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Sustainable employability is
not only about keeping the
« over 55 years old » at work.
It’s about all of us.
Next slides: click on the

to auto-tweet.
Sustainable employability is not only the
responsability of the employees.
Management

HR
Employees
Society

The unions

All are involved.
Sustainable employability should not only be
an issue when the employee indicates he or
she wants to do something else.
kIts

One should
continuously
safeguard the
connection
between people’s
strenghts and the
strategic
objectives of the
orga...
Do hierarchical structures promote sustainable employability ?
 No room for flexibility

 Boundaries between functions
 No room for the person
 One size fits all
kIts
Is this a sustainable
approach

to deal with
people’s energy?
kIts

What if employees are treated
like children that have to be
punished and rewarded?
Sustainable employability
presupposes

a culture
• flexible culture
• with attention to everybody’s specific demands
• adult working relationship

• strong feedback and fe...
It will be difficult in this kind of organization to make sustainable
employability a success.
klavertheklaIts

It might be easier to make it a succes in the fluid organization
- networks with strong and weak ties
- c...
klavertheklaIts

An organisation that
wants to make
sustainable
employability a success
should focus on 4
domains.
What about HR
and the creation of

a stimulating learning
environment ?
Its

The knowledge worker in the drivers’ seat of his learning.

just-in-time

just-enough

self-directed
19
L&D should set up initiatives so that people
are stimulated to go in search of the
answers of their learning needs
themsel...
Klaverthe
klaIts
Pull approach:
- Promote social media
- Set up a social network
- Promote knowledge sharing
Managers should stimulate knowledge sharing and networking.
Client’s requirements and
the nature of our
competitors change
quickly.
All of us should be
learning agile.

Being learning
agile is easier
than it used to
be before
because of the
presence of
s...
Social media are a window to the world.

 Venster op de wereld

25
Customisation or individualisation of employment
Customisation or individualisation of employment
 Flexible contracts
 CYOD
 Mobility budget
 Future Proof Working
klavertheklaIts

An organisation that
wants to make
sustainable
employability a success
should focus on 4
domains.
What about HR
and the sustainable approach to energy?
 HR should provide tools so that people can discover what gives them
energy (talents).

 HR should set up a strong feedb...
Philips has guided people towards their job of the future,
even if this is not with Philips.
Frank Klockaerts - Philips
Is it the task of the
manager to talk
about talents ?
It definitely is!
 Managers are connectors: they should continuously safeguard the
connection between people’s strenghts ...
Research on Engagement - 2011 (update in 2013)
http://www.bs-muc.de/aktdoku/report.pdf
Most engaged people are those who can use their talents working
on tasks that contribute to the achievement of the compani...
How to prevent stress & burn-out?
Corporate responsibility
Information sessions
Resilience toolkit
Training
Openness
In conclusion
Create a stimulating learning environment
 Stimulate social learning.

 Stimulate your management to stimulate knowledge...
Customise or individualise employment
 Don’t be afraid to differentiate. One size no longer fits all.

 Keep your employ...
Deal with people’s energy on a sustainable
basis
 Make sure that people know what gives them energy: provide tools questi...
Prevent stress & burn-out
 Encourage openness on stress.

 HR can play an important role.
Hongerig naar meer?
 Opleidingen over jobcrafting bij Kluwer Opleidingen
Ontdek hier het programma voor medewerkers
Ontde...
Hongerig naar meer?
 Toolbox om zelf op zoek te gaan naar je talenten
Ik kies voor mijn talent - Toolbox van Luk Dewulf e...
Follow us !
annelies.boelaert@kluwer.be
00 32 478 40 02 78
Follow on Twitter @AnnBoelaert

www.learninglive.be

isabel.dec...
Read us !
www.learninglive.be
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Sustainable employability duurzame inzetbaarheid

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  • Focussing on 'Sustainable Employability might prove te be THE most distincive asset to companies.
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  • Duurzame inzetbaarheid wordt nog steeds onderschat. Soms zelfs wat 'lacherig soft' aan de kant geschoven. Ten onrechte. Vanaf 2020 slaat de vergrijzing in België keihard toe. En zullen we iedere beschikbare werkkracht hard nodig hebben. Bovendien rukken ook 'waarden' terug op in onze schaarste-economie. Duurzame inzetbaarheid past perfect in het plaatje van MVO. De externe diensten zijn - samen met Isabel - van de eersten om dit alles in te zien. Hun trajecten rond DCM (disability case manager) op kop. Dus, Isabel, bedankt voor je knappe bijdrage op Slideshare en je bijdrage aan duurzame inzetbaarheid tout court. We hebben ieder duwtje hard nodig.
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Sustainable employability duurzame inzetbaarheid

