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Sustainable HR SD Worx Liesbeth Thielemans – Cathy Geerts

Our mission

Result driven HR. We excel in HR services that drive our clients

business performance.

What’s hot …

Working longer

Durability

Mobility

Digitalisation & robots

Ecology

Innovation

Diversity

Individualization

Social Media &

Collaboration

Flexibility

Working beyond the

boundaries of an

organisation

What’s hot …the sequel

1. Ensuring a sustainable employability for

each employee

2. Activly combat stress and burn-out

3. Entering a career account and a career

saving

4. Flexibility in working time

Trends we work on ……

For our clients

For our employees

Future of work

Why How What

Why do we

introduce an Other

Way of Working?

Win-win-win for the

organisation,

employee and the

society

How do we do this?

What is necessary?

Is it attainable ?

Readiness check of the

context (bricks, bytes,

behaviour) and critical

succesfactors

Wat do we do

concretely?

What’s in the scope?

Wat’s the order of

approach?

Change plan for the

development of specific

projects

Why

Why do we

introduce Future Of

work?

What’s the result?

HR managers indicate in research that

attracting and retaining talent and

increasing engagement priorities in their

policies .

Arguments

52%

47%

36%

36%

35%

33%

33%

28%

24%

23%

22%

21%

21%

0% 10% 20% 30% 40% 50% 60%

Hoger engagement en betrokkenheid medewerkers

Beter aantrekken en behoud van talent

Verhoogde productiviteit

Grotere inzetbaarheid en flexibiliteit van medewerkers

Een aangename en moderne bedrijfscultuur

Verbeterde work - life balance van medewerkers

Aantrekkelijk imago als werkgever

Tegemoet komen aan veranderde werkopvattingen vannieuwe generaties werknemers

Lager ziekteverzuim

Efficiënter kennismanagement - betere kennisdeling en –borging

Kostenbeheersing: lagere kantoorkosten en kosten aanfiles

Effectiever leiderschap

Verbeterde mobiliteit

Why

Why do we

introduce Furure Of

Work?

Win-win-win

Introducing ‘FOW’ should be framed in a

sustainable HR policy that has eye for

several stakeholders: the organisation , the

employees and society

Employee

Society Organisation

Productivy

Engagement ↑

Availability

Flexibility

Boost for diversity

Costreduction

Office space

Reduced absenteeism

Less moving

Less turnover

parking spaces

Image

Innovation

Durability

Work life balance

More autonomy = more engaged employees

Less sickness, burnout and stress

More development opportunities

Greater employability

Enhanced mobility

Reduced social security cost

Beter environment

Increased employment

Stronger economy

How

How to tackle the Future

Of Work?

Different elements

Infrastructure: offices , consultation

rooms, satellite offices, co-working

places , home office

Technology: tools, Flex Income Plan,

mobilitybudget …

Support: the need to change is worn,

views on one line

Culture and leadership: competenties and

attitude of executives and staff

Legal framework:

Safety-legislation, employement, privacy, …

How

How to deal with the

Future Of Work?

Coreprinciples

Basics

Raise Autonomy

Exploit strengths and passions

Stimulate Cooperation

1 2 3

What

Projects

What is possible?

Home working

Flexworking

Sattelite work

Job and career

Culture and leaderschip

Structure and organisation

Activity Based Workspace – anno 2014

The Future of Work

@ SD Worx

FOW at SD Worx

Autonomy Labor organization

around strenghts of the

employees

Flexibility (time and

place)

Leadership 2,0

A Mix of …

Landing

(vestiaire &

lockers)

Concentrationzo

ne

Mobile

workspots

Informal (coffee

corner, …)

Meeting

rooms

ABW design of the offices

Service Profit chain

You concentrate

better You are more

productive

You are

more active

and less

sedentary

during your

work day

You are

more likely

to

collaborate

and share

ideas and

skills

You are

more

mindfull of

your tasks,

activities

and

productivity

So you enjoy working more

Mobilitybudget A solution for Brussels employees of SD Worx.

FOW other measures

23 Footer

- Self steering teams

- Culture and leaderschip

tracks

-

- …

Diversify and individualize

employement (terms)

25

Challenges in reward

financial crisis 3 generations at

work

individualization

Corporate

image

Retain talents sustainability

Benefits in exchange of

Mobility

Work life balance

Giftvouchers

Computer and other equipment

or vice versa

Flex Income Plan

27

Flex Income Plan makes

individual remuneration possible

within the same budget.

28

SWITCH from

one-fits-all

TO

Tailor made

29

Fixed salery

Fixed salary

Els

34 years old,

mother of 2 kids,

lives in the country

Small company car extra

holidays

More cash

Fixed salary

Pass for public

transportation

Ben

Single,

28 years old, lives in the city

Roger

married, 52 jaar,

2 teenagers,

Lives outside of the city

+

+

Large

companycar

Individual pension

savings

Flexible wages Fixed salary package

Result for the company: Employer of choice

30

200

Attract the right

talent

Retain and develop

the right talent

Motivate

talent

31

The salary package will get more value, even

without a raise

Private and professional needs

change continuously. Therefor, your employees can make their choices

every yea.

Het result for the employee: Income management

The Flex Income Plan @ SD Worx

Types of flexible budget

33

End of year

premium

flexible holidays

Lower category

No company car

historisch budget

seniority premium

Multimediabudget

Sector Premium

recurrent budget

for all employees

recurrent for all

employees with a

company car

Ad hoc

For all employees

In our shop

FIP-shop

Mobility

Varia

Cash

Multimedia

FIPTM @ SD Worx

35

705 employees

participated

109 Cycle allowances

58 Lease bikes

60

Gift vouchers

40% participation

158

multimedia

20%

Change of car

20 Good causes

18

Public transport

Proces en aanpak Talent Mobility

Job-switches during the career

0% 20% 40% 60% 80% 100%

< 25 jaar

25 - 29 jaar

30 - 39 jaar

40 - 49 jaar

>= 50 jaar

nooit 1 keer 2 keer 3 keer >= 4 keer

3,35

3,05

2,46

1,53

0,97

Gem #

Discuss with your neighbour: What dit you want to be as a 10

year old? What are your plans now? What do you want to do at

the end of your career?

39

Cosourcing

Is a way of working where people

from an company are deployed

temporarily and flexible in another

company.

40

More conscious use

of talent Increase in

employability of

talent

Increase in

engagement

of talent

Result for the organisation: increase in internal and external

talent mobility

41

The employee has newly

acquired skills. Initiative

and learnability of the

employee is

encouraged.

Employee increased its network and learns how to deal with different corporate cultures.

The result for the employee: Autonomy, flexibility and

connectivity

42 Footer

Sustainable mobility en employability

We wish to organise mobility

• Beyond the boundaries of

• Functions

• Divisions

• Countries

• SD Worx

We invest in healthy engaged

employees.

From functions to roles

Experience @ work

Contact

THIELEMANS LIESBETH I mobile 0494/39.75.56 I Liesbeth.Thielemans@sdworx.com

www.sdworx.be/mobility

GEERTS CATHY I contact +3232202719 I Cathy.Geerts@sdworx.com