The purpose of this thesis is to find out why are companies in Slovenia that have received the title of most attractive employer in the eyes of employees the most attractive. The aim is to investigate what practices these companies use to manage their employer brand and to compare these practices with each other. I focused on employer brand management practices in the most attractive companies in Slovenia, on attractiveness attributes that are most important for their target group, on who in the participating companies manages their employer brand and on changes companies perceived after managing their employer brand. By reviewing the literature, I defined what employer brand and employer branding are, how does the process of employer branding looks like and what are the development challenges in employer brand management. In the first part of the thesis, I presented the theoretical starting points, to which I also linked the interpretation of the final results. In the second part of the thesis, I presented the research and my findings. I conducted the research using a qualitative method. On a sample of the nine most attractive companies in Slovenia, I conducted semi-structured interviews with those representatives of companies that participate in the employer branding. Interviewees answered the same questions. The results showed that the most attractive companies in Slovenia manage their employer brand in accordance with the literature, and the practices of employer branding between companies are similar. It also turned out that the attractiveness attributes are not specific to a specific group of employee profiles and the industry in which the company operates, but that the attractiveness attributes for talents are similar regardless of the industry.
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