Abstract:
The purpose of this study is to show the impact of employer branding on talent management,
Social capital and via strategic human resource. The human resource is the face of an
organization. The field of HR has transformed from traditional to techno-driven and business
oriented than ever. In order to stay competitive, the human resource professionals
are
considered as ‘business partners’ in the changing global scenario. The HR department works
as a key link between the employer and employees. There is a close association noticed
between the talent management, Social Capital and Employer branding that is leading to
organizational effectiveness together.
Over the past two decades, scholarly interest in employer branding has strongly increased.
Simultaneously, however, employer branding research has developed into a fragmented field
with heterogeneous interpretations of the employer branding concept and its scope, which has
impeded further theoretical and empirical advancement. To strengthen the foundation for
future work, this paper takes a brand equity perspective to review the extant literature and
create an integrative model of employer branding. {Employer Branding: A Brand Equity-based
Literature Review and Research Agenda - Theurer - 2018 - International Journal of
Management Reviews - Wiley Online Library, n.d.)
In 1996, employer branding was introduced into the lexicon of human resources and marketing.
Twenty years later, many of the foundational concepts of employer branding have been
researched. Despite the volume of literature on employer branding, many key aspects still
warrant investigation.
