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ARCHITECTURE OF CHOICEDAVID DUCHEYNECHIEF PEOPLE OFFICER ‐ SECUREX

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ABOUT SECUREX

IT’S NOT ABOUT RETENTION

CUSTOMIZATION

THE 5 TENETS

• 1.600 employees/experts in Belgium, France and Luxemburg

• 28 offices– 25 in Belgium– 2 in France– 1 in Luxemburg

• Our customers:– 83.800 companies– 112.000 entrepreneurs – 6.600 accountants, brokers– 70.000 individual customers (B2C)

• Revenues in 2012: 246 million € in 2012

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EmployerEmployees

HR Administration & PayrollHR Services

HR InsuranceProfessional Risks

HR Consulting & HR ResearchTalent Management

Health & SafetyPrecention, Health, Wellbeing

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ARCHITECTURE OF CHOICERETENTION THROUGH A DIFFERENT APPROACH

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DO YOU LIKE WHATYOU DO?

IS WHAT YOU DO A BASIS FOR FUTURE

SUCCESS?

IT’S NOT ABOUTRETENTION

IT’S ABOUTDEVELOPMENT

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WORKING LONGER

WITH MORE PEOPLE

CHALLENGE

SHAREDRESPONSIBILITY

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FOCUS ONSUSTAINABLEEMPLOYABILITY

THE CAPACITY TO WORK

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SUSTAINABLEEMPLOYABILITY

ABILITY

AGILITY

Adapting the context to the person

According to individual charachteristicsstrengths, needs, ambitions, …

In orde to increaseSustainable employabilityIndividual Performance

PERSONALIZATION OF WORK

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THE  IDEAL FIT?

CONFECTION?

CUSTOMIZATION?

HOW ?

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NOT EFFICIENT

NOT COLLECTIVE

NOT FAIR

PRECEDENTS

RESISTANCE

SELFISHNESS

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HIGH EXPULSION

LOW PARTICIPATION

20% DISSATISFIED

LOW JOB QUALITY

EXCLUSIVITY

MENTAL HEALTH

COST OF

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PERSONALIZATION

NOT EASY

BUT FAIR

INCLUSIVE

THE ONLY CHOICE

BETER WORK‐PRIVATE LIFE INTEGRATION

RECRUITMENT OF SPECIFIC PROFILES

HIGHER RETENTION

HIGHER EMPLOYEE ENGAGEMENT – HIGHER PERFORMANCE

RECRUITMENT OF “MINORITIES”

PREVENTION OF HEALTH ISSUES

WORKING LONGER

RETURN

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Personalisation is the only way forward

EMPLOYEES

EMPLOYERS

LABOUR MARKET

SOCIETY

5 TENETSPEOPLE VISION

CONTEXT

ARCHITECTURE OF CHOICE

HR‐PRACTICES

EMPLOYABILITY PLAN

INTEGRATED PEOPLEVISION

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What do you want?

What are you able to do?

Bring back the “H”

By integrating human traits into the people strategy.

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People are the heart of a winning strategy. Great businesses take care of them.

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People are the heart of a winning strategy

And great businesses are anasset to their People

Empathy

Kindness

Fairness

Reciprocity

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A people strategy

• has individual needs and strengthsas starting point.

• Provides a context in which peoplecan be successful.

• Aims at adding value to someone’slife.

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BUILDING A CONTEXT (IN WHICH PEOPLE CAN BE SUCCESSFUL)

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CONTEXT BUILDINGPEOPLE VALUE CHAIN

LEADERSHIP

CULTURE

PROCESSES

ORGANISATION

ENVIRONMENT

AGILITY

ABILITY

PERSONAL VALUE

CUSTOMER VALUE

COMPANY VALUE

SOCIETAL VALUE

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LETTING GO(AS MUCH AS POSSIBLE)

HOLDING ON(AS LITTLE AS POSSIBLE)

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Trust – FreedomResponsibility ‐

Progress

ATTENDANCE RESULT

PRESENCE AVAILABILITY

FIXED PLACE FLEXWORK

STANDARDISED CUSTOMIZED

STEERING LEADING

CONTROL TRUST

LIMITATIONS ENABLING

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ATTENDANCE RESULT

PRESENCE AVAILABILITY

FIXED PLACE FLEXWORK

STANDARDISED CUSTOMIZED

STEERING LEADING

CONTROL TRUST

LIMITATIONS ENABLING

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Letting go

Holding on

Time

Place

How?

Vision

Results

Values

Means

Care

RESULT

A CONTEXT THAT ENABLESCHOICE

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ARCHITECTURE OF CHOICE

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MASS CUSTOMIZATIONSTANDARDIZED CHOICE

I‐DEALSPERSONALISED CHOICE

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MASS CUSTOMIZATION I‐DEALS

COLLECTIVE

SEGMENTATION

STANDARD

PROCEDURES

OPT‐IN OR OPT‐OUT

ACCESSIBLE

INDIVIDUAL

AD HOC

DEVIATION

NEGOCIATION

WIN‐WIN

NOT SECRETIVE

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MASS CUSTOMIZATION

MANAGEABLE

EASY TO ASSESSCONSEQUENCESCAN BE A PART OF COLLECTIVE BARGAINING

AUTOMATED

CLEAR COMMUNICATION

PROCEDURAL RJUSTICE

LESS FLEXIBLE

NOT POSSIBLE FOR ALL WORK ISSUES

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FTE50% 80% 100%

Flexibili‐time7u30 19u00

Thuis FixPlaats

Mobiel Satellite

Expert ManagerCareer orientation Sales Consultant

ProfessionHealth HR ITFinance …

Career SpeedNo Accelerate

dFast

Engagement & Competencies Experienced Premiu

m

What cou

ld it look

 like ?

