DAVID DUCHEYNE - HRO Today Forum · 2013. 11. 7. · David Ducheyne Chief People Officer, Securex...
Transcript of DAVID DUCHEYNE - HRO Today Forum · 2013. 11. 7. · David Ducheyne Chief People Officer, Securex...
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ARCHITECTURE OF CHOICEDAVID DUCHEYNECHIEF PEOPLE OFFICER ‐ SECUREX
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ABOUT SECUREX
IT’S NOT ABOUT RETENTION
CUSTOMIZATION
THE 5 TENETS
• 1.600 employees/experts in Belgium, France and Luxemburg
• 28 offices– 25 in Belgium– 2 in France– 1 in Luxemburg
• Our customers:– 83.800 companies– 112.000 entrepreneurs – 6.600 accountants, brokers– 70.000 individual customers (B2C)
• Revenues in 2012: 246 million € in 2012
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EmployerEmployees
HR Administration & PayrollHR Services
HR InsuranceProfessional Risks
HR Consulting & HR ResearchTalent Management
Health & SafetyPrecention, Health, Wellbeing
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ARCHITECTURE OF CHOICERETENTION THROUGH A DIFFERENT APPROACH
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DO YOU LIKE WHATYOU DO?
IS WHAT YOU DO A BASIS FOR FUTURE
SUCCESS?
IT’S NOT ABOUTRETENTION
IT’S ABOUTDEVELOPMENT
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WORKING LONGER
WITH MORE PEOPLE
CHALLENGE
SHAREDRESPONSIBILITY
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FOCUS ONSUSTAINABLEEMPLOYABILITY
THE CAPACITY TO WORK
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SUSTAINABLEEMPLOYABILITY
ABILITY
AGILITY
Adapting the context to the person
According to individual charachteristicsstrengths, needs, ambitions, …
In orde to increaseSustainable employabilityIndividual Performance
PERSONALIZATION OF WORK
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THE IDEAL FIT?
CONFECTION?
CUSTOMIZATION?
HOW ?
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NOT EFFICIENT
NOT COLLECTIVE
NOT FAIR
PRECEDENTS
RESISTANCE
SELFISHNESS
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HIGH EXPULSION
LOW PARTICIPATION
20% DISSATISFIED
LOW JOB QUALITY
EXCLUSIVITY
MENTAL HEALTH
COST OF
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PERSONALIZATION
NOT EASY
BUT FAIR
INCLUSIVE
THE ONLY CHOICE
BETER WORK‐PRIVATE LIFE INTEGRATION
RECRUITMENT OF SPECIFIC PROFILES
HIGHER RETENTION
HIGHER EMPLOYEE ENGAGEMENT – HIGHER PERFORMANCE
RECRUITMENT OF “MINORITIES”
PREVENTION OF HEALTH ISSUES
WORKING LONGER
RETURN
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Personalisation is the only way forward
EMPLOYEES
EMPLOYERS
LABOUR MARKET
SOCIETY
5 TENETSPEOPLE VISION
CONTEXT
ARCHITECTURE OF CHOICE
HR‐PRACTICES
EMPLOYABILITY PLAN
INTEGRATED PEOPLEVISION
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What do you want?
What are you able to do?
Bring back the “H”
By integrating human traits into the people strategy.
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People are the heart of a winning strategy. Great businesses take care of them.
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People are the heart of a winning strategy
And great businesses are anasset to their People
Empathy
Kindness
Fairness
Reciprocity
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A people strategy
• has individual needs and strengthsas starting point.
• Provides a context in which peoplecan be successful.
• Aims at adding value to someone’slife.
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BUILDING A CONTEXT (IN WHICH PEOPLE CAN BE SUCCESSFUL)
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CONTEXT BUILDINGPEOPLE VALUE CHAIN
LEADERSHIP
CULTURE
PROCESSES
ORGANISATION
ENVIRONMENT
AGILITY
ABILITY
PERSONAL VALUE
CUSTOMER VALUE
COMPANY VALUE
SOCIETAL VALUE
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LETTING GO(AS MUCH AS POSSIBLE)
HOLDING ON(AS LITTLE AS POSSIBLE)
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Trust – FreedomResponsibility ‐
Progress
ATTENDANCE RESULT
PRESENCE AVAILABILITY
FIXED PLACE FLEXWORK
STANDARDISED CUSTOMIZED
STEERING LEADING
CONTROL TRUST
LIMITATIONS ENABLING
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ATTENDANCE RESULT
PRESENCE AVAILABILITY
FIXED PLACE FLEXWORK
STANDARDISED CUSTOMIZED
STEERING LEADING
CONTROL TRUST
LIMITATIONS ENABLING
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Letting go
Holding on
Time
Place
How?
Vision
Results
Values
Means
Care
RESULT
A CONTEXT THAT ENABLESCHOICE
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ARCHITECTURE OF CHOICE
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MASS CUSTOMIZATIONSTANDARDIZED CHOICE
I‐DEALSPERSONALISED CHOICE
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MASS CUSTOMIZATION I‐DEALS
COLLECTIVE
SEGMENTATION
STANDARD
PROCEDURES
OPT‐IN OR OPT‐OUT
ACCESSIBLE
INDIVIDUAL
AD HOC
DEVIATION
NEGOCIATION
WIN‐WIN
NOT SECRETIVE
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MASS CUSTOMIZATION
MANAGEABLE
EASY TO ASSESSCONSEQUENCESCAN BE A PART OF COLLECTIVE BARGAINING
AUTOMATED
CLEAR COMMUNICATION
PROCEDURAL RJUSTICE
LESS FLEXIBLE
NOT POSSIBLE FOR ALL WORK ISSUES
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FTE50% 80% 100%
Flexibili‐time7u30 19u00
Thuis FixPlaats
Mobiel Satellite
Expert ManagerCareer orientation Sales Consultant
ProfessionHealth HR ITFinance …
Career SpeedNo Accelerate
dFast
Engagement & Competencies Experienced Premiu
m
What cou
ld it look
like ?
