0
Pascion Event
16/09/2013
The future of work
Agenda
1.Introduction
Jan Verbeke
Synergie
2.The future of work
Five forces who will have influence
3.Effect on temp labou...
Introduction
Jan Verbeke, CEO Synergie Belgium
– Studies
• Master in Psychology
– Career
• 13 years Ago Interim : start u...
 Group Synergie
• Present in 15 countries
• Stock market listed
• Turnover €1 400 000 000
• Nr 5 on European market
• 600...
 Synergie Belgium
• 52 offices
• 230 fix staff
• 4300 temp workers
• Nr 7 on the market
• Turnover : €150 000 000
Introdu...
2. The future of work
• Based on analysis and forecaststudies of Lynda Gratton
• Lynda Gratton is a world key note speaker...
Technology
2. The future of work
• Create new jobs (direct/indirect)
• Will have effect on the existing
1. Internet/Billions of conne...
2. The future of work
Moor’s law : X 2 every two years
2. The future of work
Internet users per 100 capita
2. The future of work
Demography
2. The future of work
1. Generations
different expectations
different approach
• X (1961-1980): lost generation : exit
- V...
2. The future of work
2. longer life expectancy
• Belgium : 50% active population is + 40
• We will have to work longer
 ...
2. The future of work
3. world population
• more consumption
• less recourses
• less space
Globalization
2. The future of work
1. Migration
• better transport/cheaper in price
• better communication (internet)
• low skills will...
2. The future of work
In Belgium
2. The future of work
2. The future of work
2. Emerging markets: BRIC(S)
• talent in India and China
– Gather knowledge at Western universities ...
2. The future of work
2. The future of work
3. Frugal innovation
• production/design
• quicker delivery
• lower cost
2. The future of work
• Big companies : will become bigger, more international
• Supported by Micro entrepreneurs : bought...
Low Carbon
2. The future of work
Low Carbon : CO2
• energy prizes are rising
• carbon emission is rising
- effect on climate change
-...
2. The future of work
1. Energy prices
2. The future of work
Low Carbon : CO2 emission per country
Society
2. The future of work
• less trust in government
• less reflexivity
• migration from rural to urban
• economically more up...
2. The future of work
• individual
People more individualistic
Smaller families
More two-working member households
More re...
2. The future of work
The impact of the different forces, the growing chances in labor
forces (migrations, aging, speciali...
Technology
Effects on our sector/ business
3. Effect on our sector/business
Sector
• new business : www
Synergie
• 30% of employed people make first contact trough i...
Match
critère
Demandes candidats
Partners :
intakeClient
Jobboards
3. Effect on our sector/business
1. OTYS: recruitment/s...
3. Effect on our sector/business
2. Total HR Reports
3. Effect on our sector/business
Absenteeism
3. Effect on our sector/business
Demography
Effects on our sector/ business
3. Effect on our sector/business
Sector
• More immigrants as candidates
• More woman on the labourmarket
• More demand for...
Society
Effects on our sector/ business
3. Effect on our sector/business
Sector
• labourmarket needs more flexibility
• % flex workers /fix workers is going up
Sy...
3. Effect on our sector/business
% penetration worldwide
3. Effect on our sector/business
% penetration in Belgium
Low Carbon
Effects on our sector/ business
3. Effect on our sector/business
Sector
• new business : renewable energy
• in more and more price offers we have to propo...
Globalization
Effects on our sector/ business
3. Effect on our sector/business
Sector
- bigger players
- more international tendering
- small starters/more financial ri...
4. Opportunities for purchase
• Volumes
• different pricing
- high level/low level qualifications
• Seniority
- pricing depends on duration of contract
4. Opportu...
• systems/automatization
- selection recruitment/reporting/billing
• KPI/Sla driven
- quantity: fill rate
- quality of age...
planning & intake of temporary people
Flexible Structural Project
quantity
(deliver the expected & planned
number of peopl...
Conclusion:
a lot of opportunities for purchase confirm the need for a
good collaboration between HR & purchase in order t...
Thank you for
your presence!
Do you have
any questions?
The Future of work
Upcoming SlideShare
Loading in...5
×

The Future of work

626

Published on

Published in: Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
626
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
32
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Transcript of "The Future of work"

