- Human Resources (HR) departments already strapped for time spend the majority of their attention on other HR activities rather than the employee value proposition (EVP) (McLean & Company, 2022 HR Trends Report, n=405).
- When creating an EVP, organizations often forget about the employee voice and engagement, neglect to look at competitors, and confuse it with employer branding, which leads to inaccurate, misaligned, and undifferentiated EVPs.
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- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
A strong employee value proposition (EVP) provides a compelling but realistic view of the benefits of joining the organization, while also leading to a connection that encourages employees to stay.
Impact and Result
- Create a realistic and compelling EVP by using the employee voice to uncover the lived experience and the organizational offerings that employees highly value.
- Highlight the organization’s unique features in the EVP to differentiate from competitors, allow potential and current employees to assess fit, and support recruitment and retention efforts.
- Fully integrate and sustain the EVP through strong communication partnerships across the organization that reach both internally and externally.
Employee Value Proposition
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Develop a unique EVP for your organization to reinforce your talent management strategy and differentiate from key talent competitors.
By the end of this course, learners will be able to:
- Understand what an EVP is for and the impact of the EVP for organizations both internally and externally.
- Determine the criteria necessary to create a robust and successful EVP.
- Align the EVP with the employer brand.
- Road-test the EVP internally and externally.
- Determine how to align HR policies and programs to the new EVP.
- Define communications around launching the EVP.
Academy EVP: Introduction: Uncover an impactful Employee Value Proposition
Academy EVP: Module 1: Build a Plan to Develop the EVP
Academy EVP: Module 2: Uncover the EVP
Academy EVP: Module 3: Evaluate and Refine the EVP
Academy EVP: Module 4: Implement and Sustain the EVP
Workshop: Uncover the Employee Value Proposition
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Build a Plan to Develop the EVP
Consolidate, analyze, and theme data from focus groups and existing internal data sources for the creation of the EVP.
Key Benefits Achieved
Employee voice and experience are integrated into the EVP.
Consolidate focus group feedback to identify insights.
- Focus group notes consolidated into insights and categorized
Consolidate existing survey data to identify insights.
- Insights from existing employee surveys categorized
Synthesize all gathered insights into themes.
- Key themes identified
Module 2: Uncover the EVP
- Draft the EVP statements.
- Analyze competitors’ EVPs.
- Present potential EVP statements.
Key Benefits Achieved
- The EVP is evaluated to ensure it is differentiated from competitors and resonates with stakeholders.
Select key EVP themes.
Draft EVP statements.
- Drafted EVP statements
Conduct a competitor analysis.
- Identification of how to differentiate EVP from competitors
Present draft EVP statements to key stakeholders for feedback.
- Feedback from key stakeholders
Module 3: Refine and Plan for Implementation of the EVP
- Integrate employee and candidate feedback into the EVP.
- Create a communications plan to share the EVP internally.
- Prepare to transition the EVP into the employer brand.
Key Benefits Achieved
- Created a short “elevator pitch” of the EVP to launch internally.
- Prepared Marketing is to promote the employer brand externally.
Update draft EVP statements based on key stakeholder feedback.
Develop the plan to segment and assess the EVP.
- Action plan for road testing
Develop the internal communications plan.
- Draft communication plan
Create a plan with Marketing to implement selected branding ideas.
- Draft project plan to create EVP brand