益的思路。     

论雇主品牌建设

从雇主品牌的内涵及其价值出发，着重就企业雇主品牌建设，以及应注意的问题进行探讨，为雇主品牌建设的传播和推广提供有益的思路。     

探析雇主品牌与雇主品牌管理

在21世纪这个知识经济的时代里,很多企业的管理者将营销管理的理念引入了战略人力资源管理中,初步想运用品牌建设的方法来塑造优秀的雇主品牌,从而促进雇主的选择。本文在分析了雇主品牌内涵,进一步分析了雇主品牌形成的过程,以供企业参考。     

基于文化、责任和管理多维视角的企业雇主品牌建设——从中国移动推进雇主品牌建设的案例谈起

当前,知识经济的形态已渗透到各类组织中,人力资本创造财富,已是不争的价值信条,雇主品牌的出现和建设就是基于这样的时代背景和价值取向.本文从中国移动屡次在雇主品牌评比中名列前茅的现象及其原因分析入手,以组织行为学理论、雇主品牌理论和战略人力资源管理理论为依据,提出要用系统的方法论去认知和建设雇主品牌,要以建设企业文化、履行社会责任以及搭建科学合理的管理制度,推广雇主品牌的理念,完善雇主品牌的体系,打造最佳雇主形象.     

好雇主吸引好人才

雇主品牌这一概念产生于20世纪90年代初,是继企业产品品牌、形象品牌之后的第三种品牌.它是以雇主为主体,核心雇员为载体,以为雇员提供优质与特色服务为基础,旨在建立良好的雇主形象,提高雇主在人才市场的知名度与美誉度,从而汇聚优秀人才、提高企业核心竞争力的一种战略性品牌建设.近几年,随着人才竞争的加剧,雇主品牌日益受到企业的关注,成为人力资源战略的新方向.     

雇主品牌对大学生求职倾向的影响研究——以泰州市大学生为例

在知识经济时代,企业间的竞争由产品竞争转变成人才竞争,因此企业树立优秀的雇主形象来吸引优秀人才显得尤为重要。本文借鉴相关研究思路和成果,展开雇主品牌对大学生求职倾向的作用机制影响研究。论文以泰州市大学生为研究对象,通过问卷调查,获取相关数据,进行实证研究,得出雇主品牌对大学生求职倾向有显著正向影响的结论,从而为企业的人力资源管理实践提供重要的理论依据。     

企业品牌资产投入要素研究——基于雇主品牌与投资者品牌

企业品牌是一个整体概念,从不同视角可以反映为产品品牌、雇主品牌、投资者品牌等,每种品牌都已成为学术界研究的重点。然而,关于这些品牌之间关联与作用的研究却十分匮乏。本文选取2014年世界品牌实验室发布的最具价值品牌榜单中的上市公司品牌,利用上市公司经验数据,从定性和定量两个维度展开研究。在定性分析部分挖掘和探究了上市公司雇主品牌、投资者品牌的投入与品牌资产之间的关联。在定量分析部分利用SPSS22.0对上市公司雇主品牌投入、投资者品牌投入与品牌资产进行了回归分析。实证研究结果表明,中国企业劳动力成本居高不下,大多数企业对雇主品牌的投入力度远远高于对投资者品牌的投入,对于投资者激励不足。然而,企业在投资者品牌的投入、雇主品牌建设的投入中针对员工的投入,会对企业品牌资产的提升产生显著的正向影响。本文的研究在企业投资者品牌、雇主品牌的塑造以及激励机制的建立和优化中具有重要意义。     

雇主品牌时代来临北大核心

本文从雇主品牌脉络梳理、雇主品牌时代特征、雇主品牌内容建设及雇主品牌的传播与运营四个方面阐述了新常态下的雇主品牌建设之路,通过新常态环境下企业发展趋势及人性特点,提出"企业忠诚"向"职业忠诚"演变的趋势,并创造性的提出自媒体时代下雇主品牌传播路径。     

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

Faced with competitive labor markets, firms increasingly use employer branding to build a qualified workforce and engage their employees. However, our understanding of the impact of employer branding orientation on firm performance and the theoretical firm-level mechanisms underlying this potential impact is very limited. To address this gap, we integrate brand marketing theory with human resource management (HRM) research to develop a model explicating how employer branding orientation is linked to firm performance through a dual route by enhancing both recruitment efficiency (i.e., external route: applicants) and positive affective climate (i.e., internal route: incumbent employees). The results of a multisource study (i.e., top management, human resource managers, employees) with 93 firms show employer branding orientation is positively related to firm performance through positive affective climate but not recruitment efficiency. Using a brand equity approach to HRM, our results advance the literature by demonstrating the generalizability of employer branding effects independent of concrete brand attributes and explaining the firm-level mediating mechanisms linking it to firm performance.     

