Bussines PlanHuman Ressources

2013

Challenges &

Solutions

Porto 05-2012

The market is

NOT changing

The market

has changed

Should we respond?

Diversity are people with differents interests, motivations, knowloedge and

visions that enrich the Organisation

Diversity brings talent

Technology facilitates diversity

« Free environments » attract the talent

Autonomy, trust, conciliation and challenges motivating the talent

Give confidence to receive confidenceCollaborative environments for growth

Effective organizations and knowledge management retain the talent

What is the impact in HR?

What can we do?

Which are the priorities?

What do we need?

#HRTogeheter

CredibleActivist

Talent Manager

&Organiz. Designer

Culture &Changed Steward

Bussiness

ally

Strategy Architect

Operat.Executo

r

The 6 specifics competencies HR for the new context

The Human Resources Competency Study 2011 (The RBL Group)

CredibleActivist

Being respected and listened to give credibility, opinion and specific

porposes remains critical

The Human Resources Competency Study 2011 (The RBL Group)

HR Innovator & Integrator:

Respect the existing culture and know how to make it evolve

HR Technology Proponent:

Contribute to the development of the strategy combining people and business

practices (competitiveness)

Culture &Changed Steward

Strategy Architect

The Human Resources Competency Study 2011 (The RBL Group)

Talent Manager

&Organiz. Designer

Adquisition, development,….Structure, process, jobs & rôles

Operat.Executo

r

Bussiness

ally

Traditional actions in HR fonction

Understand the bussines and the

market

Are our policies adapted?

The Human Resources Competency Study 2011 (The RBL Group)

Review what we do and how are we doing it to

continue improving

Euroconsumers research each year an average of 150 new positions

Attracting and integrating new skills and

new professional profiles is a priority

Including if the competences or the profiles are not the usuals

Employer branding to atract talent

Recruitment & Social Media as a part of « Employer Branding »

We continue improving , furthermore

We can do even more using The social network

With Twitter we can create conversations

With Facebook we can obtain fans and conect candidates to the internal

professionals

With Youtube we can introduce our professionals, our HR policies and

our Organization

To build our Employer branding is posible with our Web site

We have to be present and show us

Have we advanced?

With the new developments there aren’t big changes.

What are doing it other Organizations?

They show their « HR brand »

Culture, manage diversity, development policy and benefits can attract candidates

The employees can help to build our « Employer Branding »

Web Site (Carriers):Atract talent, give value to the

candidates, real contents, emotionals, credibles,…., to understand us, to know us.

Consumer branding &

Employer branding

Employer Branding it’s not only a Social Media

« Great place to work » atract and mantein the talent

Value the internal opinions to build a « Employer branding »

Agreements whith Universitys

and Bussines School can atract

the talent

Create training and development oportunities for « New Talent »

The people need to know what we doing

Some things are obvious

The management must adapt to the new reality

Hierarquy

Reward and penalize

Control

Manage « ressources »

Evaluate

Confidence

Participation

Recognition

Talent Management

Challenges (Performance Management)

Give confidence

Leader Coach

Share and collaborate

Talent management

Diversity management

Innovation

Be example

Collective Intelligence

Have we define new management competences?

Values

&

Employer

branding

We need to understand, live and feel the « Corporate Values » every day.

Independency

Expertise

Proximity

The Corporate values must be understood, be communicated and

be developed inside and outside

A practical experience of comunicate and develop the Corporate Values internally

How do you do it?

Between all of us we can do it

The values are behaviours and attitudes that we have communicate and develop

The market changed

We have to change

We need to build our « Employer branding » to atract talent

Change needs to be supported by Management

Our values and culture needs to adapts to change