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Welcome

Masterclass

Jan 30th 2014
Levensloopbaan
Life & career
all-in-one
09.00 am - 09.15 am

Introduction by

09.15 am - 09.40 am

Setting the scene by Denise Rousseau & Ans
De Vos
09.40 am - 10.00 am

Company cases by

PROGRAMMA

10.00 am - 10.20 am

Reflections by Denise Rousseau &
Ans De Vos
10.20 am - 10.40 am

Outside-in view by
10.40 am - 11.00 am

Denise Rousseau: answers and reflections
11.00 am - 11.30 am

Panel & Plenary debate
Jan
Laurijssen
Denise
Rousseau
&
Ans
De Vos
Nadia
Bastanie
Masterclass met Denise Rousseau en Ans De vos
Our talent vision and mission

Our mission
 Optimal use of talent based on organizational
needs and individual ambitions
 Continuous attention to development: aim to
be the first and the reference
 Empower employees to take their career and
development into their own hands
 Build a structural, supporting framework
Balance between

Manager & KBC’s responsibilities

Employee’s responsibilities
Self-reflection & talent
detection
Make talents, experience &
aspirations visible

Talent
identification

•
•

Owner of development plan
Prepare development discussion

Talent
development

•
•
•

Focus on strengths
Focus on current job and future
Development discussion/advice

•
•
•

Take career into own hands
Seek out career opportunities
Rotate to new jobs from time to
time

Talent
deployment

•

Make use of different talent
profiles
Not block talented staff from
leaving

•
•

•
•

•

Give employees insight into
their talents
Feedback on competencies &
performance
Empowerment and commitment
at different levels
2. Pensioenwetgeving Di Rupo

The direction of the Belgian Government
is quite clear:
 Shifting the retirement date
 Longer careers
 Fewer non-work periods counting
towards pension (e.g., sabbaticals)
 Combating poverty
 Higher tax for early retirement
(penalty)

1
2

18/01/2013
KBC’s Minerva Program
Development path of the Minerva End-of-Career Model
Implementation

Strategy
External
environmental
factors

 pension reforms Di
Rupo
 life expectancy is
increasing
 tight labour market
(decrease birth
rate/outflow baby
boomers)
 early retirement
incentives disappear
 Action Plan 45 +
mandatory
 social pressure rises

HR Policy

Internal
environmental
factors

 KBC’s age
pyramid
HRinEvolution with
Reward4Work and
GO4Talent are the
basis
Safe4Future
 PEARL

 The Minerva
End-of-Career
Model
 With thoughtful

career choiceoptions
 That lead to a
concrete
appointment
related to the final
career track
 to the earliest
possible
retirement date

HR policy principles
6 februari 2014

13 -

HR Systems
 conversations
with employee
 simulation tools
training and
supervision offer
 dedicated
support
I-deal

Result:
HR process
and tools
The Minerva Framework
Supporting Tools

Raise awareness
towards Line
Management

Dedicated
Support

Embed in KBC Culture.
Each track choice is
equally valid and
positive

18/01/2013

Integrate into
overall HR policy

14
I-Deal

needs

needs
wishes

KBC

employee

structure
knowledge
preservation

social situation
agreements on
end-of-career

Win – Win for both parties

Can be
updated
QUESTION 1
• How can an organization implement I-deals in the short
term while ensuring that the I-deal concept is
maintained?
Managers in a traditional organizational (hierarchical)
structure tend to be resistant to “change”. What is
required to convince middle management that the I-deal
is not only in the employee’s interest, but is also a
positive for the team/company?
QUESTION 2
• We still follow a policy of lifelong employment
within KBC. Is this sustainable in the long run
and is it desirable?
How can we create more acceptance of and
positivity on flexible work arrangements
(temporary assignments, talent pools, project
work, focused experience building, etc.)?
Hilde
Willems
&
Ingrid
Van
Geneugden
Isabel
De Clercq
Jan
Laurijssen
09.00 am - 09.15 am

