CF-23-ON-E-216_Group presentation_Group_06.pptx

Employer Banding in the Organization and How It's Affected by It's Development.

1. CQHRM – Group Presentation Group No. 06 Employee / Employer Branding Group Members 0009631 - C Herath 0010167 - M.N.D D Madalagama 0009849 - H M S U Herath 0002135 - W K S K Kumari 0009799 - T Samaraweerakoon 0009665 - A Isuru Udeeptha

2. ABC Consulting Group is a global consulting firm that partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities. Our values have been updated in small ways to reflect the changing times. They inform both our long-term strategy as a firm and the way we serve our clients on a daily basis. Our purpose To help create positive, enduring change in the world. Our mission To help our clients make distinctive, lasting, and substantial improvements in their performance and to build a great firm that attracts, develops, excites, and retains exceptional people. Introduction to the Firm

3. The talent deficit AI’s Impact on Fashion Talent The sustainability gap Unnecessary textile waste Changing desires Supply chain bottlenecks Inflation and economic downturn The textile industry is facing challenges like the growing demand for sustainable textiles, compliance with environmental regulations, labor issues, and waste management. These challenges can hinder the overall manufacturing process and ultimately lead to decreased quality of production and products. Here are some viable solutions to the challenges faced by the textile industry. Challenges Faced by Businesses Locally and Globally

4. Globalization, demographic shifts, climate change and technological advances How these challenges and opportunities transpire will vary greatly depending on the country context, New skills, including upskilling and sharpening existing skills, will be critical to advancing decent work and sustainable growth Not relying on low-cost, low-skilled labour as it is unlikely to be competent in the future. Lifelong learning and continuous training Furthermore, as the industries plan to build back better from the COVID-19 crisis, skills development and pro-employment policies can maximize the effectiveness of building back a job-rich and sustainable future of work. Implications of the Challenges in the Labour Market

5. Employer branding is the process of managing and influencing your reputation as an employer among job seekers, employees and key stakeholders. Employee Branding opposed to employer branding is the process of showcasing the top performing employees and giving publicity to that fact. Attracting top talent Enhance employee engagement Improve retention Reduce time to hire Reduce recruitment costs Ability to demonstrate your unique culture and diversity Benefits of Employer-Employee Branding What is Employer-Employee Branding

6. Patagonia The outdoor apparel company is widely recognised for its commitment to sustainability and social responsibility. By giving away its profits to help fight the climate crisis we have on our hands, its strong purpose-driven core values have led to attracting great talent to the brand. In addition to this, the company is known for its supportive and flexible work environment, making it a top employer brand in the retail industry. Airbnb The brand prioritises employee growth and empowerment, which has helped establish a strong and positive employer brand. 80% of employees are proud to be part of the Airbnb brand while 83% of employees believe they work in a positive work environment. The company’s focus on fostering a supportive and collaborative work environment has attracted top talent and set it apart from its competitors. Practical Examples of the Effectiveness of Proper Employer-Employee Branding

7. How to Build the company brand inside – out and , recommend initiatives  Two important aspects are Internal & external brandings.  Internal brand building is about communicating your companies vision and values to employees . Ultimately, the goal is create a positive culture within the organization. External brand building is , how you present your company to the outside world. How to build company brand internally? How to build company brand Externally ? Internal  External Define Your Brand Identity : Start by clearly defining your brand identity, including your mission, vision, values, and positioning. Ensure that these elements are well-articulated and understood by all employees. Define Your Brand Identity : Start by clearly defining your brand identity, including your mission, vision, values, and unique selling propositions. Ensure that your brand messaging is consistent across all external channels and communications. Communicate Your Brand : Develop a comprehensive internal communication strategy to consistently communicate your brand identity, messaging, and goals to employees.  Understand Your Audience : Conduct market research to gain insights into your target audience's needs, preferences, and pain points.  Employee Engagement : Foster employee engagement by involving employees in the brand-building process. Encourage their input, feedback, and ideas, and recognize and reward them according to their values. Develop a Compelling Brand Story : Craft a compelling brand story that communicates your company's history, values, and unique selling points in a memorable and engaging way. Training and Development : Provide training and development opportunities to help employees understand the brand, its values, and how they contribute to its success. Ex- workshops, seminars, and online courses  Build a Strong Online Presence : Establish a strong online presence through your company website and social media channels. Optimize your website for search engines (SEO) to improve visibility and attract organic traffic.  Celebrate Successes : Recognize and celebrate successes and milestones in your internal branding journey. Also share success stories to inspire and motivate others. Invest in Public Relations (PR) :   Build relationships with journalists, bloggers, and influencers in your industry and pitch them relevant stories and press releases.

