INTRODUCTION

At its heart, an Employee value proposition (EMPLOYEE VALUE PROPOSITION)

is the unique set of benefits an employee receives in return for the skills, capabilities and
experience they bring to a company. An Employee Value Proposition describes the mix
of characteristics, benefits, and ways of working in an organization.
Imagine a situation where you have to sell jobs for your organization to individuals
who have many lucrative job options in hand, what would sell the job options in hand, what
would you sell the job for or would you actually be able to attract the right talent towards a
certain jobs! Every organisation wants the best talent on – board, but how many of them
actually succeed in the same?
In today’s competitive world the employment opportunity is becoming challenging
and not only its opportunity but also its retainment by the employees has become quite
difficult on the organisation’s perspective. EMPLOYEE VALUE PROPOSITION is one of
the toolby which management can attract and retain the employees in the organisation.
 PROCESS OF EMPLOYEE VALUE PROPOSITION

EMPLOYEE VALUE PROPOSITION is the unique set of benefits which an

employee receives in return for the skills, capability and experience they bring to a
company.

An EMPLOYEE VALUE PROPOSITION is about defining the essence of your

company; how it is unique and what it stands for. It encompasses the central reasons
that people are proud and motivated to work there, such as the inspiring vision or distinctive
culture.

Here are some tips on creating a compelling EMPLOYEE VALUE PROPOSITION:

1) Understand existing perceptions

To develop a strong, realistic EMPLOYEE VALUE PROPOSITION, you must first

understand what perceptions existing staff and potential employees have about your
company brand and culture. For example:

• Why are potential employee attracted to the company?

• Why do they stay?

• What do they value most about working there?

This information can be gathered through employee surveys, focus group, and exist
interviews, as well as through feedback from former employees and job applicants.

2) Determine key selling points

Establish a cross-functional team to review the research results and the aspects of
your business that people value the most. Use this information to draft anEmployee
value proposition, ensuring the following questions are considered:

Does it align with your strategic objectives?

Does it clearly differentiate your company?

Test your Employee value proposition with existing employees and a sample group
from the external market to see if it adequately articulates why an individual would
want to work for your company.
3) Communicate the message

Once you Employee value proposition has been defined, find creative and relevant
ways to communicate it to the people you are trying to attract. Start by conveying it
through all hiring

Channels such as company websites, advertising and the interview process, so that
communicating a compelling Employee value proposition prospective talent can
determine if they would make a good fit for your business. Consistently
communicating a compelling Employee value proposition through branding,public
relations and marketing will also help the passive labour market form a positive
perception about the value of working for your company.

4) Ensure alignment

Existing employees are your most powerful source of advertising and play a key role
in helping to attract talent with the right cultural fit. To cultivate brandambassadors,
your employees must see consistency in the image you sell external and in the day -
to- day reality of working for your company. Incorporate the Employee value
proposition into the company’s induction plans, reward, and recognition schemes,
internal communications, policies and business plans, so that it is reflected in the way
your company conducts its daily operations. Review your annually to ensure that it
continues to reflect the changing employee experience.
 3 C’S MODEL

The 3 C’s of marketing, a strategic marketing concept, is a very popular concept for
marketers. This concept takes into consideration 3 variables to explain a complete marketing
strategy. These 3 variables are dynamic in nature and fully depend on each other. In case of
any variable changes, it affects the other variables as well.

The strategic 3 C’s of Marketing is a strategic triangle when integrated, a sustainable

competitive advantage can be achieved. Customers have different wants and needs. The
company find out these wants and offer products and services. To fulfill their customer wants
and needs the company offers low cost and differentiated products from their competitors.
Similarly, competitors also try to offer a differentiated product to have a competitive
advantage.
This concept of marketing strategy focuses on the dynamic and interrelated relationship of 3
Cs Here I will explain these 3 variables with examples.

* CULTURE

* CONTRIBUTION

* CAPABILITY
 CULTURE

Culture is the characteristics and knowledge of a particular group of people, encompassing

language, religion, cuisine, social habits, music and arts.Culture is a collective programming
of the mind that distinguishes the members of one group or category of people from another.
Culture is a collective programming of the mind that distinguishes the members of one group
or category of people from another.A culture is a way of life of a group of people--the
behaviours, beliefs, values, and symbols that they accept, generally without thinking about
them, and that are passed along by communication and imitation from one generation to the
next. In every company, every employee belongs to different culture. Examples of Culture.
Culture can be viewed as the customs, arts and social interactions of a particular nation,
people, or other social group. It can also be defined as an appreciation of the arts
and human intellectual achievement.
 ORGANIZATIONAL CULTURE

Organizational culture encompasses value and behaviours that contribute to the unique social
and psychological environment of a business. The organizational culture influences the way
people interact, the context within which knowledge is created, the resistance they will have
towards certain changes, and ultimately the way they share (or the way they do not share)
knowledge. Organizational culture represents the collective values, beliefs and principles of
organizational members and is a product of factors such as history, product, market,
technology, strategy, type of employees, management style, and national culture; culture
includes the organization's vision, values, norms, systems, symbols, language, assumptions,
environment, location, beliefs and habits.
 TYPES OF ORGANIZATIONAL CULTURE

Clan Culture

This working environment is a friendly one. People have a lot in common, and it’s similar to
a large family. The leaders or the executives are seen as mentors or maybe even as father
figures. The organization is held together by loyalty and tradition. There is great involvement.
The organization emphasizes long-term Human Resource development and bonds colleagues
by morals. Success is defined within the framework of addressing the needs of the clients and
caring for the people. The organization promotes teamwork, participation, and consensus.

