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Bussines PlanHuman Ressources      2013     Challenges          &      Solutions             Porto 05-2012
The market is NOT changing
The market   haschanged
Should we respond?
Diversity are people with differentsinterests, 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       ...
What is the impact in HR?What can we do?Which are the priorities?What do we need?   #HRTogeheter
The 6 specifics competencies                                                  HR        for the new context               ...
Credible                                  Activist  Being respected and listened to givecredibility, opinion and specific ...
HR Innovator & Integrator:   Culture &   Changed   Steward            Respect the existing culture and know how           ...
Are our policies adapted?     Talent    Manager                            Adquisition, development,….       &    Organiz....
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 apart of « Employer Branding »
We continue improving ,furthermoreWe can do even moreusing The social network
With Twitter we can create conversations
With Facebook we can obtain fans and   conect candidates to the internal            professionals
With Youtube wecan introduce our professionals, ourHR 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, developmentpolicy 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 ...
Employer Branding it’s not only      a Social Media
« Great place to work »atract and mantein thetalent
Value the internal opinions to build a       « Employer branding »
Agreements whith                     Universitys and                     Bussines School                     can atract th...
The people need to know what we doing
Some things are obvious
The management must adapt      to the new reality
HierarquyReward andpenalizeControlManage« ressources »Evaluate
ConfidenceParticipationRecognitionTalent ManagementChallenges(PerformanceManagement)
Have we define newmanagement competences?      Give confidence      Leader Coach      Share and collaborate      Talent ma...
We need to understand, live and feel the    « Corporate Values » every day.            Independency              Expertise...
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 ...
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 n...
Challenges & Solutions rh 2013 ingles
Challenges & Solutions rh 2013 ingles
Challenges & Solutions rh 2013 ingles
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Challenges & Solutions rh 2013 ingles

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Adaptaciones necesarias en políticas y modelos de RRHH en el mercado actual.

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Transcript of "Challenges & Solutions rh 2013 ingles "

  1. 1. Bussines PlanHuman Ressources 2013 Challenges & Solutions Porto 05-2012
  2. 2. The market is NOT changing
  3. 3. The market haschanged
  4. 4. Should we respond?
  5. 5. Diversity are people with differentsinterests, motivations, knowloedge and visions that enrich the Organisation
  6. 6. Diversity brings talent Technology facilitates diversity
  7. 7. « Free environments » attract the talent Autonomy, trust, conciliation and challenges motivating the talent
  8. 8. Give confidence to receive confidenceCollaborative environments for growth Effective organizations and knowledge management retain the talent
  9. 9. What is the impact in HR?What can we do?Which are the priorities?What do we need? #HRTogeheter
  10. 10. The 6 specifics competencies HR for the new context Talent Manager Culture & & Strategy Changed Organiz. Architect Steward Designer Operat. Bussiness Executor ally Credible ActivistThe Human Resources Competency Study 2011 (The RBL Group)
  11. 11. Credible Activist Being respected and listened to givecredibility, opinion and specific porposes remains criticalThe Human Resources Competency Study 2011 (The RBL Group)
  12. 12. HR Innovator & Integrator: Culture & Changed Steward Respect the existing culture and know how to make it evolve HR Technology Proponent: Strategy Contribute to the development of the Architectstrategy combining people and business practices (competitiveness)The Human Resources Competency Study 2011 (The RBL Group)
  13. 13. Are our policies adapted? Talent Manager Adquisition, development,…. & Organiz. Structure, process, jobs & rôles Designer Operat. Traditional actions in HR Executor fonction Bussiness Understand the bussines ally and the marketThe Human Resources Competency Study 2011 (The RBL Group)
  14. 14. Review what we do and how are we doing it to continue improving
  15. 15. Euroconsumers research each year an average of 150 new positions
  16. 16. Attracting and integrating new skills and new professional profiles is a priority
  17. 17. Including if the competences or the profiles are not the usuals
  18. 18. Employer branding to atract talent
  19. 19. Recruitment & Social Media as apart of « Employer Branding »
  20. 20. We continue improving ,furthermoreWe can do even moreusing The social network
  21. 21. With Twitter we can create conversations
  22. 22. With Facebook we can obtain fans and conect candidates to the internal professionals
  23. 23. With Youtube wecan introduce our professionals, ourHR policies and our Organization
  24. 24. To build our Employer branding is posible with our Web site
  25. 25. We have to be present and show us
  26. 26. Have we advanced?
  27. 27. With the new developments there aren’t big changes.
  28. 28. What are doing it other Organizations?
  29. 29. They show their « HR brand »
  30. 30. Culture, manage diversity, developmentpolicy and benefits can attract candidates
  31. 31. The employees can help to build our « Employer Branding »
  32. 32. Web Site (Carriers):Atract talent, give value to the candidates, real contents, emotionals, credibles,…., to understand us, to know us. Consumer branding & Employer branding
  33. 33. Employer Branding it’s not only a Social Media
  34. 34. « Great place to work »atract and mantein thetalent
  35. 35. Value the internal opinions to build a « Employer branding »
  36. 36. Agreements whith Universitys and Bussines School can atract the talent Create trainingand development oportunities for « New Talent »
  37. 37. The people need to know what we doing
  38. 38. Some things are obvious
  39. 39. The management must adapt to the new reality
  40. 40. HierarquyReward andpenalizeControlManage« ressources »Evaluate
  41. 41. ConfidenceParticipationRecognitionTalent ManagementChallenges(PerformanceManagement)
  42. 42. Have we define newmanagement competences? Give confidence Leader Coach Share and collaborate Talent management Diversity management Innovation Be example Collective Intelligence
  43. 43. We need to understand, live and feel the « Corporate Values » every day. Independency Expertise Proximity
  44. 44. The Corporate values must be understood, be communicated and be developed inside and outside
  45. 45. A practical experience of comunicate and develop the Corporate Values internally How do you do it? Between all of us we can do it
  46. 46. The values are behaviours and attitudes that we have communicate and develop
  47. 47. The market changed We have to change We need to build our « Employer branding » to atract talent Change needs to be supported by ManagementOur values and culture needs to adapts to change
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