Thesis On Employee Branding

My personal and professional branding are the same: being passionate about not limiting myself by my thoughts or actions, I am here to push the boundaries with those around me. This may sound simple, but there is a lot that goes into it. Building a network of strong, confident people is the key to being successful. My goal is to keep building these professional relationships as well as in my personal life with the help of social media and goal setting.

More recent papers like “Strategic corporate social responsibility management for competitive advantage” by Milton de Sousa Filho, et al. suggest also attraction of valuable employees as a source of competitive advantage apart from enhancement of company’s image and reputation.

Corporate brands may develop co-branding relationships in order to redefine brand identity. Brands are not only used to identify and differentiate products. Nowadays, brands identify services, organisations, art, ideas, people, places, etc. Corporate branding is the concept of the marketing efforts undergone to represent a corporation’s system of values; it is the expression of

Employer Branding initiatives are used to portray the company as an ‘Employer of Choice’; one that actually upholds the EEO principles and not just sham concern for them.

According to her, marketing helping companies build a formal brand of a company which will lead consumers to get use to the company and build a good relationship with it. During the late 19th and early 20th century, the main focus was on advertising new products, and because of mass production, companies would create similar products resulting in companies competing for consumers. Furthermore, she discusses that the concept of branding had be relevant in the early 1880, and nowadays selling an image or lifestyle is crucial for a firm (2000). Though Klein backs up her claim by using exams from the mid and late 20th century, they are still very relevant today. Branding is much more important than advertising. No longer are advertisements found allover the place, instead if a consumer knows a brand, they are more likely to remain faithful to that brand. Brands still create familiarity and emotional ties between consumers and companies. Overall, it is evident that the brand is more important than the product (Klein,

H3a and H3b assume that employees’ perception of CSR-Society has the positive influence on functional brand image and emotional brand image. In terms of H3a (See figure 30a in Appendix F), employees’ good perception of CSR-Environment doesn’t have the positive influence on functional brand image, because the coefficients (β= -.246, t=-.1777 and p=. 082). Hence, H3a is

In order to display commitment employees have to feel that they are being treated with fairness and respect. Many organisations have concluded that they need to create a corporate personality or identity with a set of corporate values or a stated mission - ‘an employer brand’ - which employees as well as customers will recognise and relate to. In practice the employer brand can be seen as an attempt by the employer to define the psychological contract with employees so as to help in recruiting and retaining talent. For more information see our factsheet on emplyer branding.

The term employment brand denotes the way a firm’s prospective applicants, recruits, and current staff members perceive its employer. It is the standing of an establishment and its value proposition to current and future employees. According to App, Merk and Buttgen (2012) sustainable human resource practices can be linked to an employer brand through a package of economic, psychological

The social responsibility of the American apparel industry covers responsible practices related to human rights, labor standards, and environmental sustainability. Some of the advantages of being socially responsible is higher revenue, customer loyalty, safe and happy laborers, and an overall healthy environment. Research conducted by Price Waterhouse Coopers found out after researching 1,000 retail companies 79 percent said that corporate social responsibility (CSR) was vital to the profitability and value of their company. Throughout the paper there will be a discussion of the advantages of being a socially responsible company. As well as the importance of

One may arguably say "customers first" but the truth is employees are just as important as customers. Having a happy, productive workforce provides a better output and is a win-win to all parties. In fact, the image of happy workforce is a favourable brand that attracts talent. In order to accomplish this it is important that the business strategy identified should be alignment with all facet of the business which includes recruiting, selection of resources and compensation.

There are many revelations that I have experienced from this course about how organizational identity and identification practices or employee branding have affected my ability to construct and maintain a coherent, marketable personal identity. Many of these branding revelations I have experienced were from the new social contract with my current employer which is known as Motlow State Community College. Motlow State Community College identifies the influence by organizational identities and brands. They do this by showing students, their actual branding strategies such as the Motlow bookstore for example.

This assignment will initially describe social marketing and then indicate how corporations affect stakeholders through companies’ social marketing and responsibility. Following that, the importance and functions of corporate social responsibility (CSR) and social marketing will be demonstrated. Finally, it will explain how organizations reflect CSR and make a short conclusion to indicate the relationship between social marketing and CSR.

Introduction: The term of employer branding is important to define, and it is an organisations reputation as an employer. In the case study of McDonalds the branding of the organisation has evolved from its early derogatory days to a present day attractive employment prospect. The aim of employer branding is to differentiate the organisation from its

A survey conducted by Hewitt Associates reveals that more companies are now focusing on employer branding to “attract employees” and keep them engaged. There is a direct correlation between an effective employer brand and achieving business success. It helps in retaining current employees, increasing employee satisfaction, attracting job candidates, and motivating employees in their work, which leads to excellent business gains. The purpose is to use the internal brand as the seedbed for aligning their people programmes to deliver significantly improved business results.

Within a competitive business environment, logo acts as a method of business identification and a strategic tool to enhance company reputation. If managed effectively, logo serves as a tool to achieve competitive market advantages. A company logo displayed with unique color could serves as the main components of CVI (corporate visual identity). (Dowling, 1994, Baker & Balmer 1997). Corporate identity has been identified as the strategic tool to differentiate a company from its competitors and assist a business to establish customer loyalty. (Henderson et al 1998, Eiseman 2000 ). Of all the important elements to develop corporate visual identity, corporate logo has been identified as an effective tool to achieve product differentiation. (Fraser & Banks ,2004 ).Typically, a corporate logo has different elements, which include color, shape, image, size and style. Within the contemporary competitive market environment, corporate logo adds value to the company and serves as corporate visual identity that assists customers to identify an organization. Corporate logo also serves as signature for the company. For logo to be effective, it must have a unique