Slow
Confirmed
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I‐DEALS
VERY FLEXIBLE
REGULATION
CREATIVE
TAILOR MADE
BINDING EFFECT
MOTIVATING
LIMITED ACCESS?
PRECARITY
INTERNAL FAIRNESS
WORKLOAD
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Job
Learning
career
Remuneration
Work‐Life
Health
Technology
MassFunctions
Classroom
Career Path
Cafetaria
Telework, Flex
Health Program
BYOD
I‐DealsJob Sculpting
Coaching
Career Sculpting
Deals
Alternating contracts
Health Coach
BYOD
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Ideals
MassCustomization
Legal Flexibility
Law / Rules
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EVERYBODY DOES IT (ALREADY)
I‐DEALS NOT FOR EVER AND FOR EVERYONE
NO SHADY DEALS
EMPATHY – FAIRNESS – KINDNESS ‐RECIPROCITY
COLLECTIVE BARGAINING?
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PERSONALIZATION IS AN INSPIRATIONFOR HR
HR‐PRACTICES EVOLVE
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JOBS
LEARNING
CAREER
REMUNERATION
WORKING LONGER
HR PRACTICES
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QUALITY OF WORK
JOB SCULPTING
PERSONALISED JOBS
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Karasek
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TAILORED JOBS
EMPLOYEE IN CHARGE
JOBSCULPTING
FREE OF JOB ARCHITECTURE
INFORMAL / FORMAL
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Meaningfulness
Flow
Talent
Learning
Autonomy
Dynamic and temporary
Enables success
Dignity
Recovery
Individual Support
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FUNCTIONAL ARCHITECTURE
GIVING SPACE
JOB‐EVALUATION SUSTAINABLEEMPLOYABILITY
LEARNING STYLE
LEARNING NEED
CUSTOMIZED LEARNING
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The Budget Paradox
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CustomizedLearning
• Starting Point = concrete individual development question
• Take into account personal preferred learning style
• Self‐paced
• Coaching
• Technology
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STEERING?
MOTIVATION ‐ ABILITY
CAREER SCULPTING
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Back then Now# organisations 1‐2 5Degree Essential StartJob tenure Long ShortHierarchy Many layers Flat
Knowledge Stable Volatile
Learning Job Employability
Responsibility Organisation Individual
Career Reactive Proactive
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Classic Career
Explore
Establish
Maintain
Detach
Challenge
Age
pPerformance ‐
Compe
tencies
PhysicalMobility
Mental Mobility
Value‐driven
Self‐Steering
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Boundaryless
Protean
Briscoe & Hall, 2006
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Shutz& Olso
nShutz& Olso
n
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A career becomes a sequence of assignments across companies, industries, levels, content areas and (employment )
contracts
CAREER COMPETENCIES
CAREER COACHING
CREATE MARKET VALUETHROUGH WORK EXPERIENCE
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SENIORITY ?
MARKET VALUE
PERFORMANCE
LIFE‐CYCLE
CUSTOMIZEDREWARDING?
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AVOID I‐DEALS ON REMUNERATION
MASS‐CUSTOMIZATION VIA CAFETARIALEGALITY
DO NOT UNDERESTIMATE ADMINISTRATION & COMMUNICATION
PERFORMANCE RELATED REWARDINGFOCUS ON APPRECIATION AND RECOGNITION
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EXPULSE
SPARE
DEVELOP
WORKING LONGER
NUDGE
CLOSE ESCAPE ROUTES
START DEVELOPMENT EARLIER THAN 45+
AVOID AVOIDANCE
NUDGING: THE NEW “PATERNALISM”
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Job
Learning
Career
Rewards
Work‐Life
Health
Culture
Develop Spare
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WORKING LONGERTARGET?
APRRECIATE
AVOID STIGMATA
FOCUS ON PERSONAL ISSUES
DEVELOP
BUDGET
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COLLECTIVEEMPLOYMENT PLAN
INDIVIDUALEMPLOYABILITY PLAN
MY ABILITYPHYSICAL AND MENTAL HEALTH
MY AGILITYTALENT – RESILIENCE ‐ ENGAGEMENT
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PERSONAL LEADERSHIP
DIGNITY AND COMPETENCE
THERE’S ALWAYS A CHOICE
START FROM STRENGTHS AND NEEDS
SUSTAINABILITY = ASSIDUOUSNESS
IT’S DEBATABLE – NO TABOO
MY WORK IS CUSTOMIZED
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WHAT ABOUT SECUREX ?
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30% WORKS ON A PART‐TIME BASIS
25% STRUCTURAL TELEWORK
42% OCCASIONAL TELEWORK
8% INTERNAL MOBILITY
5% I‐DEALS
INCREASED AGE AT ENTRY DATE
HIGHER GENDER BALANCE
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Attrition
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Absenteeism
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Vitality
IT’S NOT ABOUTRETENTION
IT’S ABOUTDEVELOPMENT
A COMPANY THATDOES THIS CREATES
GRAVITY
5 TENETSCREATE A PEOPLE VISION
BUILD A CONTEXT
INSTALL ARCHITECTURE OF CHOICE
ADAPT YOUR HR‐PRACTICES
STIMULATE EMPLOYABILITY PLANS
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David DucheyneChief People Officer, [email protected]+32 479 91 08 67
@dducheyne
www.linkedin.com/in/davidducheyne
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