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
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