Literature Review on Employee Value Proposition in UK Healthcare

This literature review analyzes the Employee Value Proposition (EVP) within the UK healthcare industry, focusing on attracting and retaining key talent. It explores the key attributes of EVP, the crucial components such as financial rewards, employment benefits, career development, work environment, and company culture. The review also examines the critical factors influencing candidates' decisions when accepting job offers, including flexible working hours, medical benefits, and retirement plans. The study highlights the impact of the pandemic on the healthcare sector, increasing competition for talent, and emphasizing the importance of a strong EVP to attract and retain employees. The review emphasizes the need for healthcare organizations to understand and address employee needs to remain competitive in the labor market. It emphasizes the importance of factors like employee input, competitive intelligence, and strategic planning in developing an effective EVP. The review concludes that a well-defined EVP is essential for healthcare organizations in the UK to recruit, retain, and engage the right talent, ensuring the provision of quality healthcare services.

Literature Review on
Employee’s Value
Proposition

Table of Contents
Introduction................................................................................................................................3
Literature Review.......................................................................................................................3
To evaluate the key attributes of employee value proposition in the health care industry in
UK..........................................................................................................................................3
To gauge the key components of employee’s value proposition in the healthcare industry in
UK..........................................................................................................................................5
To understand the critical factors that influence a candidate’s decision in order to accepting
a Job offer in the healthcare industry.....................................................................................8
To establish the role of employee value proposition in order to attract more key talent in
healthcare industry in UK......................................................................................................9
Conclusion................................................................................................................................10
References................................................................................................................................11

Introduction
A literature review is the survey which are used by some authentic resources through
books, journals. These articles are majorly related to specific topic or any type of research
question and it has to be done in any dissertation, research thesis that make the relationship of
work in the context of the topic and its particular research methodology (Flynn, Valentine
and Meglich, 2021). In the given literature review a critical study is developed which are
related to employee’s value proposition in the health care industry which are mainly analysis
in the UK market. This is basically related to different monetary and non-monetary benefits
which are provided by an organisation to their employee especially in healthcare industry
after facing the pandemic impact of Covid-19.
Literature Review
To evaluate the key attributes of employee value proposition in the health care industry in
UK
As per the view point of Miller, S., (2021); hiring and keeping employee in the health
industry is very difficult and this is related to recruitment and retention tool. Having good
employees in the UK based hospitals are become the result of major health care benefits,
giving them retirement benefits, leave benefits, wellness and prevention benefits and many
more benefits which are basically related to different sector and growth of healthcare industry
(Employers Alter Benefits to Attract, Retain Employees, SHRM Finds, 2021). EVP help and
work in most of the healthcare companies to increase the competition and able to work on the
difficult situation like pandemic.
According to the prospect of Segal, (2021); the pandemic has been change the impact
of an employee and employer relationship. Leading organisation and make updating about
their employees are related to different proposition and make involvement through different
sources of the companies. In the healthcare industry it is basically related to different need
and demand of the employees but increasing competition are not able to make and recruit
talented staff in the healthcare industry. This is essential for the healthcare industry to work
and make employees value proposition. There are some strategies and attribute which make
EVP in the healthcare industry (Employee Value Proposition: Get and Keep Great Talent,
2021). Some of them are given below:
 Collect the inputs of employee: This is very essential for the healthcare industry to
work and manage the employee’s input and records the data as per their benefits. This

could be related to explicit and implicit data and make different properties to make
effective which are related to make focus group and technologies enable and make
tool and make components which are basically related to most relevant which are
basically and make different segment and aligned with different business.
 Gather competitive intelligence: This is basically related to make distinctive make
effective competitors. This is basically related to and make assessment in order to
understand explicit and implicit for understanding total rewards and make high
competitors (Maylett and Wride, 2017). This will be basically related to major growth
and make compelling reward system. In the healthcare industry it is important for the
companies to make effective strategies and able to make insights.
 Propose strategies and make a plan: This is basically related to different sector and
growth which are able to work as per effective strategies and make draft for
understanding the prospective of EVP statement. Further this will be effective by
making a plan and make differentiate the gap and make modernize the communication
gap. This will be basically related to major changes and recommend the potential
candidate.

As per the Sammer, J., (2021); all of these are basically related to major value and
make everything that is related to an employer and make effective benefits which ensure the
safety and high retention period for an employee in the hospital industry. After seeing the
major pandemic and its impact on the healthcare industry, this has been increase competition
and people are demanding more benefits as they are serving more rather than desired demand
in market. Further it can be said that EVP make a right balance in order to assume and make
targeting in between various employees and keep broad enough to work and manage the
largest number of people who are basically related to major testing and use of different
technologies. In short this can be said that the organisation and its value are essential to make
labour market, enable them, recruit, retain and engage the right people to make stronger and
competitor employee for assigning brand values (Finding an Effective Employee value
Proposition, 2021). This will help the companies in healthcare industry to work and retain
their employees due to the use of major workers who are able to work but not work due to
ineffective healthcare facilities. So EVP are one of the new and important concept in

