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Sustainable employability is
not only about keeping the
« over 55 years old » at work.
It’s about all of us.
Next slides: click on the to auto-tweet.
Management
HR
Employees
Society
The unions
All are involved.
Sustainable employability should not only be
an issue when the employee indicates he or
she wants to do something else.
kIts
One should
continuously
safeguard the
connection
between people’s
strenghts and the
strategic
objectives of the
organisation.
Do hierarchical structures promote sustainable employability ?
No room for flexibility
Boundaries between functions
No room for the person
One size fits all
kIts
Is this a sustainable
approach
to deal with
people’s energy?
kIts
What if employees are treated
like children that have to be
punished and rewarded?
Sustainable employability
presupposes
a culture
• flexible culture
• with attention to everybody’s specific demands
• adult working relationship
• strong feedback and feedforward culture
It will be difficult in this kind of organization to make sustainable employability a success.
klavertheklaIts
It might be easier to make it a succes in the fluid organization
- networks with strong and weak ties
- changeable teams
klavertheklaIts
An organisation that
wants to make
sustainable
employability a success
should focus on 4
domains.
What about HR and the creation of
a stimulating learning environment ?
Its
just-in-time just-enough self-directed
The knowledge worker in the drivers’ seat of his learning.
19
L&D should set up initiatives so that people
are stimulated to go in search of the
answers of their learning needs
themselves.
Klaverthe
klaIts
Pull approach:
- Promote social media
- Set up a social network
- Promote knowledge sharing
Managers should stimulate knowledge sharing and networking.
Client’s requirements and the nature of our competitors change quickly.
All of us should be learning agile.
Being learning agile is easier than it used to be before because of the presence of social media.
Venster op de wereld
25
So
cia
l m
ed
ia a
re
a w
ind
ow
to
th
e w
or
ld.
Customisation or individualisation of employment
Customisation or individualisation of employment
Flexible contracts
CYOD
Mobility budget
Future Proof Working
klavertheklaIts
An organisation that
wants to make
sustainable
employability a success
should focus on 4
domains.
What about HR
and the sustainable approach to energy?
HR should provide tools so that people can discover what gives them energy (talents).
HR should set up a strong feedback and feedforward culture: other people give us a lot of information on what our talents are.
Stimulate people to think about the rest of their careers.
Philips has guided people towards their job of the future,
even if this is not with Philips. Frank Klockaerts - Philips
Is it the task of the
manager to talk
about talents ?
It definitely is!
Managers are connectors: they should continuously safeguard the connection between people’s strenghts and the strategic objectives of the organization.
Managers are sense-makers: they give the work meaning by highlighting the added value of a person for the organisation.
Included in a leadership track @Kluwer
http://www.bs-muc.de/aktdoku/report.pdf
Research on Engagement - 2011 (update in 2013)
Most engaged people are those who can use their talents working
on tasks that contribute to the achievement of the companies’
objectives.
How to prevent stress & burn-out?
Corporate responsibility
Information sessions
Resilience toolkit
Training
Openness
In conclusion
Create a stimulating learning environment
Stimulate social learning.
Stimulate your management to stimulate knowledge sharing.
Stimulate people to share what they have learned when then went to a training, when they read a book, when they went to an event ...
Ensure that your employees are learning agile.
Stimulate the use of social media.
Customise or individualise employment
Don’t be afraid to differentiate. One size no longer fits all.
Keep your employees close: ask people what they want. You might be surprised.
Deal with people’s energy on a sustainable basis
Make sure that people know what gives them energy: provide tools - questionnaires.
Make sure that people think – not only about their job – but more broadly, about their career. Even if sometimes people will leave as a consequence.
Establish a culture in which people can talk about “I don’t like doing that anymore”.
Establish a strong feedback and feedforward culture.
Prevent stress & burn-out
Encourage openness on stress.
HR can play an important role.
Hongerig naar meer?
Opleidingen over jobcrafting bij Kluwer Opleidingen
Ontdek hier het programma voor medewerkers
Ontdek hier het programma voor leidinggevenden
Het aanbod HR opleidingen bij Kluwer Opleidingen
http://www.duurzameinzetbaarheid.nl/
Hongerig naar meer?
Toolbox om zelf op zoek te gaan naar je talenten
Ik kies voor mijn talent - Toolbox van Luk Dewulf en Peter Beschuyt
Lees de presentaties na van ons Congres Over Het Nieuwe Werken
op 17.12.2013.
Warm aanbevolen:
o Talentvolle relaties - werken met goesting.
o Recipe for disaster (over Future Proof Leadership).
http://opleidingen.kluwer.be/event/heniwnb/presentaties.html
Follow us !
annelies.boelaert@kluwer.be
00 32 478 40 02 78
Follow on Twitter @AnnBoelaert
isabel.declercq@kluwer.be
00 32 477 87 24 68
Follow on Twitter @KluwerLearning
www.learninglive.be
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