hr transformation

why should we transform HR?

laurence vanheechief happiness officer

amsterdam 8/11/2012

Human Resources Director

What my boss thinks I do

What my friends think I do

What my mum thinks I do

What the Society thinks I do

What I think I do What I really do

"The core duties of the HR director are simple:1. run the HR function2. be an equal member of the management team

and ask insightful questions3. bringing emotional intelligence to the board4. be a confidante to the CEO5. simplify business complexity

They are not there to represent a single function in the business.”

Nick Holley director of the centre for HR Excellence

Henley Business School(http://www.hrmagazine.co.uk)

who feels like a number?

any heads of personnel?

who feels like a resource?

any human resources managers?

who feels like a part of

a human capital?

any human capital directors?

“HR departments concerned about transforming themselves are missing the point of focusing on people strategy. Their transformation is driven by the need of the HR department rather than the need of their organisation”

Nick Holley director of the Centre for HR Excellence

Henley Business School(http://www.hrmagazine.co.uk)

what happened @mysexyworkplace?

(Belgian Ministry of Social Security)

HR management of Belgian Public

sector is (suuuuper)

heavy

from old fashioned HR

to agile HR

HR

1. transform inside HR

develop a smb spirit

happy team

HR department’s mission

Administrative expertOptimising all processes, tools and policies guaranting the effeciency of the human resources management

People InvestmentBeing a reliable support for all FPS’s employees concerning their HR issues through a profesionnal and empathic approach. Translating HR stratgey into yearly plans (recruitemnt, training, com’, ..)

Business partnerActing as a business partner for all internal stakeholders (Employees Management, Group) in the achievement of their objectives

Talent & OrganisationSupporting the organisation in its evolution in terms of culture, structure and organisation through optimising the human patrimony of the company and emphasizing the values

LT

ST

Process oriented

People oriented

inspired by Ulrich – HR champion

HR department’s mission

Administrative expert

People Investment

Business partner Talent & OrganisationLT

ST

Process oriented

People orientedme

inspired by Ulrich – HR champion

welcome pack – induction program - mobility plan - logistics - compliance- Job description - administration– payroll- Data management – KPI – consulting –distinction – appraisal (ind : team) –

e-tools – training plan – diversity – well being– staffing plan – budget monitoring – recruitment – selection – promotion –HR stratgey - Community Manager - Process Management – CSR – communication - 2.0 – values –employees events –Coaches P&O – Correspondants P&O –

relationships with unions - exit interview

StaffGood

performers

Lower performe

rsHipoExpertsLoyal+

75% 5%5%10%5%

Talent mgt - Talent Avenue - Promotions – Talent+ prepare to retirement

Networking - Wiki’s - Articles- Communautés

Vitruvius – Leadership trajects (IFA & POM) - Intervision

- MentoringKnowledge mgt - Junior/Senior

working from home

action plan

HR = world champion to build rube goldberg machines

burn the rube goldberg machine

Keep itSexySimple Straight-2-the-.Sustainable

think time-to-market

always focus on evidence based management

(EBM)

saas

* not used so far in Ministry of Social Security, used @ IBA

*

94% HR staff happy to work 90% HR staff proud to work

-15% HR staff + 20% productivity

62K€ budget for 1200 employees27k€ of global HR budget (incl. flu vaccines)

82,7% colleagues satisfied with HR services

2. transform the organisation

freedom + responsibility

happiness + p€rformance=

change the work environment

i decide

i live & work

where when how

my team sets objectives

ambitious aligned shared

my leader is a facilitator

quantity & quality & attitude

6 desks to 10 peopleno personal desk

92% of the staff entitled to work from home69% working from home, up to 3 d/w

9mi€ renting costs saved / year- 50% energy & maintenance costs

- 80% phone & printing costs

introduce HRM 2.0

2018?

2.0

yammer = freemium = 0 €60% staff on Yammer15% staff on Twitter

byod taskforce2.0 recruitment

no policy (train & trust)think cloud, SaaS

build a new generation of leaders

don’t motivate.

trust.

love.

don’t manage.

don’t think.

Think green.

don’t work.

fun. have

don’t complain.

innovate.

who wants to be happy @ work?

happiness at work

#myenergy

talent+

happy job

mindfullness

satisfaction surveys

team appraisal

individual appraisal

180° leadership survey

+20% productivity with -10% staff

+500% spontaneous applications

-25% attrition rate

39% women in top functions

39% staff 50 to 59 year old

3. transform beyond the organisation

ISO 26000 & GRI dreamteam

happy PO diasbled person

president

strategic affairs

social tax inspection

consultant

thanks toPeopleSphere, SD Worx, Berenschot

www.club35.be

thanks toPeopleSphere, SD Worx, Berenschot, LinkedIn

www.talentavenue.be

Club35 : 650+ members, 120 organisations, opinion

maker

Talent Avenue : worldwide pioneer, launch on 12.12.12

ISO26000 : Belgium is the 1st country worldwide to

assess the concept (one out of 4 pilotes), nominated as

best GRI report

why should we transform HR?

freedom + responsibility

happiness + p€rformance=

happiness at work

• disengagement costs 300M$/y to USA *• unhappy employee = 2 x sick *• unhappy employee = 6 x absent **• unhappy employee = 0,45 x creative **

• happy employee = 9 x loyal *• happy employee = 3,9 x growth of earning/ share *

(sources : * gallup, **theresa amabile, )

happy

employees

leaderscustomers

shareholders stakeholders

I’m chief happiness officer

#happyHR

La charte / Die Keure – Feb 2013

www.linkedin.com/in/laurencevanhee

www.missphilomene.com@Happy_Laurence