8. Elaborating initiatives  Question No 02 ​ - How to Build the company brand inside-out  and , recommend initiatives  ​ Internal factors  External factors . Internal Branding Workshops : Conduct workshops or training sessions to educate employees about the company's brand identity, values, and mission. Develop a Compelling Brand Identity : Create a strong brand identity that reflects your company's values, mission, and unique selling points. Brand Ambassadors Program : Empower them to represent the brand values, share the brand story, and foster a positive brand culture among their peers. Build a User-Friendly Website : Invest in a well-designed, user-friendly website that effectively communicates your brand message and values. Employee Feedback Mechanisms : Implement feedback mechanisms such as surveys, suggestion boxes, or regular meetings to gather employee input on the company's brand perception, culture, and internal branding initiatives Content Marketing : Develop valuable and engaging content that educates, entertains, or inspires your target audience. Ex- blog posts, articles, videos, infographics Cross-Functional Collaboration : Encourage cross-functional collaboration and teamwork to break down silos and ensure alignment with the brand across all departments and functions.   Community Engagement and Corporate Social Responsibility (CSR) : Demonstrate your company's commitment to social responsibility by participating in community events, supporting charitable causes, and implementing sustainable business practices This Photo by Unknown author is licensed under CC BY-SA .

9. Employee Value Proposition (EVP) Development: Offering competitive salary rates Rewarding Programs base on employee performance Bonuses, incentives, job security Internship programs Opportunities for career development, career growth plans Training programs, and professional development initiatives Compensation & Benefits Career Work-Life Balance Culture Strategies for Employer Branding Flexible work arrangements Work from home & remote work options Wellness programs Diversity and inclusion efforts & equal opportunity policies Positive management style, Inclusive hiring practices Employee recognition programs Social values

10. Employer Storytelling: Showcases the company's history, values, achievements, and the impact it has on employees. Use storytelling in recruitment materials, social media, and internal communications. Encourage employees to share their stories and experiences working at the company. Employee Advocacy Programs: Employee Referral Program. Employee Ambassador Program. Provide training and resources for sharing company news on social media. Recognize and reward employees who actively participate in advocacy programs. Communication channels for attract Top Talents: Career site or page and recruitment materials Social media channels (LinkedIn, Facebook, Twitter, Instagram, YouTube)

11. Branding on social media & use visual branding Showcasing your company culture with employer branding video A dvertisement , TV commercials, Job fairs, and websites are some of the promotional campaigns Branding under social value On-the-job training, participation in local and overseas programs, coaching and mentoring sessions, carrying out performance improvement plans for low performers for skills enhancement, counseling for employee development, recognition schemes to encourage development, and leadership training programs that foster the future leaders

12. Year 1-2: Internal Brand Strengthening (2021-2022) Objective : Cultivate a strong internal brand foundation by focusing on employee engagement and fostering a positive workplace culture . Initiatives : Launch employee engagement programs, including team-building activities and recognition events Implement training and development opportunities to upskill and empower the workforce. Establish inclusive workplace practices, promoting diversity and collaboration. Enhance transparent communication channels to build trust and alignment. 5 -Year Roadmap

13. Year 3: External Communication and Recruitment Focus (2023) Objective: Showcase the company's values and culture to external audiences, attracting top talent and enhancing the company's reputation. Initiatives Develop a compelling employer brand narrative, emphasizing the unique aspects of working in the garment manufacturing industry. Implement targeted external communication campaigns, utilizing social media, industry events, and partnerships. Optimize the company's careers page and recruitment materials to reflect the enhanced internal brand. Strengthen employer branding through participation in industry-specific awards and recognitions.

