Attracting and Retaining Talent: Becoming an Employer of Choice

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  1. 1. Attracting and Retaining Talent: Becoming an Employer of Choice Dr Tim Baker www.winnersatwork.com.au
  2. 2. Changing World of Work Changing Needs of Employees & Employers Speed is critical for success 8 Values Strategies
  3. 3. 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
  4. 4. 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
  5. 5. 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
  6. 6. Psychological Contract Individual Organisation I offer I expect The organisation expects The organisation offers Functional Relational
  7. 7. 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 Commitmen t Training Learning & Development Closed Information Open Information
  8. 8. Market Processing Recovery
  9. 9. New Mindset Matrix Values Corresponding 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.
  10. 10. 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
  11. 11. Corporate Culture Change Cycle 1. Define workplace sample 2. Administer survey 3. Analyse results 4. Create project team 5. Develop team 6. Develop strategies 7. Implement strategies 8. Monitor progress
  12. 12. Congruence Between the Three Organisational Perspectives
  13. 13. Congruence Between the Three Organisational Perspectives
  14. 14. Statistical Representation
  15. 15. tim@winnersatwork.com.au www.winnersatwork.com.au