Leveraging Your Employee Value Proposition - Imon Ghosh, Director, AHR

Leveraging your Employee Value Proposition: 

Leveraging your Employee Value Proposition - Imon Ghosh (director@academyofhrd.org)

In this talk:: 

In this talk: Why leverage your Employee Value Proposition? Do candidates and employers value the same EOC attributes, or are there disconnects? EVP research in an Indian MSME context. A few questions to help you enhance your organization’s Employee Value Proposition, and win the war for talent. What the Academy of HRD can do to help.

Why leverage your EVP?: 

Why leverage your EVP? Studies have found that, as an employer of choice, you will enjoy better financial results , a bigger pool of job candidates , and higher levels of employee engagement as well as customer satisfaction . Novacrea Research Consulting, 2008

Why be an employer of choice?: 

Why be an employer of choice? Being an employer of choice means you build a unique organization culture that attracts the right employees … who will go the extra mile to help your organization succeed … and who choose to stay with you even when your competitors try to recruit them .

EOC disconnects: 

EOC disconnects EOC attributes rated more important by candidates than by employers: A fun, positive and vibrant work environment. Attractive salary and/or financial incentives Performance rewards and recognition Fair pay for a fair day’s work Good manager / boss they like.

EOC disconnects: 

EOC disconnects EOC attributes rated more important by employers than by candidates: Recognisable organisational brand Challenging / engaging work Definitive and strong organisational values.

EVP research in an Indian MSME context: 

EVP research in an Indian MSME context MOTIVATING FACTOR S A K P J KR H D B Job security 1 6 5 3 2 2 1 2 4 Adequate salary 2 2 1 1 1 1 3 1 10 Fringe benefits (perks etc.) 3 13 9 13 3 10 6 14 11 Opportunities for promotion 4 5 2 4 4 9 2 3 6 Comfortable working conditions 9 4 8 6 6 5 9 11 2 Interesting work 6 11 3 2 5 4 4 7 3 Sound company policies and practices 10 7 10 14 10 6 10 12 9 Respect and recognition 5 12 6 7 7 3 7 13 8 Responsibility and independence 7 3 4 5 9 11 8 8 5 Doing something worthwhile 13 14 13 12 12 13 13 4 1 Considerate and sympathetic supervisor 14 8 11 10 14 14 12 10 12 Technically competent supervisor 8 10 7 8 11 8 14 9 14 Restricted hours of work 11 9 12 9 8 7 11 6 13 Pay according to ability and competence 12 1 14 11 13 12 5 5 7 EMPLOYEES Based on an Intrinsic and Extrinsic Motivation Inventory developed by the late Dr. Udai Pareek.

The top 5 drivers: 

The top 5 drivers Adequate Salary (by far the number one priority for most in India’s MSME sector) Job Security Opportunities for Promotion Interesting Work Responsibility and Independence Research conducted by Sumeet Varghese , former Executive Director (India Region) at Human Capital Institute, Senior Consultant and Associate Director at TV Rao Learning Systems, and visiting faculty at the Academy of HRD.

A quick dip stick…: 

A quick dip stick… Here are a few questions to help you enhance your organisation’s Employee Value Proposition, and win the war for talent… Adapted from the Chandler Macleod and AHRI Workplace Barometer Report

A quick dip stick - 1: 

A quick dip stick - 1 Have you assessed if your organisation is in shape to compete in a tough market for the rare talent that you need to be competitive?

A quick dip stick - 2: 

A quick dip stick - 2 Have you developed an Employee Value Proposition that suits your organisation and its culture?

A quick dip stick - 3: 

A quick dip stick - 3 Have you defined, and articulated, your Employee Value Proposition?

A quick dip stick - 4: 

A quick dip stick - 4 Have you done your research?

A quick dip stick - 5: 

A quick dip stick - 5 Have you maximized the marketing rupees that your organisation uses, and leveraged this into your employment brand?

A quick dip stick - 6: 

A quick dip stick - 6 Have you upgraded your website and ensured it truly reflects your Employee Value Proposition?

A quick dip stick - 7: 

A quick dip stick - 7 Have you started the alignment process to ensure that your business and HR strategies, policies and processes enable an alignment to occur?

A quick dip stick - 8: 

A quick dip stick - 8 Have you developed appropriate onboarding processes?

A quick dip stick - 9: 

A quick dip stick - 9 Have you ensured that employee engagement can be sustained, and that the workplace is one that harnesses commitment and creates innovation and success?

A quick dip stick - 10: 

A quick dip stick - 10 Do you have the right leaders in place?

A quick dip stick - 11: 

A quick dip stick - 11 Do you measure and monitor performance?

A quick dip stick - 12: 

A quick dip stick - 12 Do you have appropriate career and performance discussions?

A quick dip stick - 13: 

A quick dip stick - 13 Do you provide career and development opportunities?

A quick dip stick - 14: 

A quick dip stick - 14 Do you measure and monitor investments and initiatives?

A quick dip stick - 15: 

A quick dip stick - 15 Do you deliver on your promises?

Some innovative EVPs: 

Some innovative EVPs Change ‘traditional’ working hours to be more flexible for employees – key for Gen Y. Options for employees to ‘buy’ additional annual leave. Developing nearby childcare centers. Superannuation / incentives to delay retirement. Keeping retired employees on retainer contract arrangements.

Employees: The Ultimate Brand Builder: 

Employees: The Ultimate Brand Builder Source: http://www.shrmindia.org/employer-brand-and-employee-trust-turbulent-economy

Leveraging EVP at AHRD: 

Leveraging EVP at AHRD AHRD supports the career growth of its Research Associates by enrolling them in its flagship doctoral level Fellow Program with a full scholarship.

Create EVP through AHRD: 

Create EVP through AHRD Research on Job Satisfaction, Organization Climate, and Employee Value Proposition Nurture transformational change through Organization Development interventions Become a learning organization Enrich EVP through career transforming programs like the Academy’s Fellow and Associate Programs Benchmark best HR and OD practices.

GenY Research Project @ AHRD: 

GenY Research Project @ AHRD Project Partners – AHRD, MTHR Global, IKYA Human Solutions Pvt. Ltd. Objective: Our research is an exploration of Gen-Y's characteristics with respect to career aspirations, their attitude towards work, and implications for HR policies and practices in the years to come.

GenY Research Project @ AHRD: 

GenY Research Project @ AHRD To probe: Sector specific differences for Gen Y. In depth understanding of career aspirations and attitudes towards work of Gen Y for India Inc. Inputs for leaders and HR practitioners to understand, manage and get the best out of the Gen Y. HR Processes intervention design/plan for engaged Gen Y. HR Model for managing Gen Y in the workplace.

The story of a smile…: 

The story of a smile…

A Dilbert take …: 

A Dilbert take …

… Questions?: 

… Questions? Thank You