EMPLOYER BRANDING IMPLEMENTATION AND HUMAN RESOURCE MANAGEMENT

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.