Adhocracy Culture

This is a dynamic and creative working environment. Employees take risks. Leaders are seen
as innovators and risk takers. Experiments and innovation are the bonding materials within
the organization. Prominence is emphasized. The long-term goal is to grow and create new
resources. The availability of new products or services is seen as success. The organization
promotes individual initiative and freedom.

Market Culture

This is a results-based organization that emphasizes finishing work and getting things done.
People are competitive and focused on goals. Leaders are hard drivers, producers, and rivals
at the same time. They are tough and have high expectations. The emphasis on winning keeps
the organization together. Reputation and success are the most important. Long-term focus is
on rival activities and reaching goals. Market penetration and stock are the definitions of
success. Competitive prices and market leadership are important. The organizational style is
based on competition.

Hierarchy Culture

This is a formalized and structured work environment. Procedures decide what people do.
Leaders are proud of their efficiency-based coordination and organization. Keeping the
organization functioning smoothly is most crucial. Formal rules and policy keep the
organization together. The long-term goals are stability and results, paired with efficient and
smooth execution of tasks. Trustful delivery, smooth planning, and low costs define success.
The personnel management has to guarantee work and predictability.
 CONTRIBUTION

Contribution plays a very important role in every employee’s life. Contribution,

when you make a contribution, it means you're giving something away — whether it's your
money, your possessions, or your time. A contribution can take many forms.
Some contributions are measurable, like a $10 donation to the Salvation Army.
A contribution is a sum of money that you give in order to help pay for something. A piece of
writing submitted for publication in a journal, book, etc. So, in very company employee has
to make his /her contribution.
 CAPABILITY

The power or ability to do something.is known as capability. Examples of organizational

capabilities would include, among others: inspiring leadership; agility and speed; customer
focus and innovation. The capabilities that have been identified are: literacy. numeracy.
information and communication technology capability. critical and creative thinking.
Personal and social capability involves students in a range of practices including recognising
and regulating emotions, developing empathy for others and understanding relationships,
establishing and building positive relationships, making responsible decisions, working
effectively in teams, handling challenging. In its simplest form, a capability statement is a
promotional or marketing statement about your business and its capabilities and skills that
advertises who you are and what you do. However, Capability Statements must be tailored to
your audience: the government buyer or prime contractor. Every employee has a capability to
do work, create ideas about the projects of his own etc.
BENEFITS OF AN EFFECTIVE EMPLOYEE VALUE PROPOSITION

It is a known fact now that there is more to employee satisfaction than just remuneration
(salary and benefits). E V P has been proven crucial to attracting, hiring and retaining the best
talent in the industry. This goes a long way in helping prioritize the HR policies, create a
strong brand in the eyes of people, and helps in workforce engagement.

* To Attract Employee:Organisations with effective EMPLOYEE VALUE

PROPOSITIONs are able to source from a much deeper pool of talent in the labour
market. Top- performing organisations draw candidate from about 60% of the labour
market, including “passive” candidate who would otherwise be content to stay with
their current job.lesser-performing organisation a6re able to source only from the
most active 40% of the workforce.

* To get more dedication and commitment from employees:Organisation with

effective EMPLOYEE VALUE PROPOSITIONs enjoy significantly higher levels of
commitment/engagement from their employees. Top performing organisations have
30% to 40% of their workforce displaying high level of commitment, compared to
less than 10% in under-performing organisations.

* A tool of motivation:There has always been a shortage of talented people in certain

occupations, and the knowledge- intensive nature of industry and competition in
developed economics will just add becomes an ever more important strategic driver
for organisations, so called talent wars are unlikely to diminish in a recession.
 KEY ELEMENTS OF AN EMPLOYMENT VALUE PROPOSITION

There are five key areas that should be touched on with most EMPLOYEE VALUE
PROPOSITIONs:

1. Tangible Rewards

As simple as it sounds, wages, bonuses, commissions, benefits, work tools, trips and
any other tangible benefits an employee can expect from performing a job should be
included. Savvy candidates are looking at the entire compensation package rather than
just the raw dollars.

2. The Opportunity

This part of the EMPLOYEE VALUE PROPOSITION addresses the need for
candidates to understand where this position can lead them on their own career path.
More and more, job seekers are looking for their next job even as they are starting a
current one. Richard is taking a job as an accounting clerk while trying to grow into
an accounting manager position; Rachel is taking a merchandising position while
looking for an opportunity to become a corporate buyer, and so forth.By clearly
defining where each position sits within your corporate structure and where within
your organization you expect this position to lead, job seekers can envision their
career path several steps at a time. This is a value-add that really strikes a chord with
new hires.

