Employee Value Proposition: A Detailed Literature Review on HRM

This literature review delves into the significance of the employee value proposition (EVP) within the recruitment and selection processes, emphasizing its role in enhancing employee retention and attracting top talent. It highlights how a well-defined EVP differentiates an organization from its competitors by clearly articulating the benefits and opportunities available to employees. The review covers tangible rewards, career development prospects, and the overall employment brand as key components of a successful EVP. Furthermore, it underscores the importance of aligning the EVP with the organization's goals, vision, and culture to foster employee loyalty and improve overall performance. Ultimately, the paper concludes that a strong EVP is crucial for reducing labor turnover and building trust between employees and the organization, making it a vital element of modern human resource management strategies. Desklib provides students access to similar solved assignments and study resources.

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Human Resource Managment

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Table of Contents
Introduction...................................................................................................................1
Literature Review..........................................................................................................1
Conclusion....................................................................................................................4
References...................................................................................................................5

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Introduction
In this a detail research is done on the employee value proposition and its
importance in selection and recruitment process. It is the strength that helps in
improving employee retention. The report covers the detail literature review on the
importance and need of employee value proposition.
Literature Review
Employee value proposition and its importance in recruitment and selection
In the views of (Brannan, Parsons & Priola, 2015), recruitment and selection
process is one of the important parts of an organisation. It helps in talent acquisition
by hiring candidates that have the calibre to meet the requirement of an organisation.
The demand of job seekers increase day by day in the market as the expectation
related to job keeps on change. In the recruitment and selection process,
employment value proposition is one of strength that needs to be taken into
consideration. Employee value proposition supports the organisation by separating
the roles of the company with its competitors. It offers a reason to the employees
why they should apply for a particular job (Skålén, Gummerus, von Koskull &
Magnusson, 2015). Employee value proposition guides a candidate and provide with
a motive to be a part of an organisation.
In the opinion of (Saleem & Iglesias, 2016) , it can be stated that employee value
proposition is important if applied in a correct and organised way. It offers a detail
and a comprehensive look of every position that is available in the company. By
defining the roles and responsibilities so that candidates who are qualified can be
attracted towards them. It is beneficial for the organisation along with a particular
candidate as they can identify that they fit for the organisation or not. It also
enhances and elevates the entire employment rate and branding of the company by
making a clear point for hiring candidates. Thus, it can be clearly stated that every
company should have their own employee value proposition ideas so that talented
employees can be hired.
In the views of (Roth, Bobko, Van Iddekinge & Thatcher, 2016), employee value
proposition can be applied by offering great opportunities so that new candidates are
attracted towards the position. The tangible rewards can be introduced in the

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company that covers introducing higher wages, commission, benefits, promotions
and other benefits so that employee perform as per the expectation. It can be
considered as an important part as they permit the organisation to offer valuable
packages to the candidates those cannot be overlooked. So, once a talented
employee is hired in the organisation they join the firm by looking at the tangible
rewards and opportunities(Sparrow & Makram, 2015) . Apart from that, while going
through a selection and recruitment process employee value proposition offers a
path of the candidates which show them their future opportunities. It helps the
employee in finding out which position fit best for their profile so that they can move
forward in their career path. This is a value add that strikes employee during their
selection process.
According to (Vaiman, Haslberger & Vance, 2015), building employee value
proposition in an organisation includes building up the overall employment brand. It
supports the organisation to differentiate themselves from others. Employee value
proposition is a way through which an organisation highlights there strengths and
benefits so that employees get attracted towards it. Employee value proposition
upkeep eh mindset of employee by offering them a clear view regarding their role,
the environment in which they will be working and the atmosphere. This helps in
maintain good employee retention.
In the views of (Meijerink, Bondarouk & Lepak, 2016), it is rightly said that all
the people are not qualified for all the jobs. Thus, it is important to rectify the job role
so that employee chooses the organisation by thinking from all the different
perception. Employee value proposition is basically used to differentiate themselves
from the competitors. It increases the overall satisfaction of eth employees with the
firm. It identifies the commitment, retention, satisfaction and performance of the
employee. It supports them to develop a strong experience by offering a benchmark
against all the competitors (Saleem & Iglesias, 2016). It can be stated that employee
value proposition is the backbone of every organisation as it clears the vision of the
goals and help them in increasing their retention level. It also enriches the overall
employee experience.
In the views of (Cloutier, Felusiak, Hill & Pemberton-Jones, 2015), employee
value proposition is the core value of the organisation as it reflects the goals, vision

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and mission of an organisation. In the selection process it helps in filtering the
candidate that so that a talented employee is hired. It deals with the entire
employment cycle by expressing the organisational culture and the internal brand
communication. They promote the superior experiences by selecting employee of
their post. It is a best way to improve the retention method. It is a way to nurture the
employee for a particular brand so that they are ready to stay in the organisation for
a longer term. It also helps in measuring the structure and planning strategies of the
organisation(Bottomley, Mostafa, Gould‐Williams & León‐Cázares, 2016) . They find
out the core values and propagate among the employees so that a clear direction is
set up. It helps in linking the loyalty of the employees with the organisation.
Employee value proposition is a kind of branding process for an organisation. Thus a
clear vision for employee value proposition is attracting talents candidates, making
sure that they remain retinted for a longer run. They offer a reason so that they can
stay in an organisation.

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Conclusion
It can be concluded that employee value proposition impacts in improving the
labour turnover by focusing on the improving the overall performance. It increases
the ratio of employee’s turnover and help in building trust with the organisation. Apart
from that,
Employee value proposition is used in selection and recruitment process. The
primary reason of Employee value proposition is to attract employee to the new job
so that they can stay in the firm for a longer span of time.

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References- APA
Bottomley, P., Mostafa, A. M. S., Gould‐Williams, J. S., & León‐Cázares, F. (2016).
The impact of transformational leadership on organizational citizenship
behaviours: The contingent role of public service motivation. British Journal of
Management, 27(2), 390-405.
Brannan, M. J., Parsons, E., & Priola, V. (2015). Brands at work: the search for
meaning in mundane work. Organization Studies, 36(1), 29-53.
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance
of Developing Strategies for Employee Retention. Journal of Leadership,
Accountability & Ethics, 12(2).
Meijerink, J. G., Bondarouk, T., & Lepak, D. P. (2016). Employees as active
consumers of HRM: Linking employees’ HRM competences with their
perceptions of HRM service value. Human resource management, 55(2), 219-
240.
Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media
in employee-selection-related decisions: A research agenda for uncharted
territory. Journal of Management, 42(1), 269-298.
Saleem, F. Z., & Iglesias, O. (2016). Mapping the domain of the fragmented field of
internal branding. Journal of Product & Brand Management, 25(1), 43-57.
Skålén, P., Gummerus, J., von Koskull, C., & Magnusson, P. R. (2015). Exploring
value propositions and service innovation: a service-dominant logic
study. Journal of the Academy of Marketing Science, 43(2), 137-158.
Sparrow, P. R., & Makram, H. (2015). What is the value of talent management?
Building value-driven processes within a talent management
architecture. Human resource management review, 25(3), 249-263.
Vaiman, V., Haslberger, A., & Vance, C. M. (2015). Recognizing the important role of
self-initiated expatriates in effective global talent management. Human
Resource Management Review, 25(3), 280-286.