  1. 1. Sustainable employability is not only about keeping the « over 55 years old » at work.
  2. 2. It’s about all of us.
  3. 3. Next slides: click on the to auto-tweet.
  4. 4. Sustainable employability is not only the responsability of the employees.
  5. 5. Management HR Employees Society The unions All are involved.
  6. 6. Sustainable employability should not only be an issue when the employee indicates he or she wants to do something else.
  7. 7. kIts One should continuously safeguard the connection between people’s strenghts and the strategic objectives of the organisation.
  8. 8. Do hierarchical structures promote sustainable employability ?
  9. 9.  No room for flexibility  Boundaries between functions  No room for the person  One size fits all
  10. 10. kIts Is this a sustainable approach to deal with people’s energy?
  11. 11. kIts What if employees are treated like children that have to be punished and rewarded?
  12. 12. Sustainable employability presupposes a culture
  13. 13. • flexible culture • with attention to everybody’s specific demands • adult working relationship • strong feedback and feedforward culture
  14. 14. It will be difficult in this kind of organization to make sustainable employability a success.
  15. 15. klavertheklaIts It might be easier to make it a succes in the fluid organization - networks with strong and weak ties - changeable teams
  16. 16. klavertheklaIts An organisation that wants to make sustainable employability a success should focus on 4 domains.
  17. 17. What about HR and the creation of a stimulating learning environment ?
  18. 18. Its The knowledge worker in the drivers’ seat of his learning. just-in-time just-enough self-directed
  19. 19. 19
  20. 20. L&D should set up initiatives so that people are stimulated to go in search of the answers of their learning needs themselves.
  21. 21. Klaverthe klaIts Pull approach: - Promote social media - Set up a social network - Promote knowledge sharing
  22. 22. Managers should stimulate knowledge sharing and networking.
  23. 23. Client’s requirements and the nature of our competitors change quickly.
  24. 24. All of us should be learning agile. Being learning agile is easier than it used to be before because of the presence of social media.
  25. 25. Social media are a window to the world.  Venster op de wereld 25
  26. 26. Customisation or individualisation of employment
  27. 27. Customisation or individualisation of employment  Flexible contracts  CYOD  Mobility budget  Future Proof Working
  28. 28. klavertheklaIts An organisation that wants to make sustainable employability a success should focus on 4 domains.
  29. 29. What about HR and the sustainable approach to energy?
  30. 30.  HR should provide tools so that people can discover what gives them energy (talents).  HR should set up a strong feedback and feedforward culture: other people give us a lot of information on what our talents are.  Stimulate people to think about the rest of their careers.
  31. 31. Philips has guided people towards their job of the future, even if this is not with Philips. Frank Klockaerts - Philips
  32. 32. Is it the task of the manager to talk about talents ?
  33. 33. It definitely is!  Managers are connectors: they should continuously safeguard the connection between people’s strenghts and the strategic objectives of the organization.  Managers are sense-makers: they give the work meaning by highlighting the added value of a person for the organisation.  Included in a leadership track @Kluwer
  34. 34. Research on Engagement - 2011 (update in 2013) http://www.bs-muc.de/aktdoku/report.pdf
  35. 35. Most engaged people are those who can use their talents working on tasks that contribute to the achievement of the companies’ objectives.
  36. 36. How to prevent stress & burn-out?
  37. 37. Corporate responsibility Information sessions Resilience toolkit Training Openness
  38. 38. In conclusion
  39. 39. Create a stimulating learning environment  Stimulate social learning.  Stimulate your management to stimulate knowledge sharing.  Stimulate people to share what they have learned when then went to a training, when they read a book, when they went to an event ...  Ensure that your employees are learning agile.  Stimulate the use of social media.
  40. 40. Customise or individualise employment  Don’t be afraid to differentiate. One size no longer fits all.  Keep your employees close: ask people what they want. You might be surprised.
  41. 41. Deal with people’s energy on a sustainable basis  Make sure that people know what gives them energy: provide tools questionnaires.  Make sure that people think – not only about their job – but more broadly, about their career. Even if sometimes people will leave as a consequence.  Establish a culture in which people can talk about “I don’t like doing that anymore”.  Establish a strong feedback and feedforward culture.
  42. 42. Prevent stress & burn-out  Encourage openness on stress.  HR can play an important role.
  43. 43. Hongerig naar meer?  Opleidingen over jobcrafting bij Kluwer Opleidingen Ontdek hier het programma voor medewerkers Ontdek hier het programma voor leidinggevenden  Het aanbod HR opleidingen bij Kluwer Opleidingen  http://www.duurzameinzetbaarheid.nl/
  44. 44. Hongerig naar meer?  Toolbox om zelf op zoek te gaan naar je talenten Ik kies voor mijn talent - Toolbox van Luk Dewulf en Peter Beschuyt  Lees de presentaties na van ons Congres Over Het Nieuwe Werken op 17.12.2013. Warm aanbevolen: o Talentvolle relaties - werken met goesting. o Recipe for disaster (over Future Proof Leadership). http://opleidingen.kluwer.be/event/heniwnb/presentaties.html
  45. 45. Follow us ! annelies.boelaert@kluwer.be 00 32 478 40 02 78 Follow on Twitter @AnnBoelaert www.learninglive.be isabel.declercq@kluwer.be 00 32 477 87 24 68 Follow on Twitter @KluwerLearning
  46. 46. Read us ! www.learninglive.be

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