hr in kmo, people at wijs
DESCRIPTION
Voor deze presentatie "HR in KMO" waren de commerciële en marketing medewerkers van Securex één en al oor om te horen hoe ik stap voor stap structuur heb gebracht in het people aspect binnen een KMO van een 50-tal medewerkers. Je leest er hoe ik de in, tijdens en uit organiseer op vlak van HR. Graag meer tekst en uitleg, mail me gerust.TRANSCRIPT
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Ilse Jansoone, Waqas Waheed & Mieke van Alphen
HR IN KMO’SHOW WE MAKE GOLDEN HONEY @ WIJS
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A bigg-ass titleAbout a proper subject
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Ambassadors
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Winning Awards
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Work hardplay hard
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PET-scan
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4.
1.
3.
2.
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InteressesInteresses
IN:
Attracting (the best) bees
What’s all the Buzz
about?
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Mission WijsBuild a better web!
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Core value:
open sourceWe share our knowledge.
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Core value:
user/people-centricWe listen to the people.
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Plant a flowerfield
Employer����������� ������������������ branding
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Push vs Pull
Recruitment
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Drip, not tsunami
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Drip...
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Drip...
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Drip...
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InteressesInteresses
THROUGH:
Keeping our bees engaged
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Bouwstenen HR Beleid
Fase 2 : Competentie
Beheer
Fase 3: Loonbeleid
Fase 1 : Opmaken functie-
beschrijvingen
Fase 4: Performantie- Cyclus
Missie – visie – waarden – structuur Juridische context en realiteit
Bouwstenen HR-beleid
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Job- & werkzekerheid
Loon
Werkomgeving
Collega’sTevredenheid
en����������� ������������������ transparante����������� ������������������ communicatie
Eerlijk����������� ������������������ loonbeleid
Bazinga
Activiteiten
Loyaliteit
Birthdays
Ad����������� ������������������ hoc����������� ������������������ activiteiten
Leiderschap
Time����������� ������������������ for����������� ������������������ FUN
Elkaar����������� ������������������ kiezen
Gezondheidsbeleid
Goede����������� ������������������ visie����������� ������������������ en����������� ������������������ beleid
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VisieCultuur
Job
OndersteuningEngagementWaardering
Leren en groeien
nFormnForm
POP,����������� ������������������ jobsculpting
POP
POP,����������� ������������������ groeitips,����������� ������������������ opleidingsmenu����������� ������������������
����������� ������������������ ����������� ������������������ ����������� ������������������ POP,����������� ������������������ coachend����������� ������������������ leidinggevenPOP
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nForm
Waqas Waheed (2013)
Visie-Cultuur
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POP: Functie-competentie-opvolging-evaluatie
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1 on 1
Individueel
In groep
In groep
Zelfsturend
POP traject, coaching LG & HR
Inwerkschema’s, Groeitips, wiki
Opleiding, seminaries, congressen
Kennisdelingmomenten
Hackathon, Bazinga
Zelfsturing met sterke omkadering
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Competentie
Hyperlink
Functieprofiel
Kostprijs����������� ������������������ (realisme)
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‣ Zelfontwikkeling
‣ Op basis van competenties
‣ Junior -> advanced -> senior
‣ Horizontale groei
* Jobsculpting
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The sky isthe limit
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THROUGH:
Rewarding our bees
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Bouwstenen HR Beleid
Fase 2 : Competentie
Beheer
Fase 3: Loonbeleid
Fase 1 : Opmaken functie-
beschrijvingen
Fase 4: Performantie- Cyclus
Missie – visie – waarden – structuur Juridische context en realiteit
Bouwstenen HR-beleid
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‣ logisch met realistische spelregels
‣ eerlijk tov collega’s intern en extern
‣ transparant en duidelijk voor iedereen
‣ zo optimaal mogelijk bruto/netto
‣ duurzaam groeien obv prestaties & competenties
Doelstelling
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1. Functies & functiecategorie
Drie stappen: stap 1
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1. Functies & functiecategorie
2. Loonband & normloon
Drie stappen: stap 2
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1. Functies & functiecategorie
2. Loonband & normloon
3. Spelregels loonsverhoging
Drie stappen: stap 3
‣ vast ritme
‣ automatisch
‣ individuele prestaties belonen
‣ bedrijfsprestaties belonen
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OUT: Be prepared for the bee stings
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Retentie: Let the bees do their thing
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PET-scan
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Visie-missie Kernproces Teamontwerp
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TOP: team-ontwikkelingsplan
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Best of luck gesprek
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Met vriendelijke groeten@jansoone