Impact of employer branding on organization’s performance

An increasing number of organizations embark on employer branding although this practice is not theoretically supported. Our study explores the employer brand by employing branding that examines the interrelation between the elements and the branding process’ outcomes. Our study is based on the employer branding model having two major components: the employer brand (with interrelated internal and external images) and the efficiency outcomes originating from the application of the employer branding process. Our study combines quantitative and qualitative research methods. The data were obtained from the companies operating in the western province of Sri Lanka. Our findings reveal that organizations with an advanced employer branding strategy have greater productivity than those organizations who lack or have partially developed strategy. Our study compares organizations with different levels of implementation of the employer branding strategy. Special attention is paid to organizational communication and the incorporation of values into the external and internal employer brand.     

企业外部雇主品牌吸引力因素的实证研究

本文首先采用因子分析法从潜在雇员的角度对企业外部雇主品牌吸引力因素进行了实证分析，得出工作价值、文化氛围、企业实力、管理制度、工作特性五个公因子；其次通过独立样本T检验和单因素方差检验，发现不同性别、年龄、婚姻状况、工作年限的求职者对外部雇主品牌吸引力因素的感知存在显著性差异，并对产生差异的原因进行了分析。     

The inside effects of a strong external employer brand: how external perceptions can influence organizational absenteeism rates

In this study, we invoke a social identity and job resources perspective to investigate the impact of an organization’s internal and external employer brand images on employee absenteeism. Specifically, using workforce samples of 56 Belgian companies (n = 12670) and a second independent study sample (n = 4461), we assess the relative importance of the internal employer brand image (i.e. employee perceptions) and the external employer brand image (i.e. non-employee perceptions) in predicting the absenteeism rate in these organizations. Results show that corporate absenteeism decreases as internal (employee) views and external (non-employee) views of the organization decline. Results further show that the external employer brand image may be a more important driver of absenteeism than the internal employer brand image. Such results highlight that an organization’s external image may be a strong antecedent of important internal organizational behavior outcomes.     

服务员工品牌内化及影响因素的探索性研究

随着服务经济和体验经济的发展，服务企业面临的市场竞争日趋激烈，服务品牌的建设已经成为品牌管理的一个新兴主题。对于服务企业而言，构建强势品牌不仅仅在于品牌的外部传播，必须从平衡的视角，致力于品牌的内部建设，通过与顾客接触的员工的品牌态度和行为，塑造良好的品牌形象。本研究基于扎根理论对服务员工品牌内化及其影响因素进行了探索性研究，通过文献分析和质性研究相结合的方法，构建了服务员工品牌内化的概念模型。研究认为服务员工品牌内化体现在服务员工品牌态度和品牌行为两个层面，驱动服务员工品牌内化的要素包括品牌形象、品牌定位和工作特征三个方面，研究为服务员工品牌内化的定量研究打下了坚实的基础，对品牌管理具有重要的实践意义。     

基于人力资源管理的增强员工对组织的信任

增强员工的组织信任对于企业组织来说,是十分重要且必须的。从人力资源管理的各项职能活动入手,具体是从员工的招募、培训到最终雇主品牌的建立等方面,简要分析了怎样增强员工对组织的信任。     

我国中小企业品牌建设存在的问题及解决对策

在品牌竞争时代,品牌建设已经是中小企业健康发展的关键。然而,中小企业在品牌建设中存在很多问题,主要表现在四个方面:回避品牌建设甘做OEM;品牌管理观念薄弱;品牌建设手段单一;品牌运营混乱。针对这些问题,本文提出了相应的解决对策:即制定相应政策推进中小企业品牌建设;加强人才培训强化品牌管理;选择正确的品牌发展战略;创造性地设计品牌和营销方案;加强品牌的有效管理,促进品牌健康发展。     

基于消费者心理契约违背的品牌危机产生机理研究

心理契约概念是建立在社会交换理论基础上,用来描述雇员与雇主关系的理念。构建在企业和消费者共同信任和互惠基础上的消费者品牌关系也是一种心理契约关系。大量研究证明消费者心理契约的违背将导致消费者品牌关系的扭曲甚至断裂,最终导致品牌遭受危机。只有深入研究和探讨品牌危机的产生机理,正确地认识品牌危机,才能有效地防范和化解危机。     

The role of the psychological contract in shaping graduate experiences: a study of public sector talent management programmes in the UK and Australia

Abstract

Although talent management is acknowledged for its role in building competitive advantage, very little research has examined the factors that influence the success of talent management programmes at an individual level. In this paper we explore participant experiences (n = 68) from two public sector ‘fast track’ graduate development programmes, one in the UK and one in Australia. Drawing on psychological contract theory we examine how talent management programmes shape individual expectations and how these expectations influence participant experiences and evaluations of the programme. Our findings highlight the role of both talent management strategy and talent management implementation as well as factors external to the organisation, (such as employer brand and the influence of family and friends), in shaping expectations. Our analysis highlights the impact of multiple agents, particularly line managers, in the ongoing development and fulfilment of the ‘graduate psychological contract’. At a practical level, we argue that organisations need to manage expectations by more explicitly communicating what will, or will not, be offered in a graduate fast-track programme. We also suggest that organisations need to consider the importance of line managers in the implementation of talent management.