This is a confession of the changelessness of Christ. We find the substance here is the former leaders had unchanging faith. It is important to for current leaders to learn from past leaders and to remain steady in the faith.
Think of your past leaders. Who provided you with examples of unchanging faith? How does this influence you today? What can we carry forward to the future from these leaders?
There is an established link between company brand and organizational culture. Company brand influences potential employees, and organizational culture sets the tone for all members’ interactions, growth, challenges, and ultimately is an element in whether they remain or depart. We are at a time in which organizational image and purpose resound with prospective job applicants. As you learn about the employee experience, post a response to one of the specific areas below:
What actions can HR take to influence the image of the organization from the perspective of applicants and employees?
How would a strong relationship with the sales and or marketing staff of the organization benefit the HR office in enhancing how potential employees view the company?
How does “purpose” influence organizational image in the eyes of prospective applicants and employees?
“So now we are going to brand CapraTek? I thought brands only mattered to customers, not prospective employees.” Robert looked interested now, if still a bit frustrated.
Alley continued, “Well, Robert, we have to project CapraTek’s brand to candidates, too. Just as the marketing department tells consumers how great our products are, we have to convince the brightest, most ambitious people to come work for us.People these days want to know that their employer is invested in them and their growth as employees and as human beings, just like CapraTek did for you last year when you went to Haiti.”
“Yeah, Alley. CapraTek gave me paid leave so I could go to Haiti and help build a school.That little village has a well-built school now—they are really proud of it and I felt thankful that CapraTek donated the money for the bathrooms too.”
“Robert, that is how every employee wants to feel. CapraTek listened to your goals and dreams and helped you achieve something that was really important to you. They invested in you as a human being.”
Everyone wants to feel as if their work has a purpose. Many companies incorporate their social responsibility initiatives into their employer brand to attract talent. This week, you will consider how organizations create their culture, sometimes including social responsibility, to help give meaning to the work of their employees and potential candidates. Collaboration between the HR and marketing departments can contribute to strategic branding for employees as well as consumers.
(2015, June 16). Futurestep survey: Organizational culture and employer brand are top competitive advantages when recruiting talent. Business Wire.
This article includes results from a survey of executives on what gives a competitive advantage when recruiting top talent, including employer brand and culture.
Milligan, S. (2018). HR 2025: Reach new heights by becoming a trusted advisor. HRMagazine, 63(7), 30–33,36,38.
With examples of real company branding initiatives, this article makes the case for the reason that branding matters to job seekers and to the company.
HR and Marketing as Partners
(2016, July 26). HR C-suite: HR and marketing: Working together to build brand. Newstex Global Business Blogs.
This article emphasizes that when the HR and the marketing department work together they are able to build brand ambassadors that engage with consumers who look for what the company represents when they consider a purchase.
Tavis, A. (2017). How HR and marketing are reinventing the talent brand together. People and Strategy, 40(4), 8–9.
This article uses three case studies to illustrate how competing for talent, personalizing the employee experience, and providing transparency as if employees were customers is the new normal.
Buhlman, N. W.,
Read the SHRM case study Integrating a Human Resource Information System and answer the questions below based on the
Management Assignment Help Read the SHRM case study Integrating a Human Resource Information System and answer the questions below based on the case study and information provided for context. You may use information from the lectures and readings to supplement your answers, if necessary.
What type of evaluation/closure would help this project?
If you were to create some of your own “lessons learned,” what might they be, and how would they affect future projects?
For additional details, please refer to the Case Study Analysis Rubric document.
On page 26 of the attached textbook, you should answer Chapter 2 Review Question #4. Your response should demonstrate that you have critically read, analyzed, processed, and critiqued the chapter. Your writing will show your full engagement with the content of the chapter.
Your answers are your direct responses to the question about the chapter.
Minimum of 3 peer-reviewed references including the textbook attached
Textbook Reference: Brewer, E. C.,