Employer Branding – A 5 Step Process

January 10th, 2012 by admin No comments »

1. Research: In order to know where an employer is positioned within employment market and to find out the suitable ‘action plan’ is essential. The four key aspects, both internally and externally, are:

• Recognize the way target group sees the employer
• Find out what the target group wishes and wants from the employer
• find out where the employer is placed in comparison to its competitors
• Guarantee that the research is restructured on a regular basis

2. Employer Value Proposition: The business or organisation wants an exclusive employer offer. The ‘employer value proposition’ offers existing as well as potential employees a basis to work for an employer and reveals the business’s competitive advantage. Employers that deal with their ‘employer value proposition’ well gain from a raise in their aptitude pool and employee commitment, in addition to a possible cut in salary expenditure. Usually, less attractive employers have to give an income premium to acquire top talent while attractive employers do not. Through evaluating the aspects controlling the employer trademark, and by defining a strong as well as factual ‘employer value proposition’, the employer will be capable of providing sound and steady communications throughout the communication period and create an attractive, and exclusive, employer brand.

3. Communication Approach: The progress of a communication approach is constantly based on research findings and a clear ‘employer value proposition’. It is a helpful tool used to highlight the most attractive aspects and be steady in the employer communications. Once the employers identify who they would like to approach and what to correspond, the employer then has to select the most competent and helpful methods for approaching them.

4. Communication Solutions: The plan on this step is to put across the employer value proposition by means of the correct language and descriptions so it becomes reliable with the corporate distinctiveness as well as branding endeavours. The communication stuff must have the same appearance and feel regardless of communication approach. In view of the fact that businesses utilize a lot of different methods, it is critical that the target groups know the organisation and connect the employer offer, regardless of whether they are being approached through the business website, reading a commercial in the newspaper or participating in an event. » Read more: Employer Branding – A 5 Step Process

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As An Employer When Should I Seek Help From An Employment Solicitor?

January 10th, 2012 by admin No comments »

It is great responsibility to be an employer and to hire a team of people that are then dependent on you for their income. It is this distinction between the people who must sell their labour and the people who buy that labour and use it to make a profit, and the complexities of the relationship between them that is the main focus of that large collection of legislation, laws and regulation that is today defined as UK employment law. UK employment law is studied in detail by employment solicitors whose job it is to help and represent both employers and their employees in the various multitudes of disputes and grievances that emerge between them.

The most obvious time when an employer would need the help of an employment solicitor would be when they need representation or guidance through the Employment Tribunal process. It can be potentially quite embarrassing and costly to an employer to have to pay employee compensation or reinstate them after having previously dismissed them or made them redundant. It can hard for an employer to know which documents they need to provide as evidence or the best way to present themselves and frame their argument to the Tribunal panel. An employment solicitor will be able to provide guidance on these matters and represent the employer directly if that is what is desired. Another added bonus is that an employment solicitor should have experience of representing both employers and employees and so should know what the best way to bring the two sides together and settle the dispute.

Apart from the tribunal process itself, an employer may wish to seek an employment solicitors help in a number of other workplace related situations. The first reason is due to the nature of UK employment law itself. Because employment is an evolving, changing collection of laws and legislation it can be useful to an employer to have regular contact with an employment solicitor so that they are kept abreast of any key developments. This will potentially save them for being caught out and take n to the Tribunal. » Read more: As An Employer When Should I Seek Help From An Employment Solicitor?

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