Employees Personal Values
Introduction
Employee Personal Value
Employee personal value or Employee value proposition comprises much more than salaries and benefits, it reflects the entire employment experience at a company including benefits, career development opportunities, rewards, culture, and management style. The employee personal values should align with the company’s brand and be reflected consistently to employees. Otherwise, employees may grow cynical about the company and ultimately become less productive or leave the organization entirely. In addition to relevant skills, employers seek employees who have the personal values, characteristics, and personality traits that spell success. Minchington (2005) defines an Employer Value Proposition (EVP) as a set of associations and offerings provided by an organisation in return for the skills, capabilities and experiences an employee brings to the organisation. The EVP is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience. An EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention.
Good personal values are what make the foundation for a good employee. Most organisations encounter two main problems when it comes to their Employee Personal Value or EVP:
• They struggle to differentiate themselves from their competition. Differentiation is crucial if an organisation is to stand out from the "sea of sameness" that characterises some sectors.
• Their branding is appealing but it does not accurately reflect the reality.
An effective Employee Personal Values enables an organisation to stand out as different but also it ensures that the 'packaging ' reflects the 'contents. All too often people join organisations tempted by the 'branding ' and are disappointed when they experience the reality. (Bibb.S, 2010)
Why is an Employee Personal
Employee Personal Value
Employee personal value or Employee value proposition comprises much more than salaries and benefits, it reflects the entire employment experience at a company including benefits, career development opportunities, rewards, culture, and management style. The employee personal values should align with the company’s brand and be reflected consistently to employees. Otherwise, employees may grow cynical about the company and ultimately become less productive or leave the organization entirely. In addition to relevant skills, employers seek employees who have the personal values, characteristics, and personality traits that spell success. Minchington (2005) defines an Employer Value Proposition (EVP) as a set of associations and offerings provided by an organisation in return for the skills, capabilities and experiences an employee brings to the organisation. The EVP is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience. An EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention.
Good personal values are what make the foundation for a good employee. Most organisations encounter two main problems when it comes to their Employee Personal Value or EVP:
• They struggle to differentiate themselves from their competition. Differentiation is crucial if an organisation is to stand out from the "sea of sameness" that characterises some sectors.
• Their branding is appealing but it does not accurately reflect the reality.
An effective Employee Personal Values enables an organisation to stand out as different but also it ensures that the 'packaging ' reflects the 'contents. All too often people join organisations tempted by the 'branding ' and are disappointed when they experience the reality. (Bibb.S, 2010)
Why is an Employee Personal