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Employer of Choice Strategy

This document outlines an Employer of Choice strategy for companies to retain top talent and address both business and employee needs. It recommends developing priorities, objectives, and key performance metrics to measure progress. For example, a company aiming to grow its human capital and enhance customer experience could prioritize improving retention of top performers and service, with objectives like understanding issues impacting retention and promoting a culture that values customer service. Regular review of performance data would help identify opportunities to strengthen the Employer of Choice approach.

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Nikola Novakovic
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86 views2 pages

Employer of Choice Strategy

This document outlines an Employer of Choice strategy for companies to retain top talent and address both business and employee needs. It recommends developing priorities, objectives, and key performance metrics to measure progress. For example, a company aiming to grow its human capital and enhance customer experience could prioritize improving retention of top performers and service, with objectives like understanding issues impacting retention and promoting a culture that values customer service. Regular review of performance data would help identify opportunities to strengthen the Employer of Choice approach.

Uploaded by

Nikola Novakovic
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Employer of Choice Strategy

Introduction
An Employer of Choice strategy needs to be worked into your company’s business strategies and
action plans. For example, retaining top performers is not only a human resources necessity, it is
a business necessity. The strategy should work to address two questions:

 What is right for the organization?


 What do individual employees desire and need?

Regardless of where you are now, you will need:


 A strategy for becoming an Employer of Choice
 A process to measure progress. As an industry, bus companies are familiar with the
benefits of measurement – for example, operational and financial success (ridership, on-
time arrivals, revenue per passenger, etc.). The same rigor must be applied to measuring
progress and impact of Employer of Choice initiatives.

Performance Scorecard
 With a scorecard approach, multiple measures are used to track and measure the various
aspects of performance
 Progress is reviewed regularly and data is trended to find patterns of performance and
opportunity

Developing an Employer of Choice Strategy


The strategy should include:

 Business Priorities: should be derived from you company’s strategic plan. Business
priorities serve as the foundation for the Employer of Choice strategy.
 Employer of Choice Priorities: are identified as key to achievement of the business
strategy and require focus.
 Employer of Choice Objectives: break the Employer of Choice priorities into manageable
parts. Objectives can be annual or multi-year depending upon the importance of the
priorities and where you company is in the EOC journey.

Illustration of EOC Strategy


Business Priority EOC Priority EOC Objectives
Understand employee
Grow our human Improve retention
issues that impact
capital of top performers
retention
Enhance the Promote environment
Improve service to
customer that values customer
customers
experience service

Contained in this section’s Resources area is an Employer of Choice Diagnostic. This assessment
can be used to provoke dialogue and encourage reflection on the current cultural state of the
organization.

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