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Attracting and Retaining Talent:
Becoming an Employer of
Choice
Dr Tim Bakerwww.winnersatwork.com.au
Changing World of
Work
Changing Needs of
Employees &
Employers
Speed is critical for
success8 Values Strategies
Changing World of Work
Longer working life and shorter working hours Retirement age will reach 70. By 2025 over 20% of people will be 65 and over.Career Diversity People will change employment more frequently
Growth Industries surveillance (self-monitoring & self-repair) distraction insurance
Government Influence will Decline More outsourcing of services The rise of the hyper nomads Consumer marketplace
Rise of the Independent-thinking Worker 33% of the workforce are contingent & self-employed Yuk/Wow Generation
Role of Management Managers will be more involved in influencing and workplace culture
Changing Needs of Employees
• Job security• Technical capacity• Jobs• Functional work• Careers• Long-term loyalty• Qualifications• Reliability
• Employability• Communication capacity• Roles• Cross functional work• Meaningful work• Short-term commitment• Lifelong learning• Enterprise
20th Century 21st Century
Changing Needs of Employers
• Stability• Quality assurance• Clearly defined jobs• Hierarchy• Career paths• Loyal workforce• Qualified staff• Compliance
• Manoeuvrability• Customer responsiveness• Clearly defined performance indicators• Malleability• Engagement• Committed workforce• Learning organisation• Initiative
20th Century 21st Century
Psychological Contract
Individual Organisation
I offer
I expect
The organisation
expects
Theorganisation
offers
Functional
Relational
The Changing Employment Relationship Values
“Attracting and Retaining Talent” (Baker, 2009)
Old Values New Values
Specialised Employment Flexible Deployment
Internal Focus Customer-focus
Focus on Job Performance-focus
Functional-based Work Project-based Work
Human Dispirit & Work Human Spirit & Work
Loyalty Commitment
Training Learning & Development
Closed Information Open Information
Market
Processing
Recovery
New Mindset Matrix
ValuesCorresponding Mindsets
Employee Employer
Flexible Deployment
Customer Focus
Performance Focus
Project-Based Work
Human Spirit & Work
Commitment
Learning & Development
Open Information
Willingness to work in a variety of organisational roles & settings. Serve the customer before your
manager.
Focus on what you do, not where you work.
Accept yourself as a project- based worker rather than a functional-based employee.
Valuing work that is meaningful.
Commit to assisting the organisational achieve its outcomes.
Commit to lifelong learning.
Willing to show enterprise and initiative.
Encourage employees to work in other organisational roles.
Provide information, skills &
incentives to focus externally. Link rewards and benefits with performance rather than organisational dependency.
Structure work around projects rather than organisational functions. Provide work (wherever possible) that is meaningful. Commit to assisting employees to achieve their personal objectives.
Enter into a partnership for employee development. Providing employees with access to a wide range of information.
Flexible deployment
Customer focus
Performance focus
Project-based work
Human spirit & work
Commitment Learning and development
Open information
Multi-skilling Job enlargement Job enrichment Job rotation
Role clarity Career paths CRM Internal service
Spanning Buffering Bringing up boundaries
Team Innovation Career
Good working conditions Matching interests Finding meaning in work
8 Values
Production-cenred Person-centred Problem-centred
Wants Cost Obligation
Goal alignment Commuication of boundaries Active accountability Information sharing
Corporate Culture Change Cycle
1. Define
workplace sample 2.
Administer survey
3. Analyse results
4. Create
project team5. Develop
team
6. Develop strategies
7. Implement strategies
8. Monitor progress
Congruence Between the Three Organisational Perspectives
Congruence Between the Three Organisational Perspectives
Statistical Representation
