"Branding (Marketing)" . . "BUSINESS & ECONOMICS / Organizational Development." . . "Corporate culture." . . "Corporate culture" . "BUSINESS and ECONOMICS Human Resources & Personnel Management." . . "BUSINESS & ECONOMICS Industrial Management." . . "Stratégie de marque." . . "Culture d'entreprise." . . "BUSINESS & ECONOMICS Organizational Behavior." . . "BUSINESS et ECONOMICS / Organizational Development / bisacsh." . . "Personnel Direction." . . . . "Markenartikel." . . "BUSINESS & ECONOMICS Management." . . "Organizational behavior." . . "Organizational behavior" . "Markenpolitik." . . "BUSINESS et ECONOMICS / Human Resources et Personnel Management / bisacsh." . . . "Livres électroniques" . . . . . . . . . . "The consumer brand of any organization is crucial to its long term business success. Just as important is the employer brand of the organization, vital to attracting talent and retaining an engaged workforce. Despite the critical connection between internal and external brand engagement, these areas remain firmly entrenched in the traditional silos of HR, internal communication and marketing, wasting resources and even contradicting each other instead of pursuing a common goal. By breaking down traditional silos Strategic Brand Communication offers a new approach for developing brand and emplo." . "Strategic brand engagement using HR and marketing to connect your brand, customers, channel partners and employees" . . . "Strategic brand engagement : using HR and marketing to connect your brand customers, channel partners and employees" . . "\"The consumer brand of any organization is crucial to its long term business success. Just as important is the employer brand of the organization, vital to attracting talent and retaining an engaged workforce. Despite the critical connection between internal and external brand engagement, these areas remain firmly entrenched in the traditional silos of HR, internal communication and marketing, wasting resources and even contradicting each other instead of pursuing a common goal. By breaking down traditional silos Strategic Brand Communication offers a new approach for developing brand and employee engagement in any organization. It presents a strategic framework showing how to develop organisational values in line with corporate branding, aligning key HR responsibilities such as recruitment and performance with the overall brand, developing a consistent communications strategy, and measuring the impact of these strategies\"" . . . . . . . "\"The consumer brand of any organization is crucial to its long term business success. Just as important is the employer brand of the organization, vital to attracting talent and retaining an engaged workforce. Despite the critical connection between internal and external brand engagement, these areas remain firmly entrenched in the traditional silos of HR, internal communication and marketing, wasting resources and even contradicting each other instead of pursuing a common goal. By breaking down traditional silos Strategic Brand Communication offers a new approach for developing brand and employee engagement in any organization. It presents a strategic framework showing how to develop organisational values in line with corporate branding, aligning key HR responsibilities such as recruitment and performance with the overall brand, developing a consistent communications strategy, and measuring the impact of these strategies\"--" . . "Strategic brand engagement using HR and marketing to connect your brand customers, channel partners and employees" . "\"In March 2011, trade organization Enterprise Engagement Alliance found that \"employee engagement\" has overtaken phrases such as staff incentives and employee motivation for the first time after investigating business terms used via Google Analytics.The consumer brand of any organization is crucial to its long term business success. Just as important is the employer brand of the organization, vital to attracting talent and retaining an engaged workforce. But despite the connection between internal and external brand engagement, both areas remain firmly entrenched in the traditional silos of HR and marketing, wasting resources and even contradicting each other in the pursuit of a common goal.Strategic Brand Engagement breaks down the traditional silos between HR, internal communications and marketing, offering a new approach for developing brand and employee engagement. Combining the best of these disciplines to create a strategic framework, it provides advice on how to develop organizational values in line with corporate branding, align key HR responsibilities such as recruitment and performance with the overall brand, develop a consistent communications strategy and measuring the impact of these strategies. \"--" . . . . . . . . . . . . "\"In March 2011, trade organization Enterprise Engagement Alliance found that \"employee engagement\" has overtaken phrases such as staff incentives and employee motivation for the first time after investigating business terms used via Google Analytics.The consumer brand of any organization is crucial to its long term business success. Just as important is the employer brand of the organization, vital to attracting talent and retaining an engaged workforce. But despite the connection between internal and external brand engagement, both areas remain firmly entrenched in the traditional silos of HR and marketing, wasting resources and even contradicting each other in the pursuit of a common goal.Strategic Brand Engagement breaks down the traditional silos between HR, internal communications and marketing, offering a new approach for developing brand and employee engagement. Combining the best of these disciplines to create a strategic framework, it provides advice on how to develop organizational values in line with corporate branding, align key HR responsibilities such as recruitment and performance with the overall brand, develop a consistent communications strategy and measuring the impact of these strategies. \"." . "Electronic books" . . . . . . . . . . . "Comportement organisationnel." . . "BUSINESS & ECONOMICS Management Science." . . "Personnel management." . . "Personnel management" . "BUSINESS and ECONOMICS Organizational Development." . . "Strategisches Management." . . "BUSINESS & ECONOMICS / Human Resources & Personnel Management." . .