Employer Banding in the Organization and How It's Affected by It's Development.

1. CQHRM – Group Presentation
Group No. 06
Group Members
0009631 - C Herath
0010167 - M.N.D D Madalagama
0009849 - H M S U Herath
0002135 - W K S K Kumari
0009799 - T Samaraweerakoon
0009665 - A Isuru Udeeptha

2. ABC Consulting Group is a global consulting firm that partners with leaders in business and
society to tackle their most important challenges and capture their greatest opportunities.
Our values have been updated in small ways to reflect the changing times. They inform both our
long-term strategy as a firm and the way we serve our clients on a daily basis.
• Our purpose
To help create positive, enduring change in the world.
• Our mission
To help our clients make distinctive, lasting, and substantial improvements in their performance
and to build a great firm that attracts, develops, excites, and retains exceptional people.

3. • The talent deficit
• AI’s Impact on Fashion Talent
• The sustainability gap
• Unnecessary textile waste
• Changing desires
• Supply chain bottlenecks
• Inflation and economic downturn
The textile industry is facing challenges like the growing demand for sustainable textiles,
compliance with environmental regulations, labor issues, and waste management. These
challenges can hinder the overall manufacturing process and ultimately lead to decreased
quality of production and products. Here are some viable solutions to the challenges faced by
the textile industry.

4. • Globalization, demographic shifts, climate change and technological advances
How these challenges and opportunities transpire will vary greatly depending on the country context,
• New skills, including upskilling and sharpening existing skills, will be critical to advancing decent work
and sustainable growth
• Not relying on low-cost, low-skilled labour as it is unlikely to be competent in the future.
• Lifelong learning and continuous training
• Furthermore, as the industries plan to build back better from the COVID-19 crisis, skills development
and pro-employment policies can maximize the effectiveness of building back a job-rich and
sustainable future of work.

5. • Employer branding is the process of managing and influencing your reputation as an employer among job
seekers, employees and key stakeholders.
• Employee Branding opposed to employer branding is the process of showcasing the top performing
employees and giving publicity to that fact.
• Attracting top talent
• Enhance employee engagement
• Improve retention
• Reduce time to hire
• Reduce recruitment costs
• Ability to demonstrate your unique culture and diversity
Benefits of Employer-Employee Branding

6. Patagonia
The outdoor apparel company is widely
recognised for its commitment to
sustainability and social responsibility. By
giving away its profits to help fight the climate
crisis we have on our hands, its strong
purpose-driven core values have led to
attracting great talent to the brand. In
addition to this, the company is known for its
supportive and flexible work environment,
making it a top employer brand in the retail
industry.
Airbnb
The brand prioritises employee growth and
empowerment, which has helped establish a strong
and positive employer brand. 80% of employees are
proud to be part of the Airbnb brand while 83% of
employees believe they work in a positive work
environment. The company’s focus on fostering a
supportive and collaborative work environment has
attracted top talent and set it apart from its
competitors.

7. How to Build the company
brand inside – out and ,
recommend initiatives
• Two important aspects are Internal & external
brandings.
• Internal brand building is about communicating
your companies vision and values to employees
. Ultimately, the goal is create a positive culture
within the organization.
• External brand building is , how you present
your company to the outside world.
How to build company brand internally?
How to build company brand Externally?
Internal External
Define Your Brand Identity: Start by clearly
defining your brand identity, including your
mission, vision, values, and positioning.
Ensure that these elements are well-
articulated and understood by all
employees.
Define Your Brand Identity: Start by clearly
defining your brand identity, including your
mission, vision, values, and unique selling
propositions. Ensure that your brand
messaging is consistent across all external
channels and communications.
Communicate Your Brand: Develop a
comprehensive internal communication
strategy to consistently communicate your
brand identity, messaging, and goals to
employees.
Understand Your Audience: Conduct market
research to gain insights into your target
audience's needs, preferences, and pain
points.
Employee Engagement: Foster employee
engagement by involving employees in the
brand-building process. Encourage their
input, feedback, and ideas, and recognize
and reward them according to their values.
Develop a Compelling Brand Story: Craft a
compelling brand story that communicates
your company's history, values, and unique
selling points in a memorable and engaging
way.
Training and Development: Provide training
and development opportunities to help
employees understand the brand, its values,
and how they contribute to its success. Ex-
workshops, seminars, and online courses
Build a Strong Online Presence: Establish a
strong online presence through your
company website and social media
channels. Optimize your website for search
engines (SEO) to improve visibility and
attract organic traffic.
Celebrate Successes: Recognize and
celebrate successes and milestones in your
internal branding journey. Also share
success stories to inspire and motivate
others.
Invest in Public Relations (PR): Build
relationships with journalists, bloggers, and
influencers in your industry and pitch them
relevant stories and press releases.

