Employee Value Proposition

          Initially, many people have a pessimistic attitude toward this concept. But institutions that later adopted this concept achieved remarkable progress within a short period. Due to this, the attention of many was focused on the concept of the employee value proposition.

                The Employee Value Proposition concept is very new to the Human Resource Managers and it is only in the period over the last few years that institutes have recognized the gravity and the effect that an Employee Value Proposition can have on all components of Human Resource be it employee staffing, selection, engagement or retention (Khaitan, Niket; Sharma, Jaikishore; Agarwal, Ketan; Shevgaonkar, Krupesh;, 2012).

            Minchington defines an Employee Value Proposition (EVP) as a “set of associations and offerings provided by an organization in return for the skills, capabilities, and experiences an employee brings to the organization” (Minchington, 2005).

             A proper value the proposition should express the organization’s exclusive commitment to staff growth, management development, continues employee recognition, community service and so forth. Employee Value Proposition should list out the main causes that employees will select to commit themselves to an organization (Khaitan, Niket; Sharma, Jaikishore; Agarwal, Ketan; Shevgaonkar, Krupesh;, 2012).Organizations which have an Effective Employee Value Proposition can gain a better job demand from the labor market and also Effective Employee Value Proposition leads to gain  Greater employee commitment to the organization. (Khaitan, Niket; Sharma, Jaikishore; Agarwal, Ketan; Shevgaonkar, Krupesh;, 2012)

References

Khaitan, Niket; Sharma, Jaikishore; Agarwal, Ketan; Shevgaonkar, Krupesh;, 2012. Beacon Management Review. [Online]
Available at: https://www.sibm.edu/assets/pdf/beacon3.pdf#page=37
[Accessed 2019].

Minchington, 2005. Employer Brand Leadership.