Design a policy on employer brand management that is fair, lawful and actually usable by line managers.
Employer Brand Management
A working programme in employer brand management for managers who have to deliver with existing resources.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for employer brand management that managers quietly work around has already failed. Policy on this part of people management and development is judged by how it is applied in the difficult cases, not the easy ones. Participants come from operational and oversight roles, and both perspectives on the wider people management and development agenda are used deliberately. The programme builds the judgement to know which parts of employer brand management to standardise and which to leave flexible. Comparative studies of this aspect of people management and development across sectors find the same handful of failure points recurring. Teams frequently over-invest in documenting the wider people management and development agenda and under-invest in testing it. The course sets out a working method for employer brand management that participants can apply the week they return. Participants test their assumptions about this strand of people management and development against scenarios designed to break weak ones. The final session converts the week's work on this aspect of people management and development into commitments with owners and dates.
Expected Learning Outcomes
Design the appeals or grievance route attached to employer brand management.
Draw practical lessons from failures in employer brand management without assigning blame that suppresses reporting.
Pilot changes to employer brand management before rolling them out organisation-wide.
Design a training and briefing approach that sustains competence in employer brand management.
Present the case for investment in employer brand management in terms that a finance function will accept.
Plan succession and continuity for the roles most exposed to employer brand management.
Who Should Attend
Legal and compliance advisers reviewing employer brand management.
Quality staff verifying that employer brand management performs as designed.
Procurement and contracting staff whose agreements set obligations around employer brand management.
Learning and development officers building capability in employer brand management.
Senior leaders accountable for the culture employer brand management produces.
Public sector personnel officers applying employer brand management within regulation.
Course Modules
Employer brand management: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Closing out employer brand management and capturing what was learned
- Arrange the handover of employer brand management so capability survives staff changes.
- Measure the effect of employer brand management on retention and performance, not activity.
- Document the reasoning for every exception granted under employer brand management.
- Ask employees what employer brand management feels like from their side.
Session 2Costing employer brand management honestly, including the cost of inaction
- Close out actions on employer brand management rather than leaving them open indefinitely.
- Draft the minimum viable people policy for employer brand management.
- Confirm that reporting on employer brand management reaches the people who can act.
- Identify the data the organisation already holds that bears on employer brand management.
Employer brand management: fairness, equity and consistency
2 sessions · 8 pointsSession 1What has to be agreed before work on employer brand management starts
- Establish the boundary of employer brand management and record what sits outside it.
- Define who decides on employer brand management and who may only recommend.
- Script the difficult conversation employer brand management requires and rehearse it.
- Test the policy on employer brand management against three real cases from the past year.
Session 2Piloting a change to employer brand management before committing
- Agree what will be standardised in employer brand management and what will not.
- Design the communication for employer brand management around the questions people will actually ask.
- Estimate the resource employer brand management requires to run as designed.
- Set the review interval for employer brand management and who attends.
Employer brand management: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Reviewing employer brand management against what actually happened
- Estimate the cost of employer brand management and the cost of leaving it unchanged.
- Check that employer brand management complies with current labour regulation in every location.
- Establish who is informed, consulted and accountable in employer brand management.
- Set the consistency check that catches uneven application of employer brand management.
Session 2What your existing data already says about employer brand management
- Build the internal briefing that explains employer brand management to those affected.
- Benchmark the organisation's employer brand management against comparable operations.
- Anticipate the objections employer brand management will raise and prepare the answers.
- Pilot changes to employer brand management in one area before wider rollout.
Employer brand management: review, learning and adjustment
2 sessions · 8 pointsSession 1The conversation about employer brand management managers most often avoid
- Compare intended and actual outcomes of employer brand management honestly.
- Define the trigger that would require employer brand management to be redesigned.
- State the purpose of employer brand management in one sentence a new manager would understand.
- Plan the sequence in which improvements to employer brand management will be introduced.
Session 2Where employer brand management typically breaks, and why
- Identify single points of dependency in employer brand management and reduce them.
- Set the annual review point for employer brand management and who attends.
- Record the rationale for each significant choice made about employer brand management.
- Plan succession for roles most exposed to employer brand management.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.