8. Elaborating
initiatives
Question No 02 - How to Build the company brand inside-out and , recommend initiatives
Internal factors External factors
• .Internal Branding Workshops: Conduct
workshops or training sessions to
educate employees about the
company's brand identity, values, and
mission.
 Develop a Compelling Brand
Identity: Create a strong brand
identity that reflects your
company's values, mission, and
unique selling points.
• Brand Ambassadors
Program: Empower them to represent
the brand values, share the brand story,
and foster a positive brand culture
among their peers.
 Build a User-Friendly Website:
Invest in a well-designed, user-
friendly website that effectively
communicates your brand
message and values.
• Employee Feedback
Mechanisms: Implement feedback
mechanisms such as surveys,
suggestion boxes, or regular meetings
to gather employee input on the
company's brand perception, culture,
and internal branding initiatives
 Content Marketing: Develop
valuable and engaging content
that educates, entertains, or
inspires your target audience. Ex-
blog posts, articles, videos,
infographics
• Cross-Functional
Collaboration: Encourage cross-
functional collaboration and teamwork
to break down silos and ensure
alignment with the brand across all
departments and functions.
• Community Engagement and
Corporate Social Responsibility
(CSR): Demonstrate your company's
commitment to social responsibility
by participating in community
events, supporting charitable
causes, and implementing
sustainable business practices
This Photo by Unknown author is licensed under CC BY-SA.

9. • Offering competitive salary rates
• Rewarding Programs base on employee performance
• Bonuses, incentives, job security
• Internship programs
• Opportunities for career development, career growth plans
• Training programs, and professional development initiatives
Compensation
& Benefits
Career
Work-Life
Balance
Culture
• Flexible work arrangements
• Work from home & remote work options
• Wellness programs
• Diversity and inclusion efforts & equal opportunity policies
• Positive management style, Inclusive hiring practices
• Employee recognition programs
• Social values

12. Year 1-2: Internal Brand Strengthening (2021-2022)
Objective : Cultivate a strong internal brand foundation by focusing on employee engagement
and fostering a positive workplace culture.
Initiatives :
• Launch employee engagement programs, including team-building activities and recognition
events
• Implement training and development opportunities to upskill and empower the workforce.
• Establish inclusive workplace practices, promoting diversity and collaboration.
• Enhance transparent communication channels to build trust and alignment.

13. Year 3: External Communication and Recruitment Focus (2023)
Objective: Showcase the company's values and culture to external audiences, attracting top
talent and enhancing the company's reputation.
Initiatives
• Develop a compelling employer brand narrative, emphasizing the unique aspects of
working in the garment manufacturing industry.
• Implement targeted external communication campaigns, utilizing social media, industry
events, and partnerships.
• Optimize the company's careers page and recruitment materials to reflect the enhanced
internal brand.
• Strengthen employer branding through participation in industry-specific awards and
recognitions.

14. Year 4-5: Continuous Improvement and Adaptation (2024-2025)
Objective: Evaluate and refine branding strategies based on feedback, emerging trends, and
evolving business needs.
Initiatives:
• Conduct regular employee satisfaction surveys to gather feedback on the employer brand and
work culture.
• Establish a feedback loop for continuous improvement, incorporating employee suggestions into
HR policies and practices.
• Adapt employer branding strategies to align with changing industry dynamics and workforce
expectations.
• Implement innovative employee benefits and initiatives based on industry benchmarks and best
practices.

