If your company is one that’s demonstrated a superior approach to human capital management, then you’re no doubt itching to earn some recognition for your efforts. If both sides are happy – employees are engaged and productive, and the C-suite is happy with the work they’re seeing – that’s when you know your company has something really special going. Isn’t it time you let the world know it?
The best companies to work for – the “employers of choice,” as they’re called – are often awarded for it. Those businesses that offer unique programs aimed at improving recruitment, elevating engagement and increasing retention will emerge with the trophies in the end.
Let’s survey the awards landscape and look at what companies do to set themselves apart and break into that upper echelon.
Employers Of Choice & Culture Change
For any company that’s looking to earn recognition as an employer of choice, it’s important to understand that this won’t happen overnight. It’s sure to be a long-term process – one that begins with reshaping your entire organizational culture, which is no small feat.
According to Edgar Schein, one of the most prominent theorists on organizational culture, culture consists of “a pattern of shared basic assumptions invented, discovered, or developed by a given group.” Obviously, you can’t just change people’s basic assumptions in the blink of an eye. You’ve got to work hard to reshape people’s thinking.
Ceridian’s viewpoint on this matter is that the best companies strive to find a culture that fits into at least one of the four C’s – collaborative, creative, controlling or competing. Will your workplace thrive because everyone works together, or because they all fight individually to get ahead? Will people have the freedom to pursue their own dreams and ideas, or alternatively will their outlook be mandated from above them on the corporate ladder?
All of these decisions are up to each individual enterprise to decide.
Employer of Choice Awards: Which Recognitions Matter Most
Once you’ve changed your corporate culture and set the workforce on the fast track to success, the next step is to set your sights on particular awards that your company may be able to win for its human capital management strategies.
This, too, is a multi-step process. First, you’ll want to determine the award that best fits the scope and focus of your organization. Then, you’ll want to carefully review your organization’s practices and determine where you excel, versus where you still fall short compared to the competition.
If you have weaknesses, shore them up! Don’t be afraid to get aggressive and change the areas where your company could still stand to improve. For every gap you see between your own company and its nearest competitors, consider what it would take to fill it, then go for it and be the best employer you can be.
Read more at the Ceridian Blog. For more good stuff from Sara, check out our exclusive Recruiting Daily Q&A with Sara: “The People Behind the Product: HR Leadership Lessons from Ceridian.
About the Author:
Sara Hill is the Chief Human Resources Officer for Ceridian. In this role, Sara oversees the global human resources functions across Ceridian and is based in Minneapolis. She has responsibility for enhancing the employee experience, increasing employee engagement, and developing people and talent management strategies to bring Ceridian to the next level.
Prior to joining Ceridian, Sara most recently served as Senior Vice President, Human Resources at U.S. Bancorp, providing HR leadership for the Wealth Management and Securities Services division. Sara has worked at Fidelity Investments as Vice President of Management Effectiveness. She has also been a consultant with The HayGroup, where she led HR consulting engagements primarily in the areas of organizational effectiveness and management development.
Sara serves on the Board of Directors of the Minnesota Children’s Museum. She holds a Bachelor of Arts degree from the University of Pennsylvania and an MBA, with a concentration in HR, from Vanderbilt University.
Follow Sara on Twitter @SaraHillHR or connect with her on LinkedIn.
By Sara Hill
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