Emerging Trends In HR Europe Academy Of Management Montreal August 2010
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Transcript of Emerging Trends In HR Europe Academy Of Management Montreal August 2010
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The Global Downturn: Emerging HR Best Prac;ces and Capabili;es,
Global HR Best Prac0ces
POWERFUL WORKFORCE ANALYTICS
Academy of Management, Annual Mee0ng 2010,
Luk Smeyers, PDW #33, submission 16148
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How the crisis has changed the future of work
(Europe)
POWERFUL WORKFORCE ANALYTICS
Academy of Management, Annual Mee0ng 2010,
Luk Smeyers, PDW #33, submission 16148
Alterna(ve (tle
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Agenda
Background presenter
Turbulent (mes and HR
The future of work
3 recurring themes
Is Europe any dierent from the rest?
Is HR t for the future?
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iNos(x background:
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Suppor(ng organiza(ons & consultants by developing & scien(cally valida(ng HRM & HC diagnos(c instruments and
research methodologies.
Star;ng point: Phd research of Jeroen DelmoCe (2008)
(Research Centre for Organisa;on Studies, K.U.Leuven): Evalua'ng the HR func'on: empirical studies on HRM architecture and
HRM system strength.
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3 iNos(x Focus-Areas
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1. Quan(fying the eec(veness
of the HR func(on
2. Quan(fy the value & business impact of
Human Capital investments
3. Drive cost saving opportuni(es
with predic(ng Human Capital Outcomes
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Experience: >25 year as interna;onal HR execu;ve in several Fortune 500 companies (Pepsi, Starbucks, Nielsen).
Un;ll 2007 Senior Vice President HR Europe with the worlds biggest FMGC marke;ng-consultancy Nielsen (VNU).
Educa;on: Social & Labour Science (Antwerp) Ashridge Business School (London) in General Management INSEAD (Paris), Master in Clinical Organisa;on Psychology.
Bio Luk Smeyers
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Agenda
Background presentor
Turbulent (mes and HR
The future of work
3 recurring themes
Is Europe any dierent from the rest?
Is HR t for the future?
POWERFUL WORKFORCE ANALYTICS
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copyright NVP/iNos;x
Turbulent (mes have empowered HR!
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Turbulent ;mes!
86% of respondents is involved in organiza;on change
restructuring/reduc;ons in force social conict
And28,3% conrms stronger HR business involvement!
Source: iNos;x/NVP Survey, Nov. 2009, the Netherlands POWERFUL WORKFORCE ANALYTICS
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HR during the crisis
Cu]ng back in a reac(ve modetop 5
Recruitment (69%) Company events (54%) Bonus payments (based on company performance) (45%) Individual (34%) & func(onal training (33%) Temporary (43%) & full-(me employees (34%)
Source: Boston Consul;ng Group Survey, Europe, 2009 3.400 HR & Execu;ves, all EU countries
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Agenda
Background presentor
Turbulent (mes and HR
The future of work
3 recurring themes
Is Europe any dierent from the rest?
Is HR t for the future?
POWERFUL WORKFORCE ANALYTICS
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For employers the challenges will be much harder!
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A short warm-up
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As the global economy moves toward recovery, companies face some tough challenges and complex choices about how best to retool for growth.
(TowersWatson)
A dierent set of ques;ons is emerging. Have organiza;ons cut too far too fast beyond fat and into muscle? If so, have they inadvertently slowed a fast return to growth? How easily can they correct course and close emerging gaps
in capacity and capability? (TowersWatson)
86% of millennials would consider leaving an employer whose behaviour no longer met their corporate responsibility expecta;ons. (Millenials at Work)
Europe is expected to undergo a popula;on decline to an extent that has not been seen since the Black Death!
(Alf Gransson, President and CEO, Securitas, Sweden).
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Agenda
Background presentor
Turbulent (mes and HR
The future of work
3 Recurring themes
Is Europe any dierent from the rest?
Is HR t for the future?
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3 recurring themes in Europe
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1. Resources/Availability/Reten(on: the badle to retain/hire talent will be intensely fought
2. Employee expecta(ons: will be far greater in the coming years
3. Globaliza(on/Reversed Globaliza(on: organiza(ons will face these challenges against an even more complex global/local (and Euro) markets
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Theme 1: Resources/Availability/Reten(on
challenges
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1. 1. Restore trust/Employee Engagement 2. Rethink Talent Management 3. Monitor impact of demographic evolu(on/
Ini(ate Strategic Workforce Planning
4. Ini(ate Employer Branding Research
5. Understand inuence of Social Networks
6. Targeted investment in Training & Development
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97% of CEOs said that having access to talent and key skills was the most cri;cal factor for their long-term
business strategy.
(PwCs 13th annual global CEO survey, 2010)
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Theme 2: Far greater employee expecta(ons
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2. 1. Master Smart working/organiza(on innova(on 2. Manage the blurring line private/work
3. Dare to care: far greater transparency, CSR, compliance, sustainability, green (zero tolerance?)
4. Rethink pay: exibility, individual customiza(on, fairness, transparancy
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The exible working in the Netherlands* (t workforce = t business)
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1. Produc(vity: +14%
2. Key driver to stay: 90%
3. Cost reduc(on/FTE: -5 to -10%
4. Illness rate amongst ex workers: 4,2 to 2,5%
5. Engagement levels: +10 to +30%
*Virtual oce/Home oce
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Taken as a whole, you can see that our commitment to corporate responsibility supports our sustainable employee
engagement policy, which, in turn, is cri;cal to the customer rela;onship that is the basis of our year-end results. It all hangs together.
Stephen Green, Group Chairman, HSBC Holdings plc, UK
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Theme 3: Globaliza(on/Reversed Globaliza(on
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3. 1. Collabora(ve work, network structures, global teams
2. Resul(ng in more autonomy, from hours worked to performance & results
3. Job deni(on: broader, generalized, independent
4. Global standards, local customiza(on
5. Reversed globaliza(on: protec(onist policies began to rebuild barriers to free movement of people
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REN Jianxin, President, #1 China Na;onal Chemical Corpora;on
(ChemChina), China
We see many enterprises around the world cuxng jobs because of the nancial crisis, and
we work with leading human resource consultancies to recruit more Western
professionals.
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Agenda
Background presentor
Turbulent (mes and HR
The future of work
3 recurring themes
Is Europe any dierent from the rest?
Is HR t for the future?
POWERFUL WORKFORCE ANALYTICS
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Is Europe any dierent from the rest?
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1. More complex: countries, languages, legisla(ons, dierent speed of development/recovery,
2. Unica(on AND protec(onism: European union versus local poli(cs
3. Demographics: Europe/US versus Asia/La(n-America
4. HR Analy(cs - Evidence based HR: Europe/Asia lagging far behind US/UK
Requires tailor-made approach from HR!
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Agenda
Background presentor
Turbulent (mes and HR
The future of work
3 recurring themes
Is Europe any dierent from the rest?
Is HR t for the future?
POWERFUL WORKFORCE ANALYTICS
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HR t for the future?
Resources, Availability, Reten(on
Employee expecta(ons
Globaliza(on, Reversed
globaliza(on
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Doel
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Aser the turbulence: HR needs to
harden up! become data-driven! more science into management! become more externally focused!
customers & markets social - economical - nancial trends
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Thanks!
Contact: luk.smeyers@inos;x.com
jeroen.delmoCe@inos;x.com www.inos;x.com
LinkedIn with us: www.linkedin.com/in/luksmeyers
www.linkedin.com/in/jeroendelmoCe
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