Building Value through People, Ethics and Diversity

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2. Your people can be a unique asset in differentiating your brand through their:SkillsDiversityPerspectivePotential Behavior. The HCC philosophy: People are the Center Point. . Premier companies and organizations know the value of developing and sharing best practices on staffing, diversi
Building Value through People, Ethics and Diversity

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2. 2 Your people can be a unique asset in differentiating your brand through their: Skills Diversity Perspective Potential Behavior The HCC philosophy: People are the Center Point

3. 3 Targeting your human capital points of business advantage Characterizing human capital a strength within your organization Leveraging human capital with your clients, customers, shareholders & key stakeholders Building market strength through an enhanced reputation We help HR achieve success by...

4. 4 Media Outreach National, professional, business, trade & local Corporate Award Programs Gaining strategically sound recognition internally and externally Human Capital Platforms The right venues and messages for your leaders Message Integration Creating sound key messages wherever, whenever you talk to customers, employees and key stakeholders . . . and by keeping an eye on ROI

5. 5 On average, companies that did a better job of attracting, developing, and retaining highly talented managers earned a 22% higher return for shareholders (?War for Talent,? McKinsey & Co., 2006) For market-leading companies, a significant improvement in communication effectiveness is associated with nearly a 30% increase in market value (?Connecting Organizational Communications to Financial Performance,? Watson Wyatt, 2004) Companies that communicate effectively command a 19.4% higher market premium than companies that do not (?Communication ROI Study, Watson Wyatt, 2005) And yet a gap exists ? 40% of workers feel disconnected from their employers (?Job Satisfaction Falling?, Conference Board, 2005) There?s a lot at stake: Research over the years reveals much

6. 6 Improving employee recruitment & retention Promoting ?best places to work? Validating diversity initiatives Addressing how diversity increases potential Building a post-merger culture Engaging employees to re-define the company Sharing market leadership Using the Internet to tell an important story Communicating in a targeted way Influencing an ?inside? audience with the ?outside? perspective Taking credit by winning recognition Creating cost-effective awareness through media relations Our collaborative approach: Issues our clients have faced

7. 7 Challenge: Win award and use it for advantage in a tough market for premier talent. Opportunity: Leverage PwC?s recognition as one of Working Mothers ?Top 10 Best Places To Work.? Results: Reduced recruitment & retention expenses by increasing awareness through more than 25 million media impressions. Targeted media in local key markets where this issue was most acute, including San Francisco, New York, Chicago, Boston, Atlanta, North Carolina, Minneapolis, Maryland, Texas, Orange County and New Jersey. Case Study Maximizing opportunities from awards

8. 8 Challenge: Brookdale Senior Living needed to forge a new identity in the aftermath of a merger. Opportunity: Work with management from both companies to determine brand attributes for the merged company by soliciting input from inside the company, as well as from potential clients. Results: Following a series of focus groups (8 external in four major markets & 4 employee groups across all geographies) the following was accomplished: A new corporate identity selected Brand elements codified Target audiences determined Most importantly, employees were part of the process and became emotionally vested in the success of the ?new company.? Case Study Building employee brand support

9. 9 Challenge: Establish our client?s leadership in diversity initiatives (and consulting) through the most cost-effective means. Opportunity: Create and share a library of content available to diversity executives via a company-sponsored Website. Results: This award-winning Website, promoting PwC?s Diversity Initiatives, positively increased perceptions among targeted ?new hire? audiences. Also compressed sales cycle for nascent Diversity Practice. Case Study Using the Internet for positive positioning

10. 10 Challenge: Realize company?s full potential following a lengthy and complicated merger of equals. Opportunity: Unite leadership thru ?third party? validation of comprehensive, ground-breaking learning & education initiative designed to bring senior management together. Results: Developed Financial Times feature that objectively positioned company as a leader in the professional services industry, raised partners? perceptions on merger success by more than 10%. Case Study Turning key audiences ?outside-in?

11. 11 Challenge: Gain recognition of leadership role in employing women and minorities with those same audiences. Opportunity: Develop a series of ghostwritten articles for leadership positioning on a range of diversity & ethics issues. Results: Stories appeared in targeted national business publications to measurably underscore the firm?s commitment to the critical audiences (women & minorities). Case Study Building awareness/Changing behaviors

12. 12 Challenge: Extend Waste Management?s (WM) corporate diversity reputation proactively for lasting market and brand advantage. Opportunity: Create ?high-intensity credibility? around WM diversity with strategically valued audiences through uniquely available media. Results: Determined that the ?soul of a company? story, based on WM?s diversity philosophy and practices, could best be told in Diversity Journal to achieve the following: Validate strategic direction with financial audiences. Prove viable brand differentiation with institutional and individual customers. Build ?common ground? credibility with managers, employees & other internal groups. Create visibility with core regulatory audiences. Attract and retain high-potential people. Motivate supply chain improvements. Case Study Leveraging diversity for brand support

13. 13 We have been recognized consistently for our award-winning client work. Winning client satisfaction

14. 14 We are accomplished communication professionals who partner with Human Resources, not vice versa. We collaborate transparently with in-house communication resources, brand directives and corporate strategies. We are a virtual organization of like-minded talents, custom-sizing teams to needs. Our approach

15. 15 Our mission is to passionately pursue human capital communications excellence while achieving high levels of client service through the energetic development and delivery of elegant, enduring and measurable business solutions. Michael Beightol 847.277.7353 mbeightol@coyotemarsh.com Ray Lewis 847.205.0072 ray2lewis@aol.com Talk to us


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