Dr Tim Baker's "New Employment Relationship Model" is a research-based framework that contains eight values. Can you guess what these values are?

1. 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

2. Understand the eight values supporting an employer of choice
Aims &
Objectives
Apply practical strategies to assist their organisation become an
employer of choice
Learn how to benchmark their organisation against the New
Employment Relationship

3. An
employer of choice
is a great place to work;
it reflects the changing
needs and interests
of
employees and
organisations

4. Why is becoming an employer of choice important?
It is about creating a
workplace culture
that is likely to
attract and retain top talent

5. PPssyycchhoollooggiiccaall CCoonnttrraacctt
Individual Organisation
I offer
I expect
The
organisation
expects
The
organisation
offers

6. Changing Needs of Employees
20th Century 21st Century
• 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

7. Changing Needs of Employers
20th Century 21st Century
• 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

8. The Changing Employment Relationship Values
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
Baker, T. B. (2014). “Attracting and Retaining Talent: Becoming and Employer of
Choice”

10. New Employment Relationship Model
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.
 S erve 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.

11. Does the HRD industry have a future?

12. Value of Flexible Deployment

13. Value of Customer Focus
Clear roles, responsibilities &
priorities
Rewards & incentives for
customer-focused behaviour
CRM system
Training

14. Value of Performance Focus
Convert Job
descriptions to role
descriptions

15. The Work People Do
Job Tasks Non-job Tasks
Technical skills
Team 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

16. Value of Project Based Work

18. Value of Human Spirit and Work

19. 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

20. Value of Learning
& Development
Technical-centred approach
Problem-centred approach
Person-centred approach

21. Value of Open Information
I want employees to show more initiative
I want to think for myself
Manager Employee
I will have to make the decision
I will just follow my manager’s direction

22. Corporate Culture Change Cycle

23. 20% off the price
Normally $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