Employee Value Proposition Analysis of Google and Facebook

This report provides an in-depth analysis of the employee value propositions (EVP) of Google and Facebook, examining their positive attributes, management roles, and strategies for employee satisfaction. The introduction highlights the increasing importance of employee branding and EVP in attracting and retaining talent. The report explores the positive aspects of the work environments at both companies, such as Google's creative and fun culture and Facebook's innovative approach. It then delves into the roles of management and employees, emphasizing the importance of effective communication, employee engagement, and decision-making. Suggestions are provided for improving employee proposition and attitude, including creating a compelling EVP through data gathering and implementation. The report concludes by summarizing the key findings, emphasizing the impact of EVP on job satisfaction and retention, and the importance of considering factors such as compensation, benefits, career development, work environment, and culture. The analysis highlights the importance of a strong EVP for creating a positive employer brand and fostering a productive and engaged workforce. The report emphasizes the need for continuous evaluation and adaptation of EVP strategies to meet the evolving needs of employees.

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Cultural and Employee Value Proposition

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Contents
Introduction......................................................................................................................................3
Positive attributes of the work environment....................................................................................3
Role of the management and employees within working environment..........................................4
Suggestion to improve employee proposition and attitude..............................................................5
Summary of the findings.................................................................................................................7
References........................................................................................................................................8

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Introduction
The factor of “Employee Branding” has attained amplifying interest in the past decade
and there are a plenty of companies in the world that are looking for to turn out to be “the
employer of choice”. The role of the employer branding keeps significant role in the current
economic climate of post recession. The term of Employee value proposition is measured as the
equilibrium of the advantages and offerings to employees in order to contribute in the
organization. Employee value proposition (EVP) provides a significant value to the employer
brand and great employee experience. The concept of employee branding has been taken place in
the term of EVP for the aim of elaborating the fundamental “offer” on which it is based on the
employer brand marketing and management activities.
The main objective of this assignment is to highlight an importance of the EVP by
considering two major companies of Google and Facebook. The positive attributes of the
working environment of both companies will be taken into deliberation by this assignment in
order to increase the attention of the reader towards the good activity in these companies. The
role of the managers and employees has noteworthy impact over the performance of the
company which will be demonstrated under the assignment in the context of both companies.
The suggestion will be given in the context of making improvement the position and attitude
along with the findings.

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Positive attributes of the work environment
There are some positive attributes of the work environment of Google and Facebook that
attract number of employees to stay for the long term. The positive attribute helps in attaining the
objectives of the company in an effective manner.
Positive attribute of Google Company
Google Company is well known tech company all over the world that is famous due to its
best and effective corporate culture. It has been found in the context of the Google Company that
there are number of factors which can be considered as the positive attribute within the business.
These are freedom to be creative, the fun environment, shared values across the organization and
dog-friendly environment (Schwantes, 2018). The company of Google is more focused towards
increasing productivity of the employees for which the company provides high level of good
work environment.
Google has been one of the famous companies to focus on the need for employees to
have flexible work and schedule on their terms which provide huge level of productivity. The
company has evaluated the most amazing part of working in tech and increased them to upper
level extent. It provides people to opportunity to resolve big issues at the time of delivering
people and in such situation information is the valuable resource for the company (Feloni, 2016).
The company has created fun environment of work which enthusiasm them to attain the desired
targets of the company within time frame. It has been found that it is the belief of the company to
make their employees feel comfortable and stress free so that they give better outcome to the
company.
Positive attribute of Facebook Company

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Facebook Inc. is an American online social networking service company introduced by
Mark Zuckerberg in 2004. The company provides high level of satisfaction factors to its
employees in order to connect with them for an extensive era of time. The main motive of the
company is to encourage employees of the company to take bold decisions even having worse
time. Employees of Facebook are creative and looking for a best approach to resolve the issues
without bothering top authority. There is a mantra of Facebook of "Move fast and break things"
which allow company to focus on new innovation.
It has been found from above discussion that the positive attributes of both of the
companies have significant value from which they can be considered as the best workplace for
employees due to their effective corporate culture. It shows that both of the companies have
significant value of EVP within the organization from which they can reach at high level of
growth all over the world (Feloni, 2016).
Role of the management and employees within working environment
The role of the management and employees within working environment keeps
significant value in the growth of the business as it helps in setting coordination among
employees. It has been analyzed that in current dynamic business environment, the major role of
the employees to look out for the security of the job and decreasing the linked risks. In such
situation, the role of t he employee value proposition facilitates in dealing with such factors with
flexibility and support. It has been found that the recession in businesses can put a lot of pressure
on the strategies of the organization which is liable for making sure the right balance between
external and internal stakeholders.

