attracting and retaining talent: becoming and employer of choice
DESCRIPTION
There is a lot of misleading information about becoming an employer of choice. An employer of choice is about creating an organizational culture that meets the changing needs and interests of employees and organizations.TRANSCRIPT
Attracting and Retaining Talent
Becoming an Employer of Choice
Dr Tim Baker
Aims & Objectives
Consider several ways of changing the workplace culture to become an employer of choice.
Identify a framework for changing the employment relationship in their organisations.
Understand that an employer of choice is about changing the employment relationship.
An employer of choice
is a great place to work; it reflects the changing
needs and interests of
employees and organisations
Why is becoming an employer of choice important?
It is about creating a workplace culture
that is likely to attract and retain top talent
Psychological ContractPsychological Contract
Individual Organisation
I offer
I expect
The organisation
expects
Theorganisation
offers
The Changing Employment Relationship Values
Baker, T. B. (2014). “Attracting and Retaining Talent: Becoming and Employer of Choice”
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
New Employment Relationship Model
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.
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
Does the HRD industry have a future?
Value of Flexible Deployment
Value of Customer Focus
Value of Performance Focus
Convert Job descriptions to role
descriptions
The Work People Do
Job Tasks Non-job Tasks
Technical skillsTeam role
Career role
Innovation & Continuous Improvement role
SOURCE: The End of the Performance Review
Value of Project Based Work
Value of Human Spirit and Work
Value of Commitment
• Desire: identify with the goals of the organization
• Cost: it is too costly to leave• Obligation: I feel a sense of attachment due to
obligation
Meyer & Allen, 1991
Value of Learning & Development
Technical-centred approach
Person-centred approach
Problem-centred approach
Value of Open Information
Manager Employee
I want employees to show more initiative
I want to think for myself
I will have to make the decision
I will just follow my manager’s direction
Corporate Culture Change Cycle
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