  1. 1. Pascion Event 16/09/2013 The future of work
  2. 2. Agenda 1.Introduction Jan Verbeke Synergie 2.The future of work Five forces who will have influence 3.Effect on temp labour sector and Synergie 4.Opportunities for purchase 0.
  3. 3. Introduction Jan Verbeke, CEO Synergie Belgium – Studies • Master in Psychology – Career • 13 years Ago Interim : start up, commercial manager • 7 years Boco TRS : administration- and commercial manager (workware rental) • 8 years CEO Synergie Belgium 1.
  4. 4.  Group Synergie • Present in 15 countries • Stock market listed • Turnover €1 400 000 000 • Nr 5 on European market • 600 agencies Introduction1.
  5. 5.  Synergie Belgium • 52 offices • 230 fix staff • 4300 temp workers • Nr 7 on the market • Turnover : €150 000 000 Introduction1.
  6. 6. 2. The future of work • Based on analysis and forecaststudies of Lynda Gratton • Lynda Gratton is a world key note speaker and professor management Practice at London Business School • Her institutes works together with international companies as Shell,Microsoft,... to view future evolutions • Lynda Gratton’s institute views 5 forces who will influence and determine the future of work worldwide
  7. 7. Technology
  8. 8. 2. The future of work • Create new jobs (direct/indirect) • Will have effect on the existing 1. Internet/Billions of connections - cloud computing - social media 2. complex communication - more compact devices (iPhone,..) 3. further automatization - cognitive assistants - avatars
  9. 9. 2. The future of work Moor’s law : X 2 every two years
  10. 10. 2. The future of work Internet users per 100 capita
  11. 11. 2. The future of work
  12. 12. Demography
  13. 13. 2. The future of work 1. Generations different expectations different approach • X (1961-1980): lost generation : exit - Values freedom and responsibility • Y (1980-1992) : digital immigrants : ruling – Looking for better work/life balance • Z (1992-2013) : digital natives : coming in – Expect more from environment – 24/7 information
  14. 14. 2. The future of work 2. longer life expectancy • Belgium : 50% active population is + 40 • We will have to work longer  Pensions will be insufficient • Labor has to be adapted to older generations • More medical care
  15. 15. 2. The future of work 3. world population • more consumption • less recourses • less space
  16. 16. Globalization
  17. 17. 2. The future of work 1. Migration • better transport/cheaper in price • better communication (internet) • low skills will be imported • high skills will become scarcer – will migrate • medium skills will disappear
  18. 18. 2. The future of work In Belgium
  19. 19. 2. The future of work
  20. 20. 2. The future of work 2. Emerging markets: BRIC(S) • talent in India and China – Gather knowledge at Western universities to use in Asian countries – Development of education in India and China • new education programs (80% e-learning)
  21. 21. 2. The future of work
  22. 22. 2. The future of work 3. Frugal innovation • production/design • quicker delivery • lower cost
  23. 23. 2. The future of work • Big companies : will become bigger, more international • Supported by Micro entrepreneurs : bought by the bigger
  24. 24. Low Carbon
  25. 25. 2. The future of work Low Carbon : CO2 • energy prizes are rising • carbon emission is rising - effect on climate change - more catastrophes  Consequence : need for sustainability
  26. 26. 2. The future of work 1. Energy prices
  27. 27. 2. The future of work Low Carbon : CO2 emission per country
  28. 28. Society
  29. 29. 2. The future of work • less trust in government • less reflexivity • migration from rural to urban • economically more ups and downs
  30. 30. 2. The future of work • individual People more individualistic Smaller families More two-working member households More reunited families More virtual relationships More homework or hubs
  31. 31. 2. The future of work The impact of the different forces, the growing chances in labor forces (migrations, aging, specialists) and the needed flexibility in the organization of work, makes it more challenging for companies to cope with this. As well from point of view of HR as purchase.
  32. 32. Technology Effects on our sector/ business
  33. 33. 3. Effect on our sector/business Sector • new business : www Synergie • 30% of employed people make first contact trough internet • websites became the best recruitment tool • automatization of processes - time registration/pay/billing - recruitment process : OTYS - reporting : online Total HR