healthcare industry to UK to determine the role of employee and make their right value
within hospital.
To gauge the key components of employee’s value proposition in the healthcare industry in
UK
As per the view of Jouany, V., (2021); Employees value proposition is an ecosystem
which are related to support, recognition and make values which is provided by an employer
to achieve their highest potential employee at the healthcare industry. There are various key
component which are used by the healthcare industry to make effective EVP which are
basically related to core strength and values of the organisation and increase the brand image
of the hospital, pharmacy and any medical line organisation (Employee Value Proposition:
The Complete Guide to Building a Great EVP, 2021). Mainly there are five main components
which must be included by the healthcare industry to analysis EVP:
 Financial Reward: One of the major component and make EVP are the main to make
an employee’s expectation from the overall evaluation and make compensation to the
different system. This is basically related to major reward system and it will cover
majorly financial offerings like different salary, bonus and stock options. This is the
composition which are usually related to different sector and make high level of
motivation within employee (Meng and et.al., 2016). But it is just a part of employee
value proposition as these are the one which make a motivation within their
employees to retain and sustain their talent in the chosen health industry.
 Employment Benefits: This is next component of the employee value proposition, as
it is related to additional benefits which are associated with employee and their
position. This may be include like health insurance, retirement benefits, different paid
leaves, health treatment to employee and their family, holidays which are essential for
the growth of an employee. There are different benefit package which are mainly
based on work and depend on the industry where an employee are working. These are
mainly related to those health worker who just serve their duties to covid patients and
majorly related to pandemic impact on UK (Morgan, 2017). This is one of the
important tool in employee’s value proposition as it could be related to major growth
and sector of the company. It would be essential for the healthcare industry to work
and manage their component as per the need of their talented employees. This is the
second component of the employee value proposition and it work as per the different
growth and management concept of company and its employees.

 Career Development: Most of the health care worker are trying to make a growth in
their area of work. This is very essential and make effective growth in organisational
department to offer and make high level of contribution to career development and
make EVP components. Some of the major carer development which can be linked to
health care workers are technical training, become a leader, mentoring and career
development, promotion opportunities, change the domain, make some specified
coveted project (Pandita and Ray, 2018). All of these are helpful and essential for the
healthcare industry to work and manage the source which are applicable and essential
to make career development programme and make growth development plan. This is
one of the essential and career growth plan to work and manage their sources.
 Work Environment: This could be related to make component of EVP which are
related to different associated with facing factor which are essential and associated to
make positive working environment. Having good working environment and make
able to manage positive work environment. This is basically related to flexible
working hour, effective work-life balance, recognition, make effective team
management, proper communication model. All of these are basically related to make
major work environment and able to work and manage effective sources to work that
may be related to different sources. Many of the healthcare department, importance of
having creating work environment which are essential to make happy environment
and make meaningful nature. This would be essential to make positive employee and
make engagement with the source of management.
 Company Culture: In the healthcare industry, there are different culture and values
which are essential for the growth of company and make EVP to make factor and
make great company culture. These will be included that trust and make trust and

collaboration (Segessemann and Crevoisier, 2016). This could be essential for
positive employment relationship in between different members and make team
communication for essential alignment process. Many of the factor are essential to
manage healthcare worker safety, people and ability to manage different sources.
To understand the critical factors that influence a candidate’s decision in order to accepting a
Job offer in the healthcare industry.
According to the view point of Leon, M., (2021); the employment rate of the hospital
industry are decline as they are affected through the major pandemic behaviour all over the
world. And by this the most affected team are human resource management team, and they
are struggling due to make calibre talent within an organisation. In the healthcare industry,
there are different innovative and major benefits which are essential related to make
candidate’s behaviour and make changes in their decision while selecting their job offer in
the desired healthcare industry (5 Awesome Job Benefits That Attract Quality Candidates,
2021). There are major benefits and influences within the candidate’s decision and make a
helpful decision in healthcare industry.
 Flexible working Hours: An employee is basically related to make flexible hours
which make an influensive decision. Major employees are choose their job as per their
flexible working hour and make lower salary over an opportunities with a higher
salary and make fixed salary. Health care industry are the most effective and

appropriate related to different sector and make better benefits. Flexible working hour
are related to and make work-life leader and make flexibilities within society. There
are different media sources and make unlimited vacation time.
 Medical, dental and vision insurance: Many of the employer there are basically
make feel secure by offering high health insurance facilities. This can be attracting
and make more careful decision, and make immediate healthy decision. there are
different type of insurance major sector are associated to great and make major
benefits as per their monthly premium to make effective expenses and make effective
management source within society (Tanwar and Prasad, 2016). These benefits are
reliable and associated to growth and sector of major sector which make different
insurance benefits and make healthcare industry.
 Retirement Benefits: As per this report, organisation which are associated to
retirement plan are basically related to health care industry. A survey conducted by
SHRM are related to make effective retirement plan in order to attract employee and
make managing source for making more contribution. All of these are related to
retirement benefits and make smart decision in order to manage different benefits.
 Life insurance: Employee who have life insurance and make effective facilities
which are helpful for the employee’s family and their own resources in order to make
life insurance. Offering life insurance facilities and make more causes to a job seeker
and choose the company and make high competition. This is related to make
employees and make peace of mind and purchase which are associated related to
different sector in relation to growth and sector of the company and their values.
To establish the role of employee value proposition in order to attract more key talent in
healthcare industry in UK.
As per the view point of Meaney and Keller (2021); there are major related to
different sector and its employee’s proposition to attract and manage more talented
employees in healthcare industry. This is basically related to make effective UK industry and
make right approaches and make effective related to different sector and make attract top
motivation. This will be related retain and make top talent which are essential and make
improve business performance. This is a relation which are essential to make EVP and make
spirit in the different organisation. EVP are related to different sector and make rewards
which are essential and make benefits received by the employees and make attract and retain
the talent top talent (Attracting and retaining the right talent, 2021).

