TM - May 2008 - (Page 19) Employer Brand, On-Boarding and Company Performance On the first day of work, an employee is exposed to a company’s values, mission, culture and attitudes. This usually happens during the employee on-boarding process. The new employee soaks in the company atmosphere via provided materials, messages from colleagues and communications from HR and business leaders. Imagine an employee who has a negative first impression because the company mission is unclear, on-boarding instructions or product materials are inconsistent or colleagues are complaining. Given those mixed messages, that person may wonder about the viability of the company and may not commit fully to the organization or his or her new role. Then imagine an employee arrives for the first day of employment and finds a solid company message on the organizational culture and mission. Colleagues are upbeat, and company product and service information is clearly and consistently presented. This employee likely would be more excited to be part of that team than the former. Further, the employee presented with positive, consistent employer brand message is more likely to refer a skilled peer to the organization. “A new hire’s on-boarding is only the beginning of the overall employee experience,” Rudow said. “That initial interaction is reinforced by a series of touch points around the company’s mission, vision and values, learned through the attitudes and behaviors of colleagues and executives. Those touch points become the foundation of an employer brand.” On-boarding programs are a perfect opportunity to reinforce the employer brand and generate a positive employee experience. For example, a leading media organization has a comprehensive way to help new hires get acclimated quickly and get them excited about the company and its brand. Each employee goes through a formal online on-boarding program in which they hear the company mission from the CEO, learn about the company culture and history, and learn about its core products and value propositions. They receive buddies or mentors to guide them on their career paths. The company’s focus on the employee experience via a formal on-boarding program has had a high impact on engagement and performance. Employees know how to do their jobs, are clear on company values and messaging, and feel part of a greater purpose. Activities and messages are delivered through a Web-based 3 RD ANNUAL HUMAN CAPITAL CALL FOR ENTRIES To find out more, visit www.shrm.org/leadershipawards AWARDS 2008 LEADERSHIP Time to Shine We‘re seeking HR visionaries who inspire success. 2008 AWARD CATEGORIES ß Strategic HR Leadership ß Innovative Business Solution ß Competitive Workforce ß Human Capital Business Leader of the Year NOMINATIONS CLOSE MAY 30, 2008 http://www.shrm.org/leadershipawards http://www.shrm.org/leadershipawards http://www.shrm.org/leadershipawards
Table of Contents Feed for the Digital Edition of TM - May 2008 Talent Management - May 2008 Editor's Letter Contents Human Performance Leading Edge Learning Connections Make the Connection: Effective Employee Evaluations Vacation: The Benefit Many Employees Don't Take The Four Pillars of Managing Performance Transform Talent With Deeper Skill Specialization Mentoring's Role in Succession Planning Graybar: Supporting a Long-Term View of Talent Management American Diabetes Association: On a Mission to Improve Employee Health Taking the Talent Pulse: What Drives High Potentials? American Systems Employees Earn a Piece of the Pie Advertisers’ Index Editorial Resources Full Potential TM - May 2008 TM - May 2008 - (Page Intro) TM - May 2008 - Talent Management - May 2008 (Page Cover1) TM - May 2008 - Talent Management - May 2008 (Page Cover2) TM - May 2008 - Talent Management - May 2008 (Page 1) TM - May 2008 - Talent Management - May 2008 (Page 2) TM - May 2008 - Talent Management - May 2008 (Page 3) TM - May 2008 - Editor's Letter (Page 4) TM - May 2008 - Editor's Letter (Page 5) TM - May 2008 - Contents (Page 6) TM - May 2008 - Contents (Page 7) TM - May 2008 - Contents (Page 8) TM - May 2008 - Contents (Page 9) TM - May 2008 - Human Performance (Page 10) TM - May 2008 - Human Performance (Page 11) TM - May 2008 - Leading Edge (Page 12) TM - May 2008 - Leading Edge (Page 13) TM - May 2008 - Learning Connections (Page 14) TM - May 2008 - Learning Connections (Page 15) TM - May 2008 - Learning Connections (Page 16) TM - May 2008 - Learning Connections (Page 17) TM - May 2008 - Learning Connections (Page 18) TM - May 2008 - Learning Connections (Page 19) TM - May 2008 - Learning Connections (Page 20) TM - May 2008 - Learning Connections (Page 21) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 22) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 23) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 24) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 25) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 26) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 27) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 28) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 29) TM - May 2008 - The Four Pillars of Managing Performance (Page 30) TM - May 2008 - The Four Pillars of Managing Performance (Page 31) TM - May 2008 - The Four Pillars of Managing Performance (Page 32) TM - May 2008 - The Four Pillars of Managing Performance (Page 33) TM - May 2008 - Transform Talent With Deeper Skill Specialization (Page 34) TM - May 2008 - Transform Talent With Deeper Skill Specialization (Page 35) TM - May 2008 - Mentoring's Role in Succession Planning (Page 36) TM - May 2008 - Mentoring's Role in Succession Planning (Page 37) TM - May 2008 - Mentoring's Role in Succession Planning (Page 38) TM - May 2008 - Mentoring's Role in Succession Planning (Page 39) TM - May 2008 - Graybar: Supporting a Long-Term View of Talent Management (Page 40) TM - May 2008 - Graybar: Supporting a Long-Term View of Talent Management (Page 41) TM - May 2008 - American Diabetes Association: On a Mission to Improve Employee Health (Page 42) TM - May 2008 - American Diabetes Association: On a Mission to Improve Employee Health (Page 43) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 44) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 45) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 46) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 47) TM - May 2008 - American Systems Employees Earn a Piece of the Pie (Page 48) TM - May 2008 - Editorial Resources (Page 49) TM - May 2008 - Editorial Resources (Page 50) TM - May 2008 - Editorial Resources (Page 51) TM - May 2008 - Editorial Resources (Page 52) TM - May 2008 - Editorial Resources (Page Cover3) TM - May 2008 - Editorial Resources (Page Cover4)
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