Dr Tim Baker

www.winnersatwork.com.au

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

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

Traditional HR strategies & programmes are unsustainable attempts to change behaviour

•TQM•JIT•Kaizened•QFDed•Activity-based costed•Reengineered•Flattened•Rightsized•Downsized•Self-directed Work Teams•Empowered•Engagement

Does the HRD industry have a future?

New Definition of Productivity

Psychological ContractPsychological Contract

Individual Organisation

I offer

I expect

The organisation

expects

Theorganisation

offers

Functional

Relational

The Changing Employment Relationship Values

“The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment Relationship”

(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 Commitment

TrainingLearning & Development

Closed Information Open Information

New Mindset Matrix

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.

MasterClass

Dr Tim Baker

www.winnersatwork.com.au

Benchmarking

Psychological ContractPsychological Contract

Individual Organisation

I offer

I expect

The organisation

expects

Theorganisation

offers

Functional

Relational

The Changing Employment Relationship Values

“The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment Relationship”

(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 Commitment

TrainingLearning & Development

Closed Information Open Information

New Mindset Matrix

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.

Flexible deployment

Customer focus

Performance focus

Project-based work

Human spirit & work

Commitment Learning and development

Open information

Multi-skillingJob enlargementJob enrichmentJob rotation

Role clarityCareer pathsCRMInternal service

SpanningBufferingBringing up boundaries

Team Innovation Career

Good working conditionsMatching interestsFinding meaning in work

8 Values

Production-cenredPerson-centredProblem-centred

WantsCostObligation

Goal alignmentCommuication of boundariesActive accountabilityInformation sharing

Corporate Culture Change Cycle

Congruence Between the Three Organisational Perspectives

Congruence Between the Three Organisational Perspectives

Statistical Representation

Corporate Culture Change Cycle Report

www.winnersatwork.com.au