This is further related to different sector and growth of the people who want to
continue and make considerable changes to make effective recruitment procedure in human
resource. It is helpful in attracting more passive candidates which are essential for the health
industry. This can be related to major sector and growth of company and their employee
through recruiting best candidate at best fitted place. As these are essential for attracting the
top employees and make right recruitment candidate and marketing policies to change
drastically and make appropriate changes. This is the process which actually help the
employees to work more properly and manage effective resources in order to make
awareness, consideration, interest, application, selection and hire the candidate who are
appropriate for the vacant position in job vacancy for healthcare industry (Tuan, 2018). By
spreading awareness and growing the interest of the employees are very important and
essential to major people who are able to work and wanted to join the health organisation for
working and serve the country in such an drastic time period.
While this will further help the employees to be retain in the organisation and serve
for them only this is one of the essential role of employee value proposition and make
effective approaches within society to work and manage performing the employee value at
their equal opportunities and growth rate in the company. So in order to attract the top
talented people in healthcare industry it is essential to make a strong employee value

proposition and make a great experience in the chosen workplace. Many of the organisation
are needed to be realised that recruiting and selecting candidate in an organised manner are
very important and essential to grow in market.
Conclusion
From the above report it is concluded that, employee’s value proposition are basically
related to attract and retain the talent. This is a well-developed and make EVP source which
are based on the implemented effectively and make throughout the entire organisation. A
good EVP are essential to make effective communication that make different offering facility
which make high approaches to retain the talent management. This is basically related to
make healthcare industry and all data are collected through PRISMA, and make different
techniques which are essential to recognized source and make credible sources. As there are
no specific model or framework related to recruit best talent management and reliable for the
growth and prospect of developed training in the selected area.

References
Books and Journals
Flynn, W. J., Valentine, S. R. and Meglich, P., (2021). Healthcare human resource
management. Cengage Learning.
Maylett, T. and Wride, M., (2017). The employee experience: how to attract talent, retain top
performers, and drive results. John Wiley & Sons.
Meng, F. and et.al., (2016). The influence of organizational culture on talent management: A
case study of a real estate company. Journal of Chinese Human Resource
Management.
Morgan, J., (2017). The employee experience advantage: How to win the war for talent by
giving employees the workspaces they want, the tools they need, and a culture they
can celebrate. John Wiley & Sons.
Pandita, D. and Ray, S., (2018). Talent management and employee engagement–a meta-
analysis of their impact on talent retention. Industrial and Commercial Training.
Segessemann, A. and Crevoisier, O., (2016). Beyond economic base theory: The role of the
residential economy in attracting income to Swiss regions. Regional Studies, 50(8),
pp.1388-1403.
Tanwar, K. and Prasad, A., (2016). The effect of employer brand dimensions on job
satisfaction: gender as a moderator. Management Decision.
Tuan, L. T., (2018). Driving employees to serve customers beyond their roles in the
Vietnamese hospitality industry: The roles of paternalistic leadership and
discretionary HR practices. Tourism Management, 69, pp.132-144.
Online
Employee Value Proposition: Get and Keep Great Talent, 2021. [Online]. Available through:
< https://www.segalco.com/consulting-insights/employee-value-proposition>. Last
accessed on 19th April 2021.
Jouany, V., (2021). Employee Value Proposition: The Complete Guide to Building a Great
EVP. [Online]. Available through: < https://blog.smarp.com/6-steps-to-build-your-
employees-value-proposition>. Last accessed on 19th April 2021.
Leon, M., (2021). 5 Awesome Job Benefits That Attract Quality Candidates. [Online].
Available through: https://www.glassdoor.com/employers/blog/5-job-benefits-
attract-quality-candidates/. Last accessed on 19th April 2021.
Meaney, M and Keller, S., (2021). Attracting and retaining the right talent. [Online].
Available through: https://www.mckinsey.com/business-functions/organization/our-
insights/attracting-and-retaining-the-right-talent. Last accessed on 19th April 2021.
Miller, S., (2021). Employers Alter Benefits to Attract, Retain Employees, SHRM Finds.
[Online]. Available through: < https://www.shrm.org/ResourcesAndTools/hr-
topics/benefits/Pages/alter-benefits-attract-retain.aspx>. Last accessed on 19th April
2021.