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Developing a strong employee value proposition (EVP) is a key element of any recruiting and retention effort. At its most basic, an EVP represents everything of value that an employer provides to its employees—pay, benefits, training, career development opportunities and so on—and it is then “marketed” to the workforce.
The most successful EVPs are tailored to the needs of a specific organization and its workers. “To ensure that an EVP is relevant and exciting to employees, companies need to hit on things that really matter to employees and the business, and that can differentiate their employment experience from others,” said Pam Hein, partner with Aon, in Lincolnshire, Ill.
Entelect, a 250-employee software engineering firm in Johannesburg, South Africa, focuses on having a compelling EVP that will keep the attention of employees whose skills are in high demand. “We have a very technical staff complement that want to work on cool, cutting-edge technology, collaborate on exciting projects, constantly learn new techniques and technologies, and grow their careers,” said Shashi Hansjee, the company’s CEO.
To deliver an EVP to meet those needs, the company has introduced 14 accredited internal training forums with options for self study, online learning and in-person classes. “We also changed our performance management process to involve monthly one-on-ones with each person and formal performance reviews quarterly, instead of annually, in order to mentor and guide career progress,” Hansjee said.
To keep the...