  34. 34. Match critère Demandes candidats Partners : intakeClient Jobboards 3. Effect on our sector/business 1. OTYS: recruitment/selection
  35. 35. 3. Effect on our sector/business 2. Total HR Reports
  36. 36. 3. Effect on our sector/business Absenteeism
  37. 37. 3. Effect on our sector/business
  38. 38. Demography Effects on our sector/ business
  39. 39. 3. Effect on our sector/business Sector • More immigrants as candidates • More woman on the labourmarket • More demand for flex jobs • More older workers • Individual expectations of every worker: personal development plan Synergie • Employ 80 people per day with work permit • 512 people per day employed with other nationality than Belgium • IR
  40. 40. Society Effects on our sector/ business
  41. 41. 3. Effect on our sector/business Sector • labourmarket needs more flexibility • % flex workers /fix workers is going up Synergie • we grow every year with about 10% • more inscriptions in big cities (Gent, Antwerp, BX, Hasselt)
  42. 42. 3. Effect on our sector/business % penetration worldwide
  43. 43. 3. Effect on our sector/business % penetration in Belgium
  44. 44. Low Carbon Effects on our sector/ business
  45. 45. 3. Effect on our sector/business Sector • new business : renewable energy • in more and more price offers we have to propose elements concerning environment Synergie • CO2 emissions of fleet • plan for sustainable entrepreneurship
  46. 46. Globalization Effects on our sector/ business
  47. 47. 3. Effect on our sector/business Sector - bigger players - more international tendering - small starters/more financial risks Synergie - more concentrated demands (Suez) - much more international active (15 countries) (centralization of purchase) - demand for adapted systems
  48. 48. 4. Opportunities for purchase • Volumes
  49. 49. • different pricing - high level/low level qualifications • Seniority - pricing depends on duration of contract 4. Opportunities for purchase
  50. 50. • systems/automatization - selection recruitment/reporting/billing • KPI/Sla driven - quantity: fill rate - quality of agency workers - quality of administration 4. Opportunities for purchase
  51. 51. planning & intake of temporary people Flexible Structural Project quantity (deliver the expected & planned number of people) quality (provide good & motivated people that will stay as long as needed) pricing (correct pricing and correct invoicing) customer care and CIP (think with the customer) 4 Success Factors rate evolution mechanism (example) 90 100 110 month 1 month 2 month 3 month 4 rate rate lower margin upper margin baseline good KPI's in M 2 => higher rate in M 3 bad KPI's in M 3 => low er rate in M 4 Cooperation with interim agencies : what does good looks like ? (1 pager) Bonus -Malus KPI system good performance in month 1 => bonus in month 2 bad performance in month 1 => malus in month 2 factbased KPI's soft KPI's executed hours/requested hours 2006 2007 2008 2009 2010 2011 2012 MASTER 97.48% 97.68% 97.88% 97.10% 96.55% 98.30% VENDORS 85.00% 96.87% 90.25% 95.54% 94.90% 93.61% 95.87% AVERAGE 85.00% 97.10% 95.53% 96.71% 97.00% 95.08% 97.09% number of days that interim person stays 2006 2007 2008 2009 2010 2011 2012 MASTER 13.65 16.75 17.58 17.89 17.02 17.92 VENDORS 6.40 12.42 15 14.91 14.43 14.41 16.27 AVERAGE 6.40 13.04 15.88 16.25 16.08 16.31 17.10 correct invoices 2006 2007 2008 2009 2010 2011 2012 MASTER 98.80% 99.70% 99.85% 99.92% 100.00% 100.00% VENDORS 95.00% 96.40% 98.70% 99.20% 99.91% 99.83% 99.88% AVERAGE 95.00% 98.00% 99.45% 99.64% 99.96% 99.98% 99.98% REALISATIONS ARE : 1. STABILITY 2. QUALITY 3. FLEXIBILITY 4. CORRECT INVOICING 5. EXTENSIONOF THE HR DEPARTMENT 6. PROACTIVE SOLUTIONS instead of REACTIVE 7. OWNERSHIP 8. SHORT TERM ACTIONS 9. INCREASEDSAFETY  training  functional  machines  WMS  coaching,...  careful intake process  safety  HR extension  real time reporting Bonus -Malus KPI system
  52. 52. Conclusion: a lot of opportunities for purchase confirm the need for a good collaboration between HR & purchase in order to have qualitative and cost-efficient labour force 4. Opportunities for purchase
  53. 53. Thank you for your presence! Do you have any questions?
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×