Datum: 14 mei 2019

Locatie: Nazareth, 's Gravenstraat 216

Bijdrage: 15€ hapje en drankje incl.

Inschrijving: This email address is being protected from spambots. You need JavaScript enabled to view it.

 

Anke en Isabel zijn twee vriendinnen met een passie voor beauty.  Op een zonnige namiddag aan het strand – na een examen fiscaal recht - filosofeerden ze over hun grote droom om ooit een eigen onderneming te starten. Aangezien er op dat moment nog geen concreet plan voor lag, sloten ze een pact: als ze ooit een onderneming zouden beginnen, dan samen. Het bikinipact was geboren! Na hun studies begonnen ze beiden aan een carrière als advocaat. Het bikinipact bleef echter steeds in hun achterhoofd. Midden 2012 - het moment waarop ze beiden dertig jaar zouden worden, kwam stilaan in zicht - besloten ze om voor hun grote droom te gaan: het starten van een eigen huidverzorgingslijn: Cîme Skin Care.

Date: Thursday, September 19th, 2019

Take-aways:
René Gouverneur, former HR Director of the successful company Melexis, talks about how you can start an international HR policy and what obstacles need to be taken into account.

The link between Human Resources and a high performing enterprise are the common thread in this story. But above all, it zooms in on how to develop an international and multi cultural HR team with career opportunities for the whole crew.  To balance between the local urgencies or requirements and strategic projects is not always easy, but for sure an interesting challenge.  

René Gouverneur previously worked as HR Director at Melexis, VP Career Development at Interbrew and Director Global Remuneration at Shell.

  1. Start with the basics
  2. Streamline your process
  3. Communicate about the process before launching the platform
  4. Don't make it too complex
  5. Avoid different systems are still needed

  1. 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
  2. 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.

"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 

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!