Morteza Ahmadi <ahmadim0@etu.unige.ch>, Laila Sukma Dinda <lailasukmadinda@gmail.com>, Bianca KOEPPEN <koeppeb0@etu.unige.ch>, Tsitsi Mupoperi <tsitsimupoperi@gmail.

com>, PLAN OF ACTION conservative, nationalistic They are not swiss, which is at their disadvantage Start in a big bank, after acquiring a title/expertise and switch Recognition

attractiveness, talent management, employer branding

employee value proposition, war for talent,

Why is BNPParibas an interesting case to deal with attractiveness, talent management and employer branding? The BNPParibas paradox: - The bank is the largest one in the eurozone (200000 people all around the world) - BNPParibas is involved in all the different financial activities (private equity, retail banking, wealth management, trading, M&A,). - In Geneva, BNPParibas has invented the commodities trading finance business and it is the main player in this industry. However, the bank faces difficulties to recruit people in Switzerland.

(week 1, slide 16/27)

Your Mission : Improve BNPParibass attractiveness on the Swiss human resources market Target: Relationship Manager - 5-7 years of experience October 17th, 2012: Client presentation: BNPParibas/HR & Recruitment Deadline: December 5th: a 15-20 pages report On December 19th, the 4 best proposals will do a 20 minutes presentation to BNPParibas

From October 17th to December 5th, each group can ask the client three questions. The groups coordinator will send the questions to Rose Hiquet. (week 1, slide 21/27) USE ACADEMIC PAPERS (week 1, slide 23/27, pt.1) - Read articles (MANDATORY with that asshole Ferrary) because we HAVE TO include theoretical shit in our fucking report !!! Be careful with the bibliography!!! Attractiveness, employee value proposition, war for talent, employer branding BENCHMARK (week 1, slide 23/27, pt.2) - write to Universum http://www.universumglobal.com/IDEAL-Employer-Rankings/Professional-Surveys/Switzerland http://www.universumglobal.com/stored-images/9d/9d116602-1cc7-480d-b860-98408b638ec4.pdf
Universum Pressekontakt Joanna Rusin-Rohrig E-Mail: jrr@universumeurope.com

- Contact headhunting companies // ask Christophe for help

Firms internalize strategic resources related to the core competencies. They recruit strategic human resources (internalization) and deal with contractors for nonstrategic resources (externalization). (week 2, slide 27/29)
Michael Page // Talents partners Manpower

JobUp - Contact other banks and make interviews: - HSBC - Nathalie Perez - Deutsche Bank - UBS - Sandra's husband &A.-K. Mrike - Credit Suisse // S. Amsler (- Citi, Socit Gnrale, Crdit Agricole) (According to the BNP Paribas representative, they do not consider LODH and Pictet (or Rothschild) as direct competitors, to her, the international banks are the competition) - Use LinkedIn, Glassdoor, etc. - Quiz for perception - mkg --> ask Paulssen for help Use google Drive and make a poll - We are allowed 3 questions (that have to be sent by the coordinator, or we are gonna get in trouble) by Dec 5th - The coordinator has to make an appointment with the assface to talk about the project --

Room M2160 Wednesday 8:30 to 10:00 AM Session 1: September 19th: Introduction Reading: Chambers E. et al. (1998), The War for Talent , The McKinsey Quarterly, n3, pp. 4457 Session 2: September 26th: Human resource as a strategic resource Reading: Wright P., Dunford B. and Snell S. (2001) "Human resources and the resource based view of the firm, Journal of Management, vol. 27, pp. 701 -721 October 3rd: Cancelled Session 3: October 10th: Firm attractiveness in the labor market Reading: Rynes S. and Barber A. (1990), Applicant Attraction Strategies: An Organizational Perspective , Academy of Management Review, vol. 15, n2, pp. 286-310 Session 4: October 17th: HR challenge: Client presentation: BNPParibas (Claire HebertStauss) Session 5: October 24th: Employee Value Proposition and poaching strategy Reading: Gardner T. (2002), In the trenches at the talent wars: competitive interaction for scarce human resources , Human Resource Management. Vol. 41. n2, pp. 225-237 Session 6: October 31th: Universum, Employer branding (Louis de Montmollin) Reading: Moroko L. and Uncles M. (2008), Characteristics of successful employer brands , Brand Management, Vol. 16, n3, pp. 160-175 Session 7+8: November 14th: HR metrics and Analytics + Exercise on attractiveness

(from 8:30 to 12.00) Reading: Lawler E. et al. (2004), HR Metrics and Analytics: Use and Impact , Human Resource Planning, vol. 27, n4, pp. 27-35 November 21th: Cancelled Session 9 : November 28th: Deloitte, Talent Management (Laura Barranco and Tanguy Dulac) Reading: Stahl G. et al. (2012), Six Principles of Effective Global Talent Management , MIT Sloan Management Review, vol. 53, n2, pp. 25-32 Session 10 : December 5th: Strategic HR practices Reading: Cappelli P. and Neumark D. (2001), Do high-performance work practices improve establishment-level outcomes?, Industrial and Labor Relations Review, vol. 54, n4, pp.737-775 Session 11 : December 12th: Strategic HR flexibility and firm performance Reading: Reading: Michie and Sheehan (2005). "Business strategy. Human resources. Labour market flexibility and competitive advantage". International Journal of Human Resource Management, vol. 16, n3, pp. 445-464 Session 12 + 13: December 19th (8:30 to 12:30): SHRM Challenge presentation Students presentations to BNPParibas