3. The Organization

Building an EMPLOYEE VALUE PROPOSITION includes building the overall

employment brand. People want to work for companies they can be proud of. What is
it that sets your company apart from others in your industry?

4. The People

“Who will I be working with?” is a popular question candidates ask, and thus the
answer must be part of your EMPLOYEE VALUE PROPOSITION. Can you point to
anyone who may be seen as a mentor or thought leader who will interact with the
person who fills this position? What about the team atmosphere and group dynamics?
 What is the tenure of others in this role? Will this be an independent or work-from-
home role?

5. The Work Itself

What does a day in the life of this position look like? If you can accurately describe
the keys to success in the role at hand, the potential new employee has the chance to
envision themselves in it. The more detail and content, the better. You want to
highlight what a good day looks like, and it exists for every role from ditch digger to
futures trader. Find what a good day on the job looks like and describe it as part of
your employment value proposition. As the job seeker projects themselves into the
role, they will soon discover how well the job fits them and you should begin to see
an influx of better-prepared candidates.
 FACTORS THAT INFLUENCE YOUR EMPLOYEE VALUE
PROPOSITION

Defining an EMPLOYEE VALUE PROPOSITION is about assessing the essence of

your company – what makes it special and what exactly it stands for. It should cover all the
core reasons that people are proud and motivated to work there, such as the fun workplace
or distinct company culture.

A strong EMPLOYEE VALUE PROPOSITION is the key to your organisation

retaining its top performers and attracting the best external talent at the same time.

Employee value proposition is a broad concept but can be broken down into five main
components:

Financial compensation

This is about your employees’ satisfaction with their salary and additional financial
rewards such as bonuses and promotions. Does your team feel paid often enough? Do they
feel treated fair enough?

Employment benefits

This covers a wide range of work benefits such as paid time off (holidays, vacation
and sick days), life and accident insurance as well as health, dental, retirement, tuition,
disability benefits.

Career development

This explores how you can contribute to the development and growth of your
employee’s career, through opportunities for training and education, sponsored air trips to
industry gatherings, etc.

Work environment

This is aFib out deliberately understanding the different factors that constitute
a positive work environment. This includes everything from customised office space design
to regular team building exercises for building camaraderie to providing professional
mental health experts for your team.
Company culture

A great company culture is built on maintaining positive relationships between

colleagues, juniors and seniors and is characterised by a sense of trust, collaboration,
team spirit and support. For example, this article lists 9 powerful culture.
 EXAMPLE

Netflix, Inc. is an American media-services provider and production

company headquartered in Los Gatos, California, founded in 1997 by Reed
Hastings and Marc Randolph in Valley, California. The company's primary business is its
subscription-based streaming OTT service which offers online streaming of a library of films
and television programs, including those produced in-house As of April 2019, Netflix had
over 148 million paid subscriptions worldwide, including 60 million in the United States, and
over 154 million subscriptions total including free trials. It is available almost worldwide
except in mainland China (due to local restrictions) as well as Syria, North Korea,
Iran, and Crimea (due to US sanctions). The company also has offices in the Netherlands,
Brazil, India, Japan, and South Korea. Netflix is a member of the Motion Picture Association
of America (MPAA).

Netflix's initial business model included DVD sales and rental by mail, but Hastings
abandoned the sales about a year after the company's founding to focus on the initial DVD
rental business. Netflix expanded its business in 2010 with the introduction of streaming
media while retaining the DVD and Blu-ray rental business. The company expanded
internationally in 2010 with streaming available in Canada, followed by Latin America and
the Caribbean. Netflix entered the content-production industry in 2012, debuting its first
series.

Since 2012, Netflix has taken more of an active role as producer and distributor for
both film and television series, and to that end, it offers a variety of "Netflix Original" content
through its online library. By January 2016, Netflix services operated in more than 190
countries. Netflix released an estimated 126 original series and films in 2016, more than any
other network or cable channel. Their efforts to produce new content, secure the rights for
additional content, and diversity through 190 countries have resulted in the company racking
up billions in debt: $21.9 billion as of September 2017, up from $16.8 billion from the
previous year. $6.5 billion of this is long-term debt, while the remaining is in long-term
obligations. In October 2018, Netflix announced it would raise another $2 billion in debt
to help fund new content.
 CONCLUSION

A good performance assurance model which supports measuring and recognizing

contribution fairly across the organization, and, additionally and providing an assured model
of predictive performance will make robust and proactive. So 3c’s model: culture,
contribution and capability playsa very important role in every organization.
 REFERENCES

 http://www.employeevalueproposition
 http://www.the3cmodel:Culture,CapabilityAndContribution
 http://www.benefitsofemployeevalueprosposition
 http://www.organizationculture
SNAP SHOTS
 CONTENTS

 Introduction

 Process of employee value proposition

 3C’s Model

 Culture

 Organizational culture

 Types of organizational culture

 Contribution

 Capability

 Benefits of an effective employee value proposition

 Key elements of an employment value proposition

 Factors that influence your employee value proposition

 Example

 Conclusion

 References

 Snap shots