15. Why It's Important - Steering committee is like having a special team to make sure our
project succeeds. In this garment industry, where making garments is competitive, this team
is crucial for successfully guiding efforts in the right direction.
Leadership and Strategic Alignment - This team provides leadership to make sure
our project matches the company’s objectives and its goals. They help us stay on track and
make sure our project fits well with what the company wants to achieve.
Diverse Representation - This team should have different kinds of experts, like people who know
about managing employees, promoting the company, handling day-to-day work, and managing money.

16. Expertise and Perspectives - Each member should bring expertise and perspectives
relevant to the garment manufacturing sector.
Facilitation and Collaboration - The consulting firm will help different parts of our
company work together better, particularly in an industry where collaboration between
departments like HR, Marketing, Operations, and Finance is vital for success.
Commitment to Support - Reassure the company of the consultancy firm's commitment
to supporting the steering committee and the entire organization throughout the project
lifecycle.

17. Assessment – Step 01
1. Employee Survey And Feedback Analysis
 Prepare and distribute surveys to employees to gather feedback on various aspects of the workplace
 Including company culture, Rewards systems, career development opportunities, T&D and overall satisfaction
 Data Analyze and identify needful of key areas to development
 Timeline : 8 weeks
 Investment: 6.5 Laxs ( survey tools, materials, analyzing software, labor chargers etc.)
2. Employer Brand Audit
 Conduct an in –depth audit of the organization current employer brand perception internally & externally
 Access the online reviews, social media presence, employee testimonials , position of the garment industry
 Conduct SWOT analysis
 Timeline : 4 weeks
 Investment: 05 Laxs ( Audit needful)
Strategy Development- Step 02
Define Employer Value Proposition (EVP)
 Facilitate workshops with key stakeholders to define the organization's unique value proposition for
employees.
 Include to career growth opportunities, work-life balance, company culture, benefits, and corporate social
responsibility initiatives.
 Timeline: 04 weeks

18. Employer Branding Strategy Formulation
 Develop a comprehensive employer branding strategy.
Outline specific goals, target audiences, messaging, and channels for communication.
Identify initiatives to attract, engage, and retain top talent.
 Timeline: 04 Weeks
 Investment: 01 million ( consultancy fee)
Employee Engagement Initiatives
 Organizing wellness programs, team-building activities, skill development workshops and recognition programs to foster
a positive work environment
 Timeline : 04 weeks
 Investment: 3 million ( Resource persons, facilitates, etc…)
Internal, External Communication Enhancement & Employer Branding Campaign
 communication channels to ensure transparent and effective communication with both parties
 Establish regular feedback mechanisms
 Develop and launch a targeted employer branding campaign to enhance the organization's reputation
 utilize various channels such as social media, CSR, media advertisements career fairs, industry events, and employer review
websites to showcase the company culture, values, and employee benefits
 Timeline & investment : 08 weeks , 10 million (Medias advertising, graphic design, Programs & Activities, transportation etc)
Implementation- Step 03

19. Metrics Tracking
 Establish key performance indicators (KPIs) to measure the success of employer branding initiatives
 employee satisfaction scores, retention rates, applicant quality, and brand sentiment analysis
 Timeline & investment : 04 weeks
Analyze Results and Feedback
 Identify successes, areas for improvement, and any unexpected challenges. Use insights gained to inform future strategies
and initiatives
 Timeline & investment : 04 weeks, 03 Laxs
Review and Adjust Strategy
 Monitor industry trends and adjust the employer branding strategy accordingly to stay competitive.
 Continuously seek feedback from employees, candidates, and stakeholders to identify areas for improvement and innovation.
 Timeline & investment : on going
Employee Advocacy Programs
 Implement programs to empower employees to become brand advocates and share positive experiences on social media
platforms.
 Provide training, resources, and incentives to encourage active participation in promoting the employer brand
 Timeline & investment : on going
Evaluation and Adjustment- Step 04
Continuous Improvement (Ongoing)- Step 05