The Role of HR in Reputation

What is our Reputation as an Employer? The Role of the HR in Corporate Reputation

 

Knowing and managing your reputation as an employer can have a very real impact on the effectiveness of HR strategy. With a remit that covers employee engagement, talent attraction and retention, leadership develop and reward and remuneration, the HR function plays a signifiacant rols as to how an organisation or business is perceived as an employer; a vital element in reputation.

 

Having a strong reputation as an employer and indeed in each of the areas for which HR is responsible, saves costs on recruitment, strengthens talent retention and attraction, increases the engagement of current employees and takes the pressure off reward and remuneration.

 

The financial gains to be had from understanding your real reputation as an employer is incredibly valuable.

 

Corporate Reputation and The Role of HR. The Basics

·      Have the metrics and insight that demonstrates how effective your current employer value proposition is.

·      Know how you want to adapt that employee value proposition.

·      Refrain from siloed reporting e.g. employee satisfaction or D&I. These are themes within your full picture of your reputation as an employer

·      Understand your value proposition in relation to each of your stakeholder groups and the competition.

 

 

Corporate Reputation and The Role of HR. The Aim:

·      To understand how you are perceived by as an employer, among current, potential and previous employees.

·      To appreciate how you are perceived as an employer across all stakeholder groups – even though you may only be a customer at John Lewis, you have a perception of what it is like to work there.  Perceptions around your reputation as an employer are key across all stakeholder groups.

·      To benchmark your organisation or business as an employer across your sector and its competitors in order to inform your market position and maximise your appeal.

·      To inform, clearly define and easily refine your Employee Value Proposition.

·      To know, from an evidence base, how to speak to your past, potential and future employees.

·      To have confidence that your story as an employer will resonate with them and be able to adapt that story.