Employee Value Proposition

Gaes, paham kan kalau Google punya salah satu kantor yang bikin mupeng semua orang? Desain gedungnya keceh, ada gym, salon, free-flow snack and food, ada dedicated space buat istirahat main game, ping pong, atau bahkan untuk bobo siang! Ada juga kantor yang bikin ngiri karena ngasih fleksibilitas ke pegawainya untuk kerja remote dari mana aja dalam beberapa hari dalam seminggu, dapet 15x gaji bonus tahunan, punya lingkungan kerja dan mekanisme tokcer yang dukung pegawainya buat tambah pinter (cek feed BacaPikir yang “Learning Wallet”, gaes), atau kantor yang ngasih kesempatan pegawainya untuk rotasi di berbagai cabang atau negara dimana perusahaannya beroperasi.

Contoh-contoh barusan itu bisa kita sebut Employee Value Proposition (EVP). EVP adalah janji yang diberikan oleh perusahaan kepada pegawainya, hal-hal apa saja yang didapat pegawainya jika bekerja di perusahaan mereka. Di dunia jaman sekarang yang dimana perusahaan berebut untuk mendapatkan talenta terbaik di luar sana untuk masuk ke perusahaan mereka atau mempertahankan pegawai terbaik di dalam organisasi mereka supaya ga loncat ke organisasi lain, EVP bisa jadi salah satu faktor penting. EVP bisa banget menjadi faktor yang membuat suatu organisasi stand-out, membedakan perusahaan dengan kompetitornya atau dengan organisasi lain yang sejenis.

Jadi EVP itu penting ya, gaes. Kalau pakai data untuk menjelaskan seberapa penting EVP, perusahaan yang mengelola EVP dengan baik memiliki penurunan tingkat turnover pegawai sebesar hampir 70%. Kemampuan pegawai untuk menarik talenta potensial yang ternyata kebanyakan pasif bertambah sebesar 50%. EVP yang well-managed juga turut meningkatkan komitmen pegawai baru sebesar 29%.

Kalau lihat contoh EVP di atas, bentuk EVP bisa bermacam-macam. Namun CEB memiliki framework EVP dengan membaginya menjadi 5 bagian besar: rewards, opportunity, organization, people, dan work.

Menurut kamu, EVP yang tepat itu seperti apa? Menurut SHRM (Society for Human Resources Management), EVP harus disusun berdasarkan apa yang pegawai value, selaras dengan value dan tujuan organisasi. Perusahaan dapat melakukan survey internal untuk mengetahui keinginan pegawai dan melakukan benchmarking ke luar membandingkan EVP milik sendiri dengan perusahaan lain. Intinya, EVP jadi ga nyasar alias tepat sasaran. Jangan sampai pegawainya butuhnya A tetapi perusahaan kasihnya B. Jadi ga nyambung, ga efektif, dan bisa jadi buang uang. Last but not least, EVP harus dikaji secara berkala (misal: 1 tahun sekali) untuk mengetahui apakah EVP yang ada masih relevan dengan pegawai dan organisasi, plus masih kompetitif ga dibandingkan dengan organisasi lain. Menurut survey Gartner, top 3 yang diinginkan pegawai di EVP adalah compensation, work-life balance, dan stability.

Kalau di kantor kamu,  EVP-nya seperti apa? Share ya! =)

3,796 thoughts on “Employee Value Proposition

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