14. Year 4-5: Continuous Improvement and Adaptation (2024-2025) Objective: Evaluate and refine branding strategies based on feedback, emerging trends, and evolving business needs. Initiatives: Conduct regular employee satisfaction surveys to gather feedback on the employer brand and work culture. Establish a feedback loop for continuous improvement, incorporating employee suggestions into HR policies and practices. Adapt employer branding strategies to align with changing industry dynamics and workforce expectations. Implement innovative employee benefits and initiatives based on industry benchmarks and best practices.

15. Why It's Important - Steering committee is like having a special team to make sure our project succeeds. In this garment industry, where making garments is competitive, this team is crucial for successfully guiding efforts in the right direction. Leadership and Strategic Alignment - This team provides leadership to make sure our project matches the company’s objectives and its goals. They help us stay on track and make sure our project fits well with what the company wants to achieve. Diverse Representation - This team should have different kinds of experts, like people who know about managing employees, promoting the company, handling day-to-day work, and managing money. Appointing a Steering Committee Leading the project

16. Expertise and Perspectives - Each member should bring expertise and perspectives relevant to the garment manufacturing sector. Facilitation and Collaboration - The consulting firm will help different parts of our company work together better, particularly in an industry where collaboration between departments like HR, Marketing, Operations, and Finance is vital for success. Commitment to Support - Reassure the company of the consultancy firm's commitment to supporting the steering committee and the entire organization throughout the project lifecycle.

17. Assessment – Step 01 Employee Survey And Feedback Analysis Prepare and distribute surveys to employees to gather feedback on various aspects of the workplace Including company culture, Rewards systems, career development opportunities, T&D and overall satisfaction Data Analyze and identify needful of key areas to development Timeline : 8 weeks Investment: 6.5 Laxs ( survey tools, materials, analyzing software, labor chargers etc.) Employer Brand Audit Conduct an in –depth audit of the organization current employer brand perception internally & externally Access the online reviews, social media presence, employee testimonials , position of the garment industry Conduct SWOT analysis Timeline : 4 weeks Investment: 05 Laxs ( Audit needful ) Strategy Development- Step 02 Define Employer Value Proposition (EVP) Facilitate workshops with key stakeholders to define the organization's unique value proposition for employees. Include to career growth opportunities, work-life balance, company culture, benefits, and corporate social responsibility initiatives. Timeline: 04 weeks Investment:01 Million Action Plan With Timeline & Costing

18. Employer Branding Strategy Formulation Develop a comprehensive employer branding strategy. Outline specific goals, target audiences, messaging, and channels for communication. Identify initiatives to attract, engage, and retain top talent. Timeline: 04 Weeks Investment: 01 million ( consultancy fee) Employee Engagement Initiatives Organizing wellness programs, team-building activities, skill development workshops and recognition programs to foster a positive work environment Timeline : 04 weeks Investment: 3 million ( Resource persons, facilitates, etc…) Internal, External Communication Enhancement & Employer Branding Campaign communication channels to ensure transparent and effective communication with both parties Establish regular feedback mechanisms Develop and launch a targeted employer branding campaign to enhance the organization's reputation utilize various channels such as social media, CSR, media advertisements career fairs, industry events, and employer review websites to showcase the company culture, values, and employee benefits Timeline & investment : 08 weeks , 10 million (Medias advertising, graphic design, Programs & Activities, transportation etc ) Implementation- Step 03

19. Metrics Tracking Establish key performance indicators (KPIs) to measure the success of employer branding initiatives employee satisfaction scores, retention rates, applicant quality, and brand sentiment analysis Timeline & investment : 04 weeks Analyze Results and Feedback Identify successes, areas for improvement, and any unexpected challenges. Use insights gained to inform future strategies and initiatives Timeline & investment : 04 weeks, 03 Laxs Review and Adjust Strategy Monitor industry trends and adjust the employer branding strategy accordingly to stay competitive. Continuously seek feedback from employees, candidates, and stakeholders to identify areas for improvement and innovation. Timeline & investment : on going Employee Advocacy Programs Implement programs to empower employees to become brand advocates and share positive experiences on social media platforms. Provide training, resources, and incentives to encourage active participation in promoting the employer brand Timeline & investment : on going Evaluation and Adjustment- Step 04 Continuous Improvement (Ongoing)- Step 05