Rivalry and competition between employees is strongly noticeable in the model. Each member of the company’s team is aware of their high qualifications. Everyone wants to show their best side. Work is not base on competition and common pursuit of a goal. Are you looking for effective employer branding tools? We will create a strategy tailore to your nees. Enter your e-mail, we will contact you The sieve model and the human capital model The opposite of the sieve model is the human capital model, which is base on the assumption that people learn and change throughout their lives.
Why Because there is a continuous
The human capital model can function both on the employer’s market. Fewer vacancies than candidates) and on the employee’s market (more vacancies than candidates). The human capital model makes it easier for young and less experience people phone number list to find a good job. During recruitment, the personality of the candidate and his preispositions for development are of the greatest importance, not the diplomas and certificates that he manage to obtain. We employ people with high development potential, loyal, willing to cooperate, non-conflict, positive attitude to action and the surrounding world. Employees feel safe in a company operating according to the human capital model.
Evaluation of suitability for the company
It is easier for them to establish a strong bond with the company, which reuces turnover and gives a chance for development. Employees encourage by a good employer branding policy are strongly involve in professional tasks, which they perform Marketing List with the greatest efficiency. The company has a friendly atmosphere that promotes productivity and creativity. Activities are conducte on the basis of cooperation, and the risk of unhealthy competition is at the lowest possible level. Employees are hire with long-term cooperation in mind. The company does not anticipate layoffs.