| Summary: | 碩士 === 銘傳大學 === 諮商與工商心理學系碩士在職專班 === 107 === With the increase in talent migration. The shortage of talents is also expanding. Encourage companies to pay attention to the retention strategy of quality employees and strengthen the attractiveness of potential talents. For start-up companies, the investment of talents is critical to their survival and development. Employer Branding is a new thinking for human resource management. The purpose is to establish an ideal workplace in the minds of employees. In order to increase employee recognition and input, strengthen employees' willingness to stay and shape organizational culture and reputation, and achieve corporate development goals and sustainable development. This study uses Berthon, Ewing & Hah (2005) to propose the five value perspectives of Employer Branding as the measurement indicators. Take the development value of the main axis. Combine the questionnaire and the way of observation. Analyze the current situation of the organization to improve the problems faced by Employer branding, Through the literature discussion and planning organization to promote the Employer branding action plan. Take four steps: diagnosis, planning, action, and evaluation. Through the training of newcomers in the field of human resources, on-the-job training, work guidance... the intervention plan for this research. It also explores the course of implementation of the action plan and evaluates the implementation results of the action plan. Propose a proposal to organize an employer brand. As the action plan is still being implemented. At this stage, the benefits are employee perception cases. The company's training program for employees' skills and functions and the learning process that encourages and affirms. Helps employees gain experience in their future careers, enhances personal confidence through knowledge learning, and enables employees to engage in positive work engagement.
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