ASSIGNMENT 1 JOURNAL REVIEW INSTRUCTION. 1. Make a systematic journal review of at least 3 article over google scholar ( in relation to good/best practices of human resource management in the areas of HRM. 2. Suggested sites : https://scholar.google.com/ https://search.ebscohost.com/Login.aspx (Note: if no account yet contact the GSPS librarian thru https://web.facebook.com/ublrc. Or follow the tutorials in the their fb page) https://universityofbohol.edu.ph/journals/ https://www.ajmrd.com/ 3. Follow correct format. And strictly no plagiarism allowed. To paraphrase use https://quillbot.com/. For Grammarly and plagiarism checks use free version of https://app.grammarly.com/. Format Title page: Title: Employer Branding: Branding: Brand Equity-Based Liter and EquityBased Literature Reviews and Views, and Research Program Name : Giesa Mae C. Balicog Date: August 16,2022 Abstract: Academic interest in employer branding has increased significantly over the past two decades . At the same time, however, employer branding studies .A fragmented field with heterogeneous interpretations of the concept of employer branding and its scope has hindered further theoretical and empirical progress. To strengthen the foundation for future work, this document incorporates Brandhis Equity perspective. Review existing literature and create an integrated model for employer branding. Using an analytical approach, the authors identify 187 articles to integrate. Along the various employer branding aspects and branding strategies: (i) conceptual; (ii) Employer Knowledge Dimension; (iii) Employer Branding Activities and Strategies. upon Based on this review, the author develops her employer branding value chain model. And we will derive future research paths and practical implications. Introduction: “Brands do not happen by chance, they are products Result of careful execution – explicitly or Implicit – a sequence of logically linked steps Consumers” (Keller 2011, p. 125). Faced with a growing global talent shortage Organizations are looking for a comprehensive strategy. Attract and retain potential and current employees (Guthridge et al. 2008; Manpower Group 2014). Or The urgency of this situation is evidenced by the current situation Global survey showing over 37,000. More than a third of his employers in 42 countries reported 2014 Talent Shortage – Highest Percentage 7 years (ManpowerGroup 2014). In the human resources interface (HRM) and brand marketing, employer brands ing (i.e. approach to recruitment and retention).This includes internal and external funds A company with a clear idea of doing things differently desirable as an employer"; Livens 2007, p. 51) have Suggested as an effective organizational strategy. To differentiate from competitors, Competitive Advantage in the Job Market (Collins et al. Stevens 2002; Levens and Highhouse 2003). The purpose of this research is to bridge two areas of research that have grown relatively apart:organizational identity and employer branding (employer image). In particular, we believe it is important to examine what factors both corporate outsiders (applicants) and corporate insiders (employees) associate with particular employers.In summary, given this state of the literature, it Is pivotal to integrate extant theoretical and empirical approaches and establish a clear view of what Comprises employer branding, to strengthen future Development of the field. This paper addresses this Need and contributes to the literature in four important ways. First, it clarifies existing research on employer branding by distilling the constructs used and showing their differences from and connections to related fields, and by (re)focusing employer branding on The guiding theoretical construct of marketing-based Brand equity theory. Second, this paper comprehensively systematizes employer branding research by Identifying, summarizing and discussing the disciplines and sub-fields in employer branding. Third, we summarize our insights into an integrative employer branding value chain model. Fourth, we identify and propose areas for future research to refine and extend employer branding evidence and Theory. Body (subtopics being addressed): It is important for employers to distinguish between the two terms Brand research: “employer brand” vs. “employer” branding process”. Relationship between HRM and Brand Marketing, Ambler Barrow (1996, p. 8) describes employer branding as: Functional, economic and psychological package Identified significant benefits resulting from employment with the company that employs them.” Specific association Emphasis is placed on company job offers in the well-cited and measured definition by Backhaus Tikoo (2004, p. 502) says: The Mento brand highlights a unique aspect of the company are vacancies or circumstances. Corporate Philosophy Since Founding Petitioner. by attracting, motivating and retaining Current and potential employees of the company. this Clear criteria for a job offer or "pack" Compensation characteristics or employment benefits age and benefits offered to employees are often referred to as: Employer Value Proposition (Barrow and Mosley 2005; Edwards 2010, p. 7). In contrast, “employer branding” Build an Identifiable and Unique Employer identity" or more precisely " A unique and attractive image as an employer (back House 2004, p. 117; Backhaus and Tikoo 2004, p. 502). Marketing principles apply Management of tangible and intangible assets offer of employment. B. Communication Cation Campaign to Raise and Strengthen Awareness