Going for Touch

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Kirsten Florentie, Jan Laurijssen, Jan Ceulemans
Presentation at the #2012waic Conference - Ghent, Belgium

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Going for Touch

  1. 1. Kirsten  Floren,e  &  Jan  Laurijssen  WAIC  2012Touch crouch pause engage
  2. 2. What  you  can  expect…  •  Share  the  story   •  Invi,ng  you  •  How  AI  helped  us   •  To  par,cipate  •  To  create  a  shared   •  And  add  to  the  process   vision   •  We’re  going  through  •  On  our  organisa,on  and     HR  •  Self-­‐propelling   execu,on  •  For  ourselves  •  And  our  clients  
  3. 3. 1 2 3Who/what?                             How?                             Why?                                        
  4. 4. 1                                         Who  are  we?   “Peoples  unique  personal  strengths  are  the  key  to  unlocking  their  poten,al”                
  5. 5. For  starters  What  does  this  tell  about  us?  
  6. 6. •  Focus  on  now  •  Roots  •  Daring  and  guts  •  In,mida,ng  •  Resiliance  •  Ambi,ous  •  Authen,city  •  Adaptability  •  Teamwork  and  teamspirit  •  Passionate  •  masculin  
  7. 7. Once  upon  a  ,me…  
  8. 8. What?  How?  
  9. 9. 2                                         How  were  going  to  do   that?   Crea9ng  the  future  as  it  emerges…              
  10. 10. Building the16 walking   while   on  it  
  11. 11. Open  innova9on  Take  the  system  out  of  the  room  
  12. 12. We  want  to  be  the  All  Blacks  of  the  consultancy  companies     How  to  become  the  All  blacks?      To  answer  this  ques,on  we  are  reflec,ng  on  two  topics  (affirma,ve  topics)  1.  How  to  bring  our  performance  to  the  next  level?  2.  How  to  support  crea,ve  thinking  and  support  innova,on?  
  13. 13. the  AI  methodology  =>  to  define  our  ambi,on  and  our  vision    the  AI  Philosophy  =>  to  integrate  in  our  HR  processes  
  14. 14. Affirma9ve  ques9on  What  is  the  impact  of  the  AI  approach  to  the  different  HR  core  processes?  
  15. 15. Result HR Processes • Staffing • Payroll • Comp & Ben • Performance • DevelopmentLeadership
  16. 16. PERFORMANCE  MANAGEMENT    (new  approach)    Step  1:  collect  informa9on    •  stories  about  strengths  happened  the  year  before.  Step  2:  alignment  •  employees  share  and  discuss  these  stories  with  their  manager.  •  define  3  to  5  strengths  to  use  more  the  coming  year.    Step  3:  commitment  agreement  •  employee  suggest  and  commit  to  3  to  5  ac,ons  points                                        •  to  obtain  a  posi,ve  outcome/result  for  the  company.  
  17. 17. your  input  to  make  a  start  for  two  other  processes.    Staffing  &  Development  Management  2  subgroups    Discover:  10  minutes  to  interview  us  about  the  current      situa,on    Dream:  about  a  new  way  of  ‘staffing’  or  ‘Development        Management’  and  visualize  with  an  image    Design:  sugges,ons  for  ac,ons  points  to  realize  the      ‘dreamed  staffing’  and  ‘Dreamed                                      Development  Management’  
  18. 18. 3                                         Why?              
  19. 19. Why  would  we  do  this?    HR  is  a  contact  sport  
  20. 20.  Thank  yuw boodschap?Wat is ou
  21. 21. Clients  

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