High Tea Micro-Learnings

Trends in HR digitalisering bij KMO's
Datum: 24 november 2020 van 16 tot 17.15u
Take-aways:
Tijdens deze sessie verneemt u welke trends er zijn op vlak van HR digitalisering bij KMO's.
5 hints to

Automate your Performance Management Process
- Start with the basics
- Streamline your process
- Communicate about the process before launching the platform
- Don't make it too complex
- Avoid different systems are still needed
business case
The 5 main lessons learned on HR automation
- Ensure to have other teams and process involved, such as IT, Finance, Marketing and in particular the Senior Mgt of the organisation. Make it visual what the effect, impact, workload of such a program has on their team, way of working and on the organisation in particular
- HR automation will not decrease your costs in HR short term, so don't commit to make promises on reducing fte's in HR. On the contrary, this project will consume your best resources for several years.
Book/Article of the Moment
Create a Growth Culture, not a Performance-Obsessed One
"Here’s the dilemma: In a competitive, complex, and volatile business environment, companies need more from their employees than ever. But the same forces rocking businesses are also overwhelming employees, driving up their fear, and compromising their capacity." Read the rest of this interesting article from Tony Schwarz, president and CEO of The Energy Project and author of 'The Way w're Working isn't Working'. More about this topic during our High Tea Micro-learning session on April 19th.
https://hbr.org/2018/03/create-a-growth-culture-not-a-performance-obsessed-one
Join our Connect & Co-Create Sessions

Performance Management
When? Q2, session dates defined with participants
Duration: 8 half-days
Maximum 5 participants
Content & Formula: Rethinking and redesigning the Performance Management system and more in particular the yearly evaluations, are at the top of many companies' agendas these days. You dream about an environment where there is continuous feedback, leaders have future oriented career discussions and at the same time you succeed to take away the administrative burdon. Still you find it difficult just to remove these yearly evaluations which are in place since years and well accepted by all parties. Guess what? you are right to doubt!