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universitédelorraine2018 cours 7 NWOW

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présentation utilisée lors de mon cours à l'université de Lorraine

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universitédelorraine2018 cours 7 NWOW

  1. 1. THE newWORLD OF WORK
  2. 2. WIN - WIN Sustainable VALUE CREATION INNOVATION CONTINUITY PRODUCTIVITY RESULTS COMPETITIVENESS MEANING SELF DEVELOPMENT RECOGNITION PASSION IN JOB WORKLIFE BALANCE Labor market Global Economy Individualisation New CONTEXT EMPLOYER EMPLOYEE
  3. 3. RELATION focus on
  4. 4. FLEXIBILITY mOre WORKPLACE87 CONTRACTING85 REMUNERATION86 CONTENT|CAREER84 TRAINING28 WORKINGTIME22
  5. 5. Engagement, more than satisfaction | 61% 17% 22% dissatisfied satisfied engaged Source: SD Worx – Engagement Study ©
  6. 6. Engagement, more than satisfaction | 61% 17% 22% dissatisfied satisfied engaged Source: SD Worx – Engagement Study ©
  7. 7. Engagement, more than satisfaction | 61% 17% 22% dissatisfied satisfied engaged Source: SD Worx – Engagement Study © Turn your employees into intrapreneurs who initiate change (Re)vitalising HR Employee Value OrganisationalValue Inflexible people Agile people Initiative people Transforming HR Make your employees agile to cope with changes Step 1 Step 2
  8. 8. !ELEMENTS Key
  9. 9. Autonomy MORE RESPONSABILITY BY MINIMIZING HIERARCHICAL STRUCTURES AND RULES A complete new way of organising
  10. 10. ORGANISING WORK MATCHING INDIVIDUAL STRENGHTS AND ORGANISATIONAL OBJECTIVES Strength Based Workdesign A complete new way of organising
  11. 11. AMPLIFYING COLLABORATION BY STIMULATING DIALOGUE, INTERACTION AND KNOWLEDGE SHARING Collaboration A complete new way of organising
  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. NEW ATTITUDES AND COMPETENCES FOR EMPLOYEES AND LEADERS Open leadership: authenticity Leader is talentmanager, social architect, facilitator, coach Create a culture of trust Define clear goals and objectives Continuous dialogue Stop controlling start interacting Culture & leadership
  14. 14. 0 15 30 45 60 Stimulator Innovator Mentor Pilot Mediator Coordinator Productor Controller None Social Architects —WHAT ROLES ARE STILL TOO FEW IN YOUR ORGANIZATION FOR OPTIMAL PERFORMANCE?
  15. 15. From job-descriptions to roles Personal branding Market place with individual talent and tasks and projects Temporary roles in projects Transitional career Jobs & career
  16. 16. Structures & organisation More autonomy in the teams Minimal structure and rules Agility embedded in organisational structure Communities Project-structure
  17. 17. Time & Place Teleworking Co-working-places Knowledge-sharing-platforms Open access to information New labor-contracts Project-deals based on results Social media
  18. 18. MAKE A BUSINESS CASE COMMUNICATION-PLAN CREATE A INTERDISCIPLINARY PROJECT-TEAM CREATE BUY-IN AT C-LEVEL INTEGRATED APPROACH INSTEAD OF AD HOC INITIATVES
  19. 19. in the business processes Development in the HR processes Staffing in the culture of the organisation Performance Reward Embed
  20. 20. Case TELEWORKINGFOR PAYROLLADVISORS SDWORX’
  21. 21. Teleworking as first step VISION +AUTONOMY +STRENGHTBASED +FLEXIBILITY WORKERS +AUTONOMY(PLACE) —TRAFICJAM +WORK-LIFEBALANCE EMPLOYER +MOBILITYPOL +RETENTIONPOLICY +ENGAGEMENT +SERVICETOCUSTOMER —PLACECOSTS
  22. 22. » « GAIN DE TEMPS | Avec le temps gagné tu gagnes du temps de sommeil
  23. 23. »« GAIN DE TEMPS | Je gagne 1,5 heure de temps de trajet
  24. 24. » « WORK-LIFE | Pouvoir me rendre à la banque pendant les heures de bureau
  25. 25. » « WORK-LIFE | à la maison, tout le monde a réagi de manière très enthousiaste
  26. 26. » « DRIVER SEAT | Tu peux plus facilement déterminer ton propre rythme
  27. 27. »« DRIVER SEAT | Il y a plus d’autonomie pour 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 de manière plus souple
  30. 30. INCLUSIVECOMMUNICATE SETTHEGOALSTOREACH ORGANIZESUPPORT(FOR JUNIORS MAINLY) SENSEOFBELONGING: ACTIVELY ENSURING THAT PEOPLE CONTINUE TO IDENTIFY WITH THE COMPANY AND THE TEAM Critical Succes Factors
  31. 31. Avril 2012 Frédéric Williquet +32 478 888 322 frederic.williquet@sdworx.com @fredericw

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