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In the context of Google Company, it has been found that the role of management is
effective in approaching large employees in a one go and it can be possible due to adapting latest
technology and effective communication strategy. The management of Google is so active and
encourage employees in an effective manner in order to attain objectives of the company. The
managers of the company are so successful due to eight qualities of good coach, empower team,
express interest, productive and result oriented, good communicators, career development, clear
vision and technical skills (Forbes, 2018). It is the viewpoint of the company in the perspective
of EVP that it can be considered as a declaration to employees for their enlargement and rewards
which develops a motivating employee experience. According to Yates & Sejen, (2011), the
completion of these aims of EVP from the viewpoint of employee focuses to creation of
influential employer brand. A good EVP links with the benefits to the technique of the company
with appropriate policies. The employees give their contribution in the work of manager by using
their skills (Collett, 2014). The company approach them by providing fun environment and they
use the environment to develop great strategy.
With respect to the Facebook Company, it has been found that the management of the
company has some functions of planning, controlling and coordination by which the managers of
the company are able to encourage employees in an effective manner. The role of the manager is
to hire people who fit the culture, having employees and the values of the company, make
involvement of the employees in the decision making approach and helping others to coordinate
with them (Frow & Payne, 2011). Employees’ engagement has noteworthy importance within
the business that refers that people putting in effort that goes beyond what is required to
accomplish their tasks. There is a two layer of permission within the business in which the first
permission focuses on including of people to the business as employees (Jha & Jha, 2015). The

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role of the administration is to control the components of the business manager with taking
consideration of the modifying or removing the business from the list of the employees. The
second layer of permission considers to the access that one can share with partners to handle the
assets of the business like page or ad accounts. The role of the employees in the management
function is to follow all guidelines so that desired outline can be attained within timeframe.
The main motive of both companies is to involve employees in the decision making
approach so that the different viewpoints on same topic can be drawn from which the company
can make an effective strategy for the growth of the company. The profit and success of the
organization keeps matter but it does not mean that the company should not focus on the
employee value proposition (Kehoe & Wright, 2013). It is vital for the organization to focus on
their strengths in order to reduce the weaknesses of the company. Along with this both
companies are well known and do competitor analysis for the purpose of differentiating
employee value proposition.
Suggestion to improve employee proposition and attitude
It can be suggested to the company the role of the employee value proposition in the
company should be involves in an effective manner as it shows the link between employee and
employer in the form of the give and take association (Choi, 2011). It reflects as the association
of “employee bringing” and “organizational offerings”. It has been found that the well-structured
employee value proposition entail career, culture and good rewards in the company. If offerings
and advantages are given by the organization is more sufficient in comparison of the
expectations of the employee can outcome in the form of the higher commitment, retention and
satisfaction which modifies the organization in the form of a “best place to work” from the

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perspective of the employees (Christensen Hughes & Rog, 2008). The needs of every employee
segment are different which set out offerings and advantages for the aim of amplifying the
productivity of the employees. There should be soothing way in the term of creating EVP for the
companies so that the company can develop an effective strategy for the purpose of improving
productivity within the business. There are some ways suggested for the purpose of creating EVP
within the business:
EVP Creations
It is the stage in which the company can involve the process of data gathering by surveys
and evaluating the results for the purpose of developing an employee value proposition which
can be evaluated by the company on continuous manner (Schlager, Bodderas, Maas, & Luc
Cachelin, 2011).
EVP Implementation
It is the strategy which can be done after finalizing the employee value proposition,
developing the priorities and work by taking consideration of the HR strategies.

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Source: http://shodhganga.inflibnet.ac.in/bitstream/10603/190592/12/11_chapter2.pdf
Building a compelling EVP
There is an ample of organizations that loss the opportunities to enhance the employee
value proposition and developing entire results. According to the research by Global ROI, it is
found that 50% of the companies are under process of embryonic EVP. There can be an effective
structure of the training which is provided by the company to the top leadership in order to bring
highlight the importance of the employee value proposition (Ballantyne, Frow, Varey & Payne,
2011). With effective approach to EVP, it would be possible for the organizations to enhance the
capacity of the employees in order to make improvement in the financial performance of the
company. The company should focus on it as EVP is an effective tool for companies to get
engaged with employees. The employee value proposition is necessary part for the employment
deal between employer and employee. Companies which require enhancing a persuasive EVP
to ready an execution plan by entailment of top management and creating lucidity across the
company (Wallace, Lings, Cameron & Sheldon, 2014). It is necessary for the managers to take

