"Yes, well done Brett. But let's assume that a manager is giving timely frequent constructive feedback all year round. My questions then are this: Why do we need a performance appraisal? What purpose does it serve , apart from ticking the box?…"
Loading feed
Dr Tim Baker's Page
Latest Activity
A blog post by Dr Tim Baker was featuredCONQUERING THE INITIATIVE PARADOX
How can you get people in the workplace to show initiative when they need to? And at the same time - how do you get them to follow company guidelines and processes when they have to? This dilemma is called the 'initiative paradox'. The initiative paradox is the line between staff initiative and supervisory…See More
Dr Tim Baker posted a blog postCONQUERING THE INITIATIVE PARADOX
How can you get people in the workplace to show initiative when they need to? And at the same time - how do you get them to follow company guidelines and processes when they have to? This dilemma is called the 'initiative paradox'. The initiative paradox is the line between staff initiative and supervisory…See More
A blog post by Dr Tim Baker was featuredThe End of the Performance Review?
Yes, it’s that time of year again — when the groans of managers can be heard over the mere mention of the words, annual performance reviews. Many managers see performance appraisals as nothing more than an empty, bureaucratic exercise forced on them by HR. My research of 1,200 HR managers across a range of industries…See More
Dr Tim Baker posted a blog postThe End of the Performance Review?
Yes, it’s that time of year again — when the groans of managers can be heard over the mere mention of the words, annual performance reviews. Many managers see performance appraisals as nothing more than an empty, bureaucratic exercise forced on them by HR. My research of 1,200 HR managers across a range of industries…See More
Profile Information
- What would you like to share about yourself?
- I am an international consultant with a wealth of experience and a broad and deep skills-set. As Managing Director of WINNERS AT WORK Pty. Ltd (www.winnersatwork.com.au), I have specialised in assisting small, medium and large public and private sector organisations manage change successfully for 18 years.
Together with being an international consultant, I am a successful author, executive coach, master trainer, corporate educator, visiting university lecturer and keynote speaker.
My know-how has taken me to
• Saudi Arabia
• Finland
• Canada
• Singapore
• India
• Hong Kong
• Taiwan
• Indonesia
• the Philippines
• New Zealand and
• Australia
to conduct major consulting projects.
I have a range of clients that would be the envy of any consultant. They include -
• Boeing
• Monetary Authority of Singapore
• Singapore Armed Forces
• Unilever
• New Zealand Symphony Orchestra
• SAP
• Nokia
• Al Safi Foods (Saudi Arabia)
• Singapore Airlines
and many others.
My point of difference is the capacity to blend a rigorous intellectual understanding of organisational behaviour with practical, workable solutions to complex challenges.
During my career I have thrived by being authentic, engaging and passionate with my clients about change. I give a guarantee to all my clients that I will not invoice them for work they are not entirely satisfied with. I'm pleased to report that hasn't happened yet!
I am author of the best-selling book: "The 8 Values of Highly Productive Companies: Creating Wealth From a New Employment Relationship" (Australian Academic Press, 2009). My book is available through my website (www.winnersatwork.com.au).
Soon to be released in August, 2013 is my next book entitled: "The End of the Performance Review: A New Approach to Appraising Employee Performance" (London, Palgrave Macmillan).
In a nutshell, I have conducted over 2,430 seminars, workshops and keynote addresses to over 45,000 people in 11 countries.
- Company website/blog
- http://www.winnersatwork.com.au
- How many employees in your company?
- 1-49
- What areas of HR are you particularly passionate about?
- organisational change
leadership development
organisational culture
performance management
- What kind of networking are you open to?
- Open networking
Dr Tim Baker's Blog
The End of the Performance Review?
Posted on April 24, 2013 at 14:26 0 Comments 0 Likes
Yes, it’s that time of year again — when the groans of managers can be heard over the mere mention of the words, annual performance reviews. Many managers see performance appraisals as nothing more than an empty, bureaucratic exercise forced on them by HR.
My research of 1,200 HR managers…
Continue THE CONTINUOUSLY IMPROVING ORGANISATION
Posted on April 18, 2013 at 21:27 0 Comments 0 Likes
How do you get people to bring their brains to work and not leave them at the door in a paper bag?
There has been lots written about the subject and managers are still frustrated by employee who don't display initiative at work.
Most organisations are locked into a 20th century mindset…
Continue Mindless Meetings
Posted on April 18, 2013 at 21:16 0 Comments 0 Likes
Have you ever thought about the costs of meetings in your organisation and whether you are getting a reasonable return on investment?
Consider this: Record all the meetings that occur in your organisation for a week. Multiply that by 52 to give you an aggregate number of meetings over a year. Consider the average size of these meetings, that is, the number of people attending them. Work out the average salary paid to your employees on an hourly basis and…
Comment Wall
- No comments yet!
HR Daily News
HRD+ premium content
© 2013 Created by Jo Knox.
