Employee value proposition in the phases of employee life cycle : Sandvik Attachment Tools Division

Since the working life is constantly changing the purpose of this thesis was to investigate the commissioning division’s: Sandvik Attachment Tools Division’s position as an employer of choice, the success of employee life cycle and how the employee value proposition ties with it. These were researched from the employees’ perspective. The main objective was to reveal what factors make a desirable employee value proposition in the different employee life cycle phases. The second and third objectives were to investigate what makes the employees engage to work and stay working for the company, and what are critical points in the different employee life cycle phases. In order to meet the objectives, primary data was gathered by interviewing 33 employees from different Sandvik Attachment Tools Division’s departments by phone. The interviews were semi-structured and collected both qualitative and quantitative data. The primary qualitative data was analysed using content analysis and the primary quantitative data was analysed with descriptive quantitative analysis. By combining the interview data to the theory concepts the research questions, objectives and purpose were fully answered. To comprehensively answer to the aims of the research, an employee value proposition framework was developed. The key elements that form an employee value proposition are compensation, benefits, work content, career, and affiliation. All the elements are desirable, but the employer should highlight specific elements in the different employee life cycle phases. An employee value proposition is what makes the employees engage to work and stay working. In the employee life cycle points that were considered critical related to changes and succeeds and most of these related to the engage phase