Back to Listing
Employment Branding Courses , HR Practitioners Training
13 March 2020
An organization with an excellent employment brand will attract top talent and keep them. This session distinguishes employment brand from organizational brand and also distinguishes employment brand to internal brand. The session also describes how to establish and maintain an employment brand and influence how the organization is perceived by prospective or present employees.
Turnover is a major challenge in a full employment economy. One way to attract, develop and retain top talent is to cultivate an organization’s employment brand.
Without it, organizations may have trouble getting anyone to work for them. An employment brand answers the question "why do you work for us when you could work elsewhere?" A related question has to do with internal brand, which answers the question "why do you work in this department and not others?" This session examines employment brand as a way attract and retain top talent.
Dr.William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. He is also President of his own consulting firms-Rothwell & Associates, Inc. and Rothwell & Associates, LLC. At Penn State University he heads up a top-ranked graduate program in organization development/change. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles-including 111 books. Before arriving at Penn State in 1993, he had nearly 20 years of work experience as a Training Director and HR professional in government and in a multinational business.