THE new WORLD OF WORK
VALUE CREATION                                   MEANING                    EMPLOYER                                      ...
focus onRELATION
WORKPLACE87            REMUNERATION86              CONTRACTING85           CONTENT|CAREER84                 TRAINING28mOre...
Engagement, more than satisfaction |                   61% 22%                                           17%dissatisfied   ...
Engagement, more than satisfaction |                   61% 22%                                           17%dissatisfied   ...
Engagement, more than satisfaction |                                                           Initiative                 ...
! KeyELEMENTS
A complete new                       way of organisingAutonomyMORE RESPONSABILITYBY MINIMIZINGHIERARCHICALSTRUCTURES AND R...
A complete new                            way of organisingStrength Based WorkdesignORGANISING WORKMATCHINGINDIVIDUAL STRE...
A complete new                        way of organisingCollaborationAMPLIFYINGCOLLABORATION BYSTIMULATING DIALOGUE,INTERAC...
WHICH PARTS OF WORK ORGANISATION WILL CHANGE?Culture & leadership | How?Jobs & career | What?Structures & organisation | W...
Culture & COMPETENCES FOR EMPLOYEES AND LEADERS NEW ATTITUDES AND                   leadershipOpen leadership: authenticit...
Social Architects0   15        30           45             60Stimulator Innovator    Mentor       Pilot   Mediator Coordin...
Jobs & careerFrom job-descriptions to rolesPersonal brandingMarket place with individual talent and tasks and projectsTemp...
Structures & organisationMore autonomy in the teamsMinimal structure and rulesAgility embedded in organisational structure...
Time & PlaceTeleworkingCo-working-placesKnowledge-sharing-platformsOpen access to informationNew labor-contractsProject-de...
CREATE BUY-IN AT C-LEVELMAKE A BUSINESS CASECREATE A INTERDISCIPLINARY PROJECT-TEAMCOMMUNICATION-PLANINTEGRATED APPROACH I...
Embedin the culture of the organisationin the business processesin the HR processes    Development     Staffing     Perform...
CaseTELEWORKING FORSD WORX’PAYROLL ADVISORS
Teleworking as first stepVISION             WORKERS               EMPLOYER+ AUTONOMY         + AUTONOMY (PLACE)    + MOBIL...
«               GAIN DE TEMPS |                       »Avec le temps gagné tugagnes du temps de sommeil
« »             GAIN DE TEMPS |Je gagne 1,5 heure detemps de trajet
«                WORK-LIFE |Pouvoir me rendre à              »la banque pendant lesheures de bureau
«                 WORK-LIFE |à la maison, tout le monde          »a réagi de manière trèsenthousiaste
«                DRIVER SEAT |Tu peux plus facilement    »déterminer ton proprerythme
«                DRIVER SEAT |                      »Il y a plus d’autonomiepour organiser ta journée
«               ENGAGEMENT |                »Tu te sens plus ‘owner’de la relation client
«               ENGAGEMENT |Mon contact avec mes               »clients se déroule demanière plus souple
Critical Succes FactorsINCLUSIVE COMMUNICATESET THE GOALS TO REACHORGANIZE SUPPORT (FOR JUNIORS MAINLY)SENSE OF BELONGING ...
Frédéric Williquet             +32 478 888 322             frederic.williquet@sdworx.comAvril 2012        @fredericw
Future of Work. NWoW Event @ Namur
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Future of Work. NWoW Event @ Namur

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Présentation faite à l'occasion du premier workshop NWoW en Wallonie organisé par la Coalition NWoW et l'AWT le 17 avril 2012.

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Future of Work. NWoW Event @ Namur

