Human Capital Management

Employer branding Branding is absolutely important because it represent company image and reputation to public and needless to say prospective hires. (Minchington, 2005) defines employer brand as “The image of your organization as a great place to work”. (Mckinsey, 2005) survey and analysis suggest that many organization focus solely on job details functionality when comes to brand themself in such a way as to promote company‟s products and services is not relevant and competitive anymore, at the end company will lost out in hiring ideal prospective candidate. How do we compete, identify competition from within subsidiaries and external competitor. Who do we compete with and how to strengthen and sharpen our competitiveness in the market by focusing on tailoring prominence employee value proposition attributes at each stages of recruitment process and study the impact as whole and lure the potential hires not from products or services view but from customer point of view. Base on survey(Mckinsey, 2005) current most influential trend is the intangible benefits of working with the organization that involved “touch points” namely passion, emotion, comfort and culture inside out of the organization are just as important as a company selling a product to customer. Conclude that we have to customize company branding effort that really reflect the company experience and reputation to get right kind of talent sought by organization and subsequently for effective employee engagement and retention not just applying a conventional branding technique across.

Recruitment and Selection We cannot denied recruitment and selection is vital process in the very first step to get the right talent with right confident to fill organization crucial roles, eventually contribute to company continuous development and success. HR is struggling to get such highly rated candidates for numerous important posts because of fierce competition in today‟s global market. What went wrong, lack of