The New Employment Relationship: Its Implications for Performance

Dr Tim Baker

www.winnersatwork.com.au

QLD Performance and Reward Network forum - Brisbane, Tuesday 18 Nov 2014

Aims & Objectives

Learn how to benchmark their organisation against the New Employment Relationship

Apply practical strategies to assist their organisation become an employer of choice

Understand the eight values supporting an employer of choice

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

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

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

TrainingLearning & 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.

Does the HRD industry have a future?

Value of Flexible Deployment

Value of Customer Focus

Clear roles, responsibilities & priorities

Rewards & incentives for customer-focused behaviour

CRM system

Training

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: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance

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

20% off the priceNormally $35 plus postage

You get my new book signed for $28 signed plus

postage!!Send me an email

tim@winnersatwork.com.au by 12 midnight tonight