Introduction by

09.15 am - 09.40 am

Setting the scene by Denise Rousseau & Ans
De Vos
09.40 am - 10.00 am

Company cases by

PROGRAMMA

10.00 am - 10.20 am

Reflections by Denise Rousseau &
Ans De Vos
10.20 am - 10.40 am

Outside-in view by
10.40 am - 11.00 am

Denise Rousseau: answers and reflections
11.00 am - 11.30 am

Panel & Plenary debate
Thanks & we wish you
a lot of succes in your

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Masterclass met Denise Rousseau en Ans De vos

  • 4. 09.00 am - 09.15 am Introduction by 09.15 am - 09.40 am Setting the scene by Denise Rousseau & Ans De Vos 09.40 am - 10.00 am Company cases by PROGRAMMA 10.00 am - 10.20 am Reflections by Denise Rousseau & Ans De Vos 10.20 am - 10.40 am Outside-in view by 10.40 am - 11.00 am Denise Rousseau: answers and reflections 11.00 am - 11.30 am Panel & Plenary debate
  • 9. Our talent vision and mission Our mission  Optimal use of talent based on organizational needs and individual ambitions  Continuous attention to development: aim to be the first and the reference  Empower employees to take their career and development into their own hands  Build a structural, supporting framework
  • 10. Balance between Manager & KBC’s responsibilities Employee’s responsibilities Self-reflection & talent detection Make talents, experience & aspirations visible Talent identification • • Owner of development plan Prepare development discussion Talent development • • • Focus on strengths Focus on current job and future Development discussion/advice • • • Take career into own hands Seek out career opportunities Rotate to new jobs from time to time Talent deployment • Make use of different talent profiles Not block talented staff from leaving • • • • • Give employees insight into their talents Feedback on competencies & performance
  • 11. Empowerment and commitment at different levels
  • 12. 2. Pensioenwetgeving Di Rupo The direction of the Belgian Government is quite clear:  Shifting the retirement date  Longer careers  Fewer non-work periods counting towards pension (e.g., sabbaticals)  Combating poverty  Higher tax for early retirement (penalty)  1 2 18/01/2013
  • 13. KBC’s Minerva Program Development path of the Minerva End-of-Career Model Implementation Strategy External environmental factors  pension reforms Di Rupo  life expectancy is increasing  tight labour market (decrease birth rate/outflow baby boomers)  early retirement incentives disappear  Action Plan 45 + mandatory  social pressure rises HR Policy Internal environmental factors  KBC’s age pyramid HRinEvolution with Reward4Work and GO4Talent are the basis Safe4Future  PEARL  The Minerva End-of-Career Model  With thoughtful career choiceoptions  That lead to a concrete appointment related to the final career track  to the earliest possible retirement date HR policy principles 6 februari 2014 13 - HR Systems  conversations with employee  simulation tools training and supervision offer  dedicated support I-deal Result: HR process and tools
  • 14. The Minerva Framework Supporting Tools Raise awareness towards Line Management Dedicated Support Embed in KBC Culture. Each track choice is equally valid and positive 18/01/2013 Integrate into overall HR policy 14
  • 16. QUESTION 1 • How can an organization implement I-deals in the short term while ensuring that the I-deal concept is maintained? Managers in a traditional organizational (hierarchical) structure tend to be resistant to “change”. What is required to convince middle management that the I-deal is not only in the employee’s interest, but is also a positive for the team/company?
  • 17. QUESTION 2 • We still follow a policy of lifelong employment within KBC. Is this sustainable in the long run and is it desirable? How can we create more acceptance of and positivity on flexible work arrangements (temporary assignments, talent pools, project work, focused experience building, etc.)?
  • 21. 09.00 am - 09.15 am Introduction by 09.15 am - 09.40 am Setting the scene by Denise Rousseau & Ans De Vos 09.40 am - 10.00 am Company cases by PROGRAMMA 10.00 am - 10.20 am Reflections by Denise Rousseau & Ans De Vos 10.20 am - 10.40 am Outside-in view by 10.40 am - 11.00 am Denise Rousseau: answers and reflections 11.00 am - 11.30 am Panel & Plenary debate
  • 22. Thanks & we wish you a lot of succes in your