Choosing a theme such as “We Love People” in 2013, isn’t it pure provocation ? Yes, it is ! But do we seriously consider that economic growth will happen in the future without a sound and positive People Management strategy? Lezen

Some of us (and not only the geeks!) already speak about HRM 3.0… Still, most HR departments and talent management experts are watching web 2.0, social networks and e-HR (instead of using them) and trying to identify added value! The available evidence suggests that, in most companies, the use of Web 2.0 and Enterprise 2.0 in people management and HRM have not yet reached even the “early adoption” stage: only a very small number of Belgium-based organisations experiment with the social media in a really serious fashion. But, in today’s world, homeworking and/or network organizations as commodities within the HR toolbox should not be the issues anymore. Lezen

The three major challenges for HR Leaders after the crisis will be to maintain and develop employee engagement, meet the new generation’s expectations and build trust with stakeholders (unions, community, etc.).

Consultant studies estimate that only 14% to 30% of employees are e ngaged at work. And the crisis had disastrous effects! One key question: what is employee engagement? Typically in literature, engagement is intended to describe the degree to which an employee is so committed to an organisation that he or she will invest extra effort in the work. When seeking employee engagement we seek for an employee to be both rationally and emotionally engaged with the company’s purpose. It is a matter of behaviour, not of attitudes. It is also a metter of energy, of being passionate. It’s a matter of connection… One of the objectives of the congress will be to answer this other one: how to go about getting it?

For the first time history, four distinctly different generations will soon work side by side. Each of these four generations (Matures, Baby Boomers, Generation X and Generation Y) is guided by a different set of values, beliefs, and expectations. This will open new challenges as far as people engagement is concerned.

Gaining engagement internally is also directly linked to build trust externally. Companies that build strong relationships with their stakeholders will be at an advantage.

Programma

De Belux HR manager tekent het prototype van het HR-departement van de toekomst

Deze innoverende en transversale benaderingswijze van de materie wordt in goede banen geleid door Régis MULOT,
Voorzitter van dit 17de MRH Congres en Vice-President HR International bij Staples. Lezen

Geen bedrijf die geen eigen ‘waardenportefeuille’ heeft, duidelijk gedefinieerd of niet, origineel of net iets minder. De vraag is hoe de hr-professional die waardenportefeuille uitgeeft en hoe hij waarden in het hr-beleid integreert? Hoe verhoog je de performantie met technieken die in lijn zijn met de waarden? Hoe vertaal je bovendien de bedrijfswaarden naar het waardensysteem van het individu? Er zijn genoeg vragen rond dit onderwerp die op het agenda van de hrm horen te staan. Lezen

Een ‘trendy’ thema dat roept om duidelijke antwoorden vanuit het bedrijfsleven. Biedt de sociale verantwoordelijkheid die vanuit de bedrijven wordt gevraagd, nieuwe mogelijkheden voor het hr-departement? Lezen