Attracting and Retaining Talent: Becoming an Employer of Choice
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Many companies are adopting an ‘employer of choice’ strategy but most are doing it superficially. This presentation offers a practical roadmap for developing a new, more productive workplace culture; one that reflects the changing needs of the modern employee, and the agile organisation. This new culture is the cornerstone of being an employer of choice and for attracting the most talented workforce.
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Attracting and Retaining Talent: Becoming an Employer of Choice
- 1. Attracting and Retaining Talent: Becoming an Employer of Choice Dr Tim Baker www.winnersatwork.com.au
- 2. What is an Employer of Choice? The Changing Psychological Contract Speed is critical for success Strategies to Change the Culture Measuring Culture
- 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. The only rats that leave a sinking ship are those that can swim
- 6. Psychological Contract Individual Organisation I offer I expect The organisation expects The organisation offers
- 7. 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 Commitmen t Training Learning & Development Closed Information Open Information
- 9. Value of Flexible Deployment
- 10. Value of Performance Focus Convert Job descriptions to role descriptions
- 11. Value of Project Based Work Baker, T. B. (2014). “Attracting and Retaining Talent: Becoming and Employer of Choice”
- 12. Baker, T. B. (2014). “Attracting and Retaining Talent: Becoming and Employer of Choice”
- 13. Value of Learning & Development Technical-centred approach Person-centred approach Problem-centred approach
- 14. 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
- 15. 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
- 16. Congruence Between the Three Organisational Perspectives
- 17. Congruence Between the Three Organisational Perspectives
- 19. Free Webinars • Maximising Your Impact: Getting What You Want Ethically and Honestly (April) • Performance Conversations that Make a Difference (May) • Converting Job Descriptions to Role Descriptions for Better Performance (June) • The 8 Performance Myths Holding Organisations Back from Optimal Performance (July) • Building Trust and Performance Through a Culture of Conversation (August) • The 4 Strategies for Maximising Influence (September) • The Five Conversations Framework: A Highly Effective Alternative to the Performance Review (October) • Shifting from Performance Appraisal to Performance (November) • Tools for Effective Feedback: Creating a Culture for Performance Improvement (December) www.winnersatwork.com au
- 20. tim@winnersatwork.com.au www.winnersatwork.com.au 20% off the price Normally $35 plus postage You get my new book for $28 plus postage!! Send me an email by 12 midnight tonight
Editor's Notes
- Google attracts 1,000,000 applications a year for 4,000 jobs. Exec Chairman Eric Schmidt says Google’s culture is their competiive advantage.
- Where is your organisation positioned against these eight values? Lot’ s of organisations are in flux between the old and new values.
- Flexible deployment is the capacity to use skills and capabilities in a variety of contexts.
- Job descriptions are a hangover from Frederick Taylor’s Scientific Management.
- Most charts are illustrated like this. It discourages cross-functional communication and cooperation.
- Project-based teams are a more realistic organising structure.
- One third of the budget on each. Tell the story of the five star hotel.
- Told on a need to know basis to oening up channels of communication.