Slow

Confirmed

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I‐DEALS

VERY FLEXIBLE

REGULATION

CREATIVE

TAILOR MADE

BINDING EFFECT

MOTIVATING

LIMITED ACCESS?

PRECARITY

INTERNAL FAIRNESS

WORKLOAD

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Job

Learning

career

Remuneration

Work‐Life

Health

Technology

MassFunctions

Classroom

Career Path

Cafetaria

Telework, Flex

Health Program

BYOD

I‐DealsJob Sculpting

Coaching

Career Sculpting

Deals

Alternating contracts

Health Coach

BYOD

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Ideals

MassCustomization

Legal Flexibility

Law / Rules

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EVERYBODY DOES IT (ALREADY)

I‐DEALS NOT FOR EVER AND FOR EVERYONE

NO SHADY DEALS

EMPATHY – FAIRNESS – KINDNESS ‐RECIPROCITY

COLLECTIVE BARGAINING?

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PERSONALIZATION IS AN INSPIRATIONFOR HR

HR‐PRACTICES EVOLVE

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JOBS

LEARNING

CAREER

REMUNERATION

WORKING LONGER

HR PRACTICES

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QUALITY OF WORK

JOB SCULPTING

PERSONALISED JOBS

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Karasek

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TAILORED JOBS

EMPLOYEE IN CHARGE

JOBSCULPTING

FREE OF JOB ARCHITECTURE

INFORMAL / FORMAL

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Meaningfulness

Flow

Talent

Learning

Autonomy

Dynamic and temporary

Enables success

Dignity

Recovery

Individual Support

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FUNCTIONAL ARCHITECTURE

GIVING SPACE

JOB‐EVALUATION SUSTAINABLEEMPLOYABILITY

LEARNING STYLE

LEARNING NEED

CUSTOMIZED LEARNING

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The Budget Paradox

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CustomizedLearning

• Starting Point = concrete individual  development question

• Take into account personal preferred learning style

• Self‐paced

• Coaching

• Technology

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STEERING?

MOTIVATION ‐ ABILITY

CAREER SCULPTING

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Back then Now# organisations 1‐2 5Degree Essential StartJob tenure Long ShortHierarchy Many layers Flat

Knowledge Stable Volatile

Learning Job Employability

Responsibility Organisation Individual

Career Reactive Proactive

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Classic Career

Explore

Establish

Maintain

Detach

Challenge

Age

pPerformance ‐

Compe

tencies

PhysicalMobility

Mental Mobility

Value‐driven

Self‐Steering

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Boundaryless

Protean

Briscoe & Hall, 2006

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Shutz& Olso

nShutz& Olso

n

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A career becomes a sequence of assignments across companies, industries, levels, content areas and (employment ) 

contracts

CAREER COMPETENCIES

CAREER COACHING

CREATE MARKET VALUETHROUGH WORK EXPERIENCE

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SENIORITY ?

MARKET VALUE

PERFORMANCE

LIFE‐CYCLE

CUSTOMIZEDREWARDING?

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AVOID I‐DEALS ON REMUNERATION

MASS‐CUSTOMIZATION VIA CAFETARIALEGALITY

DO NOT UNDERESTIMATE ADMINISTRATION & COMMUNICATION

PERFORMANCE RELATED REWARDINGFOCUS ON APPRECIATION AND RECOGNITION

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EXPULSE

SPARE

DEVELOP

WORKING LONGER

NUDGE

CLOSE ESCAPE ROUTES

START DEVELOPMENT EARLIER THAN 45+

AVOID AVOIDANCE

NUDGING: THE NEW “PATERNALISM”

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Job

Learning

Career

Rewards

Work‐Life

Health

Culture

Develop Spare

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WORKING LONGERTARGET?

APRRECIATE

AVOID STIGMATA

FOCUS ON PERSONAL ISSUES

DEVELOP

BUDGET

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COLLECTIVEEMPLOYMENT PLAN

INDIVIDUALEMPLOYABILITY PLAN

MY ABILITYPHYSICAL AND MENTAL HEALTH

MY AGILITYTALENT – RESILIENCE ‐ ENGAGEMENT

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PERSONAL LEADERSHIP

DIGNITY AND COMPETENCE

THERE’S ALWAYS A CHOICE

START FROM STRENGTHS AND NEEDS

SUSTAINABILITY = ASSIDUOUSNESS

IT’S DEBATABLE – NO TABOO

MY WORK IS CUSTOMIZED

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WHAT ABOUT SECUREX ? 

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30%  WORKS ON A PART‐TIME BASIS

25% STRUCTURAL TELEWORK

42% OCCASIONAL TELEWORK

8% INTERNAL MOBILITY

5% I‐DEALS

INCREASED AGE AT ENTRY DATE

HIGHER GENDER BALANCE

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Attrition

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Absenteeism

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Vitality

IT’S NOT ABOUTRETENTION

IT’S ABOUTDEVELOPMENT

A COMPANY THATDOES THIS CREATES

GRAVITY

5 TENETSCREATE A PEOPLE VISION

BUILD A CONTEXT

INSTALL ARCHITECTURE OF CHOICE

ADAPT YOUR HR‐PRACTICES

STIMULATE EMPLOYABILITY PLANS

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David DucheyneChief People Officer, SecurexDavid.Ducheyne@securex.bewww.securex.be+32 479 91 08 67 

@dducheyne 

www.linkedin.com/in/davidducheyne

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