Emerging Trends In HR Europe Academy Of Management Montreal August 2010

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

How the crisis has changed the future of work

(Europe)


Academy of Management, Annual Mee0ng 2010,

Luk Smeyers, PDW #33, submission 16148

Alterna(ve (tle

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?


iNos(x background:


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.

3 iNos(x Focus-Areas


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

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


Agenda

Background presentor


The future of work

3 recurring themes




copyright NVP/iNos;x

Turbulent (mes have empowered HR!

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


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

Agenda



The future of work

3 recurring themes





For employers the challenges will be much harder!

A short warm-up


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).

Agenda



The future of work

3 Recurring themes




3 recurring themes in Europe


3

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

Theme 1: Resources/Availability/Reten(on

challenges


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


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)

Theme 2: Far greater employee expecta(ons


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

The exible working in the Netherlands* (t workforce = t business)


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


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

Theme 3: Globaliza(on/Reversed Globaliza(on


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


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.

Agenda



The future of work

3 recurring themes






3

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!

Agenda



The future of work

3 recurring themes




HR t for the future?

Resources, Availability, Reten(on

Employee expecta(ons

Globaliza(on, Reversed

globaliza(on


Doel


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

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
