Importance of Talent Management and Employer Branding in Medium-sized IT Enterprises
Turunen, Neea (2022)
Turunen, Neea
2022
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2022051810337
https://urn.fi/URN:NBN:fi:amk-2022051810337
Tiivistelmä
Talent acquisition is one of the most challenging actions organisations experience in today’s global competitive labour market. Research shows that adapting talent management practices and investing in employer branding helps organisations to differentiate, attract and retain skilled talents. This thesis investigates the importance of talent management and employer branding practices in medium-sized enterprises operating in the IT industry. Both employer and employee perspectives are analysed as well as the benefits these practices could provide for organisations such as successful growth and sustainable competitive advantage.
Exploratory research is conducted, and a mixed-method approach is used to collect the data. Qualitative data will be collected with semi-structured interviews conducted with five HR professionals working in medium-sized IT enterprises. Quantitative data is collected with a survey aimed at job seekers from staffing and recruitment Company X’s large database. The findings indicate that talent management and employer branding practices can increase an organisation’s attractiveness and brand recognition as well as talents’ engagement and satisfaction. Culture, values, development opportunities, and flexible working arrangements are highly valued by all. Based on this, we can conclude that aligning talent objectives with business objectives can help organisations attract and retain skilled talent for a longer period.
Exploratory research is conducted, and a mixed-method approach is used to collect the data. Qualitative data will be collected with semi-structured interviews conducted with five HR professionals working in medium-sized IT enterprises. Quantitative data is collected with a survey aimed at job seekers from staffing and recruitment Company X’s large database. The findings indicate that talent management and employer branding practices can increase an organisation’s attractiveness and brand recognition as well as talents’ engagement and satisfaction. Culture, values, development opportunities, and flexible working arrangements are highly valued by all. Based on this, we can conclude that aligning talent objectives with business objectives can help organisations attract and retain skilled talent for a longer period.