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Glosario de términos de gestión de recursos humanos y beneficios para los empleados
Employee value proposition is the essence of what makes your organization a great place to work. It encompasses not only tangible benefits such as salary, benefits, and perks but also intangible factors like company culture, opportunities for growth and development, work-life balance, and the overall employee experience.
A strong EVP communicates to current and potential employees why they should choose your organization over others and why they should stay once they're onboard.
An Employer Value Proposition (EVP) is a unique set of offerings, benefits, and attributes that an employer provides to its employees in exchange for their skills, expertise, and commitment. It encompasses the tangible and intangible aspects of the employment experience that differentiate one employer from another and attract, retain, and engage top talent.
To create a unique EVP, follow the tactics below:
A value proposition communicates to employees the unique benefits, opportunities, and rewards they can expect from their employment with the organization. It signals the company's commitment to their development, well-being, and overall satisfaction.
"Join our team and embark on a journey where your ideas are valued, your growth is nurtured, and your impact is celebrated. Experience a culture of collaboration, innovation, and inclusivity, where every voice matters, and every contribution counts."
EVP stands for Employer Value Proposition in HR. It refers to the unique set of benefits and offerings that an employer provides to attract, retain, and engage employees.
The five pillars of EVP are as follows:
The EVP tagline is a concise statement or phrase that encapsulates the essence of the Employer Value Proposition. It should be memorable and effectively communicate the unique benefits and opportunities offered by the employer.
The Employer Employee Proposition (EEP) is essentially another term for the Employer Value Proposition (EVP). It refers to the reciprocal relationship between the employer and the employee, highlighting what each party brings to the table in terms of value, benefits, and expectations.
The EVP strategy outlines the plan and approach for developing, communicating, and implementing the Employer Value Proposition across various aspects of the organization. It involves aligning HR practices, employer branding efforts, and employee engagement initiatives to effectively attract, retain, and engage top talent.
The key elements of compelling EVP are:
Se trata de encuestas cortas que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada uno de los miembros del equipo es una forma excelente de hacerse una idea real de lo que ocurre con ellos. Al ser una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
El eNPS (employee Net Promoter score) es una de las formas más sencillas pero eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de las preguntas del eNPS son ¿Qué probabilidad hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde el 10 denota que es "muy probable" que recomienden la empresa y el 1 significa que es "muy poco probable" que la recomienden.
Creating a compelling EVP requires collaboration across departments, including HR, marketing, and senior leadership.
Create the EVP in the following way:
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