User:Mahesh Weeratunge

''Mahesh Weeratunge Snr. Lecturer and Examiner in Brand and Marketing Management''

How to select a greater place to work?
We have come across many people who are not satisfied with their job roles. This has created an adverse impact on those individuals’ health, personal life, family life and finally on the entire country. If you ask a very simple question, “How is your job?” from few of your known friends or relatives, you may end up with various responses. Some might say it is, “great”, “superb”, “fantastic”, “enjoying” or any enthusiastic expression to show their happiness. But you also will have lukewarm answers such as “just going”, “not bad”, “ok” or any downbeat phrases though themselves know that they are not happy with.

Why most of them are not happy with their jobs? I may say, both company and the employee are responsible for this. Main reason for this is that they do not share equal values.

What are the values a person should look in when selecting a job and a better company? There are few areas that you need to consider before applying for a job. This is clearly identified in Corporate Attractiveness Web introduced below and that will help in selecting a better employer for your future.

Corporate Attractiveness Web
Corporate Attractiveness Web is a very useful grid that brings measurements of all the principles that add values to the employee. This even can be used by the Human Capital Leaders within an organization to identify the present situation at a glance and prioritizes strategies of the eight values discussed in the web.

All the principles in the web are given measurements from 0 to 5 where ranking is identified as bellow. Values starting from 0 to 2 are Weaker Players in the market, 2 and above up to 3 Neutral companies potentially not very attractive for given criteria, 3 and above to 5 Healthy Corporate for identified value.

Key Organizational Values identified in Corporate Attractiveness Web. •	Socio-Cultural & Relationship Values Socio-Culture within the organization is associated with the qualities and characteristics of the group of people who are working. This includes collective deposits of beliefs of company, attitudes towards company, roles and hierarchies of the existing people and their knowledge. Standards of the people and interaction/relationship within the group are some significant qualitative parameter in looking at. Does it bring real interest to associate with the group?

•	Corporate Image and Company Ethics Best business practice within the organization, how well organization strategies are directed on social wellbeing of the wider community help in developing the image of the company.

•	Vision of Leadership Leadership vision within the organization takes company to a desired level. It is highly important to see whether company future is bright. All the employees within the organization should be articulated and educated on the vision and directed them to act on it. This can be visualized easily by the potential employees to the organization. •	Company Future Development These are future plans and objectives. It can be analyzed as the short term and the long term objectives of the organization, forecast industry diversification, product and market development activities that are to be taken in future significantly. If these areas are positive scope is high for attraction.

•	Economic & Financial Values This measures the financial benefits employees are receiving at the end. Remuneration schemes, medical and insurance schemes and other economic and financial related benefits are discussed under this. This is considered as one of the key motivating factor s and decided in selecting employment.

•	Employee Future Development Employees do not want to stagnate in the same position for years and years. Success of the employee is depending on the development of his/her career along with company hierarchy. Company attractiveness for individual is high if career is developed with effort of the company. At the same time Human Capital functions within the organization should take necessary action to bring this motivation for employees.

•	Knowledge Development & Application Value It is natural for employees to get motivated if company is obtaining ideas for its future development. Most of the employees’ knowledge is tide up and they are asked only to follow what leaders are expecting. It also can be seen as lack of development in employees’ knowledge and experience due to this reason. Organization that are in short of identifying this and providing no opportunities for employees are not attractive for those who wish to develop their careers inside the organization. •	Physical Values and Visual Artifacts Anyone likes to work in a pleasant, clean, nice looking environment. Anyone would like to have a table and chair for them to sit & do their work. These are physical values and visual artifacts inside the organization. Basic needs of any human are identified as physical needs such as food, water, clean air, clothes and shelter/location to live. This is discussed in many philosophies in the world, so do apply to business philosophy too. Field Sales staffs in some companies are not given a space in company at least to keep their belongings while drivers are standing under trees and no tables and chairs given to security. Human Capital Managers should not see this as a cost to the organization but as an investment. These physical values affect f human psychological values so does the motivation. An organization is attracted to professionals when this is managed effectively.

Therefore finding a right place to work is not a dream, but it’s a matter of putting a little bit of your efforts & thoughts.

At the same time, even when we look from the point of view of the company, if it is to attract right people to the right position, it should impress these in employer branding strategies to be competitive in the industry with good human capital.

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