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complete training to evaluate and access the effectiveness of employee value position for various
employee segments.
Summary of the findings
It has been found throughout the analysis on the topic of understanding the employee
value proposition that this aspect can enhance the importance of the employer branding and
recruitment strategy. It covers five major factors such as compensation, benefits, career, work
environment and culture. I have learnt from the readings that there are so many factors that can
affect the job satisfaction and retention of the employees that is why it is required by the
companies to keep focus on such factors so that the good relationship can be maintained with the
employees for the long period of time. It has been found from the reading article of Uen, Wu,
Teng & Liu, (2012), that the employee retention can be affected by job satisfaction. Although, it
has been suggested by this article that there are so many factors such as work life balance,
responsibility, flexibility and management styles that fluctuate based on generation. These
differences need skilled leadership which should be capable of taking consideration of meeting
the employee expectations in these areas. There are so many studies on this topic which shows
that the employees of varied generation can bring challenge in the workplace (Hu, Dinev, Hart &
Cooke, 2012).
It can be summarized in clearly manner that interesting employees in dealing
environment is too hard but by adopting the approach of EVP can amplify the business to make
sure and bring the inspiration to the employees. It is vital for the companies to focus on cutting
cost of additional recruitment cost and efforts for organization which can be makings sure with
an effective manner with employee value proposition (Wilden, Gudergan & Lings, 2010). It must

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be focused by the company to maintain the employee and make appropriate strategy which
would be helpful in making unique stand of the company in the marketplace. This study will be
helpful for me to get better understanding regarding employee value proposition from which I
can make view point in the context of the benefit of employees as well as employer so that the
better outcome can be brought within the business. I have learnt that there are some challenging
factors as well in the development of EVP such as need of marketing excellence, stakeholder
engagement, and good research; avoid internal focus and discerning audience. It has apparent
that for development of an effective brand and amplify the talent magnetism of the company the
EVP should be exclusive as well as compelling.

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References
Ballantyne, D., Frow, P., Varey, R. J., & Payne, A. (2011). Value propositions as communication
practice: Taking a wider view. Industrial Marketing Management, 40(2), 202-210.
Choi, M. (2011). Employees' attitudes toward organizational change: A literature review. Human
Resource Management, 50(4), 479-500.
Christensen Hughes, J., & Rog, E. (2008). Talent management: A strategy for improving
employee recruitment, retention and engagement within hospitality
organizations. International Journal of Contemporary Hospitality Management, 20(7),
743-757.
Collett, A. (2014). Four Key Steps to a Great Employee Value Proposition. Edelman, Global
Practices.
Feloni, R. (2016). 5 Qualities Facebook Looks for in Its Employees. Retrieved from:
https://www.inc.com/business-insider/what-facebook-looks-for-in-employees.html
Forbes. (2018). 13 Reasons Google Deserves Its 'Best Company Culture' Award. Retrieved from:
https://www.forbes.com/sites/forbestechcouncil/2018/02/08/13-reasons-google-deserves-
its-best-company-culture-award/#13f54f123482.
Frow, P., & Payne, A. (2011). A stakeholder perspective of the value proposition
concept. European journal of marketing, 45(1/2), 223-240.

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Hu, Q., Dinev, T., Hart, P., & Cooke, D. (2012). Managing employee compliance with
information security policies: The critical role of top management and organizational
culture. Decision Sciences, 43(4), 615-660.
Jha, S., & Jha, S. (2015). Leveraging employee value proposition for organizational
effectiveness.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Schlager, T., Bodderas, M., Maas, P., & Luc Cachelin, J. (2011). The influence of the employer
brand on employee attitudes relevant for service branding: an empirical
investigation. Journal of Services Marketing, 25(7), 497-508.
Schwantes, M. (2018). Why Google's Managers Are So Wildly Successful Comes Down to
These 8 Behaviors. Retrieved from: https://www.inc.com/marcel-schwantes/the-8-
biggest-things-that-google-managers-do-to-su.html
Uen, J. F., Wu, T., Teng, H. C., & Liu, Y. S. (2012). Transformational leadership and branding
behavior in Taiwanese hotels. International Journal of Contemporary Hospitality
Management, 24(1), 26-43.
Wallace, M., Lings, I., Cameron, R., & Sheldon, N. (2014). Attracting and retaining staff: the
role of branding and industry image. In Workforce development (pp. 19-36). Springer,
Singapore.
Wilden, R., Gudergan, S., & Lings, I. (2010). Employer branding: strategic implications for staff
recruitment. Journal of Marketing Management, 26(1-2), 56-73.

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Yates, K. & Sejen, L. (2011). Employee Value Propositions: Creating Alignment, Engagement
and Stronger Business Results, Society for Human Resource Management webcast,
Tower Watson.