Employee Value Proposition

What challenge(s) do our clients face?

Attracting and retaining employees of different ages and skills is an ongoing challenge.

The business environment has now changed to a business-specific and demanding environment and:
The need for change, adaptability, leadership, speed and knowledge of employees as different employees when hiring
Publish the competition
Needs Purpose and meaning of employees eligible for insurance, excluding compensation
Costs of hiring raises

There is also a growing link between the internal and external understanding of companies. Problems between the two are now rare, making it important to create a uniform workplace everywhere.

However, to achieve this relationship, a good employee means your employer is working towards your professional, responsible and targeted recruitment. Employee identity is an important tool in ensuring continuity of employment and the recruitment, communication, evaluation and labeling process must be consistent throughout all other management processes.

In addition to a strong company and good communication, organizations must improve their understanding of employees so that they can make personal decisions and have personal respect.

The GMY should be tailored to reflect the characteristics that make the company unique and consistent with its leadership and corporate values.

How do we help?

We assist business owners in clarifying and clarifying the truth of Employee Value Proposition about their internal culture and the external needs of the business.

By taking into account both external (company use and comparison with business factors) and internal (technical staff thinking, current culture and ideas) thinking, we help our customers uniquely identify and communicate and make their employees more productive. .

Our approach includes 6 pillars that need to understand the context of your current and future challenges before being developed and translated into EVP integration.

Leadership: The ability to generate a true connection with the organization’s culture and deliver results whilst being recognized for concrete examples of this and contributing to the development of individuals, teams and the organization.
Compensation: The application of financial and non-financial recognition in line with employee performance.
Development: The clarity on potential development paths that boost learning and are translated into professionals growing.
Environment: The expression of corporate identity in the organization’s physical environment, impacting external interactions, leaders and opinion influencers.
Purpose: The clarity on what drives a company forward in a way that is coherent with short and long term choices and generates a collective identity.
Reputation: The perception of a company following its interactions with clients and potential employees.

What are the benefits?

Greater coherence:
guarantee a value proposition that is adherent to your company’s culture and strategy whilst being well communicated internally and externally, driving HR processes and leaders to guide employees.
Higher retention rates:
differentiate your company v the competition and become more attractive to current and potential employees. This is not only about having a value proposition that works for the company, but one that can also be flexible for the needs of individuals.
Clearer communication:
guarantee visibility of the EVP through proper use of messaging and investments
Greater employee engagement:
provide what matters to your professionals, driving engagement and alignment between what the company offers and how individuals perform.
Stronger branding:
connect corporate branding to employee branding so that once the Employee Value Proposition is defined then the corporate brand will also be stronger.

How does it work?

A step by step approach which ensures concrete actions are taken towards attracting and retaining your target employees.

In our methodology, we follow 5 steps that can be adjusted according to your needs. This 5-step methodology is built on the following beliefs:

We are a strategy consultancy and the EVP design must start by considering what the business needs. We will understand, challenge and ensure this connection.
This strategy must be communicated so we will assess how effective your current channels are, understand the communication habits per employee group and design a relevant communication strategy.
We believe in a tailor-made approach as we known that each company is unique. So we will define the EVP in a way preserves your company’s essence and aligns to your future needs, adjusting the communication strategy and EVP implementation in a way that is adherent to your
We always involve your team in developing the new EVP as this drives engagement in the project and guarantees the authenticity of the solution. We will interview your talents, influencers and previous employees about the work environment, their likes and dislikes. We will use recruitment and dismissal data and , if needed, create focus groups (internally or externally) to deep dive into your company awareness.

TALK TO US

Dhruv Patel is an engagement manager at BMCS and has been working since 2019 in the Argentinean office in the Supply Chain Practice.

Dhruv Patel

ENGAGEMENT MANAGER

Aarush Gandhi is a Manager at BMCSwith significant experience in Supply Chain and Implementation having worked across both of BMCS practices.

Aarush Gandhi

Manager

Nikhil Singh is a Director at BMCS and has been working since July 2011 in the practice of Marketing & Sales. Prior to BMCS, Jonathan was an Analyst

Nikhil Singh

DIRECTOR

Keshav is a Manager in the Marketing & Sales practice. Originally from Columbia, Luis is an entrepreneur at heart, and has worked in several start-ups in Colombia, receiving his MBA

Keshav Sinha

ENGAGEMENT MANAGER

Chaitanya Varma is a Financial Controller at BMCS and has been part of the Finance area since January 2011. Her experience includes financial analysis.

Chaitanya Varma

FINANCIAL CONTROLLER

Rishi Sinha is a Specialist on Supply Chain Strategy at BMCS, working since 2010 at the firm. He has over 20 years of experience in Supply Chain collaborating with companies

Rishi Sinha

Specialist

Knish is a Managing Partner and has overseen the Mexico City office since 2008. Prior to BMCS, Gerard accumulated 25 years of experience in executive positions at L’Oréal

Knish Raj

Partner

Rajbir is a senior manager I within the Implementation practice at BMCS, and has been part of the team since July 2011. His experience includes leading transformational projects.

Rajbir Kapoor

Sr. MANAGER