Human Resource Management
Module Leader :
Module Leader :
In the days of our parents, it was not uncommon for an employee earning the ranks of a company at 18 and leave the retirement years. Other times, other ways, today, it is not uncommon for workers to change jobs every few years to advance their careers. Paradoxically, managers shout from the rooftops that employees are one of their greatest strength.
Attract and retain the best workers home has become the sinews of war for many. To do this, business leaders and theorists constantly invent new ways to manage human resources. Some are ephemeral and off quickly. Others have been proved.
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In addition, the new millennium saw the development of new aspirations among all public business. Consumers, employees, suppliers, partners ... stakeholders are many and are not to overlook anything. Everything can be reacted. Companies can no longer boast of being ahead of the concepts of sustainable development, social integration because these values have become standards that they are forced to integrate. Communicating them even came to a risk. Indeed to speak are also an obligation for companies, the challenge is there: it must be said but more importantly do. In order not to endanger companies must launch new challenges on the enhancement of their image. They are forced to opt for a strategic vision. All their activities are potential lines of communication, but today it is a value that does not suffer from this change in trend is the development of the human. In this sense, the promotion of human resources has more than just managerial value.
Attract qualified candidates but much more demanding, preserve and retain talent, engage employees, increase awareness of the company face of these challenges, HR communication solutions to offer but to communicate effectively in an HR solution can be behind the success: the deployment of an employer brand consistent with the overall strategy of the company. Few companies that have adopted the approach of employer brand. Indeed most of them are still in their infancy in terms of HR communication.
The real issue is not the information control, but control of access to information Since the contributors are clearly identified and that the confidential information only available to those involved, the risk of deviations are almost non-existent) A recent employer branding: the case CLARINS. Source: published on 12/02/2009 www.focusrh.com late 2008, the Clarins Group unveiled its new identity employer. A global identity and international Sebastien Biessy, HR Development Manager at Clarins, presents this employer brand and HR issues it covers.
73% operate unsolicited applications they have received - 47% publish their vacancies on job sites specialized - 46% are placing their ads in print media specialist - 45% publish their vacancies on generalist job sites - 43% are placing their ads in the daily press - 40% use a search firm or agency. - 71% do not participate in job fairs or job fairs on campus - 82% do not use libraries CV job sites - 86% are moving away from targeting online tools (job sites to pre-select potential candidates based on position) - 87% do not realize recruiting podcasts via the company website - 94% are unaware of the traditional networks - 95% do not maintain presence on sites socialization nor resort to professional blogs Survey...