Brand and desired relationship Tribute” (Collins and Stevens 2002; Edwards 2010, p. 1122). For our review it is essential the apparently underlying associated em- vendor branding construct. Therefore, Table A1 (See Appendix A in Support Information). Summary of frequently used syntax 1 in overall employer branding survey our rating. Based on literature survey Naturally, we will later derive a synthesizing definition. Employer branding that works with us Literature Classification and Employer Models Branding developed by our company (see Figure 1). Conducted one using a three-step iterative process .A Comprehensive Review of Employer Branding Literature: (1) identification of relevant literature; (2) details Structure and content analysis of literature; (3) merging items and clustering them into categories; Studies on research integration (Armstrong et al. 2012; Turner et al. 2013). before discussing these phases that describe inclusion and search criteria our review. Conclusions: Our Review of Employer Branding Surveys Categorize and structure employer branding materials.This spans almost 20 years and spreads over several years. Fields of HRM, Marketing and Psychology.Create a uniform system and strengthen the workplace.By providing guidance to researchers about flow through the literary status quo and the establishment of common Basis for future research in this field. The model integrates the branding credentials of current employers. Search and indicate future research avenues. A brand equitybased approach to the field. We hope that our review stimulates research dealing with it. Many uncharted territories in employer branding. Before discussing the categories, various rationales used throughout the literature in relation to employer branding.To that end, we have grouped the following theories 3 areas. The first area of theory (explicitly) Marketing-based brand equity often linked Arrive at or come up with another theory. Others theories or are directly related such as distinction theory/framework of brand equity theory (e.g. tool-symbol and employer knowledge framework) or indirectly linked as a supplement theory explaining support Termination regarding branding or branding- signaling processes (e.g. signal theory and social identity, imaging congruence theory, accessibility-diagnosis and develop the ability model. The second area of theory can be distinguished by brand interaction or the branding process. For before rich, application of tools-icons framework, employer knowledge framework, imhomogeneity, expectation theory and need theory focus on interpreting brand-related interactions (images) (see table A3 in Supplementary Information).In on the other hand, the application of the ability to construct Model, source reputation framework, or transformation. Action- and relational perspectives of marketing services Theoretical basis of the branding process. We also try to group theories related to the difference Employer brand target groups and current employees. However, we do not see Specific models of the application of theories related to the Groups. Finally, there is still a rather general organization. Theory is rarely applied. In this case, theories act as a global anchor for emphasis. Branding from a broader perspective and demonstrating its organizational necessity (e.g. resource-based views, Stakeholder theory). In summary, the above proves the difference Generous theoretical approaches applied to employers Branding. He also showed that the theory of brand equity. And subordinate theories are directly attributed to Core test and the majority of dominant theories Field. Literature Cited: Use APA format THEURER, Christian P.; TUMASJAN, Andranik; WELPE, Isabell M.; and LIEVENS, Filip. Employer branding: A Brand equity-based literature review and research agenda. (2018). International Journal of Management Reviews. 20, (1), 155-179. Research Collection Lee Kong Chian School Of Business. Available at: https://ink.library.smu.edu.sg/lkcsb_research/5774 Personal Reflections and Reactions (based on work-related experiences) at least 150 words. Building and maintaining a successful brand is a long-term process that goes beyond social media. That’s certainly not something we’re taught in our workplace. There are some highlights to consider as we begin this journey. Is it important to build a personal brand? In short, yes, for reasons other than yourself. The goal is for employers to seek you out as you become more prominent in a particular area.By being actively and continuously involved in your areas of interest, brands can help build trust and credibility.The work we put into developing and maintaining your brand will of course benefit your career, but it will also give you a better understanding and confidence in yourself and your profession. For the most part too and I think that’s a big plus!Employer branding has received a lot of attention in recent years from practitioners and Academics. It is believed that a corporate brand can only be realized when it reaches all stakeholders, not just consumers. While there is a lot of literature on how companies should build their employer brand, little attention has been paid to the specific answers companies offer when they face the challenge of building an employer brand. Today, businesses must attract, develop and retain talent with new strategies that secure a competitive edge in the job market while leveraging human capital to reduce costs. In fact, this need has proven to be one of key concerns in business scenarios.
