Organizational Attractiveness-Free-Samples-Myassignmenthelp.com

Questions: 1.What attributes make an Organization attractive to you? Do you think the attributes you Identified are applicable to recruiting talent within the general Workforce? 2.What are the main attributes that contribute to talented people choosing one Organization over another? Answers: Introduction The discussion is regarding Organizational Attractiveness, that there are attributes which makes an organization attractive at the time of applying for a position. Here it is discussed what attributes attracts, how they attracts and whether they are applicable to recruit general workforce. Finding those attributes which contributes to talented people that they chose one organization over another. 1.Attributes that makes an organization attractive It is suggested that to make a company attractive with an intention to hire high-performing employees who would allow the company to grow. In order to do so the company is required to make few small changes to overhaul the companys culture (Silzer, Dowell, (Eds.), 2010). The company who outlines their job description and explain well enough to employees the requirements to move up in their company. A company must offer devise benefits and attractive salary packages who would meet or may be exceed the industry standards. A positive corporate culture is far more attractive than any other perks in a company. The mediocrity and negativity, politics at workplace are huge turnoffs. An employee communication policy is an attractive attribute for employees where managers and supervisors communicate with employees to discuss future changes and exchange ideas, it is one of the effective approach. Empowering employees by giving them freedom to work and explain them that how they can contribute to the success and make clear by specifying them the expectations from them (Leekha Chhabra, and Sharma, 2014). Applicability of attributes identified The attributes which are identified will definitely be applicable to recruit the talent within the general workforce. As the workforce is the main element of an organization their empowerment, a positive corporate culture and perfectly defined requirements and expectation from employees will attract the general workforce. 2.Main attributes that contribute talented people Companies with strong and effective EVPs (employee value proposition) which is related to a companys brand who would attract people to join organization. Having a strong EVP approach would attract the applicants who will most likely be best performers and befitted to the culture of the company. By following employee value proposition, company can understand their top performers through a definitive guide which attracts potential applicants by way of characterizing the needs of organization that what they are expecting from applicants. This whole scenario will guide applicants to perform well enough and entice other people to follow the lead (Vomberg, Homburg, Bornemann, 2015). Company can define their corporate culture and values and be consistent of what they do. In a corporate culture when workforce is committed to the objectives of organization also engage to work for their personal success. A healthy and honest corporate culture will attract employees who are fit for the job and who would align their values with the corporate ones. This projects positivity all over and ultimately embrace customers and applicants as well (Gallup, 2017). Organization can showcase their whimsical work environment and promises to maintain the same over the years in order to recruit the top talent in their organization. The organization who embrace an innovative culture which supports communication within their teams. Resultant employees will put their best of ability to reach goals of a company. References Gallup, I. (2017). What Attracts the Best Employees to a Company?. [online] Gallup.com. Available at: https://news.gallup.com/businessjournal/189212/attracts-best-employees-company.aspx [Accessed 2 Nov. 2017]. Leekha Chhabra, N., Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), 48-60. Silzer, R., Dowell, B. E. (Eds.). (2010). Strategy-driven talent management: A leadership imperative. San Francisco, CA: Jossey-Bass. Vomberg, A., Homburg, C., Bornemann, T. (2015). Talented people and strong brands: The contribution of human capital and brand equity to firm value. Strategic Management Journal, 36(13), 2122-2131.