  1. 1. THE new WORLD OF WORK
  2. 2. VALUE CREATION MEANING EMPLOYER EMPLOYEE INNOVATION SELF DEVELOPMENT CONTINUITY WIN - WIN RECOGNITION PRODUCTIVITY Sustainable PASSION IN JOB RESULTS WORKLIFE BALANCE COMPETITIVENESS Labor market Global Economy IndividualisationNewCONTEXT
  3. 3. focus onRELATION
  4. 4. WORKPLACE87 REMUNERATION86 CONTRACTING85 CONTENT|CAREER84 TRAINING28mOre WORKINGTIME22FLEXIBILITY
  5. 5. Engagement, more than satisfaction | 61% 22% 17%dissatisfied satisfied engaged Source: SD Worx – Engagement Study ©
  6. 6. Engagement, more than satisfaction | 61% 22% 17%dissatisfied satisfied engaged Source: SD Worx – Engagement Study ©
  7. 7. Engagement, more than satisfaction | Initiative peopleOrganisational Value Transforming HR 61% Agile Step 2 Turn your employees into intrapreneurs who initiate change people (Re)vitalising HR Step Make your employees agile to 22% 1 Inflexible 17% cope with changes people dissatisfied satisfied engaged Employee Value Source: SD Worx – Engagement Study ©
  8. 8. ! KeyELEMENTS
  9. 9. A complete new way of organisingAutonomyMORE RESPONSABILITYBY MINIMIZINGHIERARCHICALSTRUCTURES AND RULES
  10. 10. A complete new way of organisingStrength Based WorkdesignORGANISING WORKMATCHINGINDIVIDUAL STRENGHTS ANDORGANISATIONAL OBJECTIVES
  11. 11. A complete new way of organisingCollaborationAMPLIFYINGCOLLABORATION BYSTIMULATING DIALOGUE,INTERACTION ANDKNOWLEDGE SHARING
  12. 12. WHICH PARTS OF WORK ORGANISATION WILL CHANGE?Culture & leadership | How?Jobs & career | What?Structures & organisation | Whereby and with whom?Time & Place | When and where?
  13. 13. Culture & COMPETENCES FOR EMPLOYEES AND LEADERS NEW ATTITUDES AND leadershipOpen leadership: authenticityLeader is talentmanager, social architect, facilitator, coachCreate a culture of trustDefine clear goals and objectivesContinuous dialogueStop controlling start interacting
  14. 14. Social Architects0 15 30 45 60Stimulator Innovator Mentor Pilot Mediator Coordinator Productor Controller None — WHAT ROLES ARE STILL TOO FEW IN YOUR ORGANIZATION FOR OPTIMAL PERFORMANCE?
  15. 15. Jobs & careerFrom job-descriptions to rolesPersonal brandingMarket place with individual talent and tasks and projectsTemporary roles in projectsTransitional career
  16. 16. Structures & organisationMore autonomy in the teamsMinimal structure and rulesAgility embedded in organisational structureCommunitiesProject-structure
  17. 17. Time & PlaceTeleworkingCo-working-placesKnowledge-sharing-platformsOpen access to informationNew labor-contractsProject-deals based on resultsSocial media
  18. 18. CREATE BUY-IN AT C-LEVELMAKE A BUSINESS CASECREATE A INTERDISCIPLINARY PROJECT-TEAMCOMMUNICATION-PLANINTEGRATED APPROACH INSTEAD OF AD HOC INITIATVES
  19. 19. Embedin the culture of the organisationin the business processesin the HR processes Development Staffing Performance Reward
  20. 20. CaseTELEWORKING FORSD WORX’PAYROLL ADVISORS
  21. 21. Teleworking as first stepVISION WORKERS EMPLOYER+ AUTONOMY + AUTONOMY (PLACE) + MOBILITY POL+ STRENGHT BASED — TRAFICJAM + RETENTION POLICY+ FLEXIBILITY + WORK-LIFE BALANCE + ENGAGEMENT + SERVICE TO CUSTOMER — PLACE COSTS
  22. 22. « GAIN DE TEMPS | »Avec le temps gagné tugagnes du temps de sommeil
  23. 23. « » GAIN DE TEMPS |Je gagne 1,5 heure detemps de trajet
  24. 24. « WORK-LIFE |Pouvoir me rendre à »la banque pendant lesheures de bureau
  25. 25. « WORK-LIFE |à la maison, tout le monde »a réagi de manière trèsenthousiaste
  26. 26. « DRIVER SEAT |Tu peux plus facilement »déterminer ton proprerythme
  27. 27. « DRIVER SEAT | »Il y a plus d’autonomiepour organiser ta journée
  28. 28. « ENGAGEMENT | »Tu te sens plus ‘owner’de la relation client
  29. 29. « ENGAGEMENT |Mon contact avec mes »clients se déroule demanière plus souple
  30. 30. Critical Succes FactorsINCLUSIVE COMMUNICATESET THE GOALS TO REACHORGANIZE SUPPORT (FOR JUNIORS MAINLY)SENSE OF BELONGING : ACTIVELY ENSURING THAT PEOPLE CONTINUE TO IDENTIFY WITH THE COMPANY AND THE TEAM
  31. 31. Frédéric Williquet +32 478 888 322 frederic.williquet@sdworx.comAvril 2012 @fredericw

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