C² Communication community debate - Corporate Communications and Trends in HR

1. Welcome

2. THE INFLUENCE OF EMPLOYER BRANDING IN INTERNAL AND
EXTERNAL COMMUNICATION, ON EMPLOYEES AND ON THE
CORPORATE IDENTITY IS HUGE
• Jérôme Caille Group CEO & Partner House of HR
• Thierry Vierin Managing Partner, Belgium Osborne Clarke

3. Corporate Communications and Trends in HR
Thierry Viérin, Partner
Osborne Clarke
19 May 2017

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Index
1. What does GDPR mean for HR?
I. Definition
II. Consequences
2. Wellbeing at work
I. Facts and Figures
II. Major causes
III. Employer's awareness
IV. In practice ?
V. Courses of action
VI. Results

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1. What does GDPR mean for HR?
I. Definition
What is 'GDPR'?
The General Data Protection Regulation (GDPR) constitutes a big change to data protection.
Enters into force in May 2018.
It will affect your business and your human resources. The sooner you can start working on your
GDPR compliance project, the better.
Consequences:
 Increased rights of your employees
 Stronger obligations for employers and HR service providers

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1. What does GDPR mean for HR?
II. Consequences
• Increased rights of your employees:
‒Right to information: employers must provide employees with more detailed information on
the reasons for and methods of processing
‒Right to access data: it entails a right to receive a copy of the processed data. Right to rectify
inaccurate data
‒Right to be forgotten: entitlement to have the employer delete personal data
‒Right to data portability: entitlement to receive personal data from an employer and to
transfer it, e.g. to a new employer
‒Right to object to data processing: entitlement to object to data processed for certain
purposes, e.g. direct marketing purposes

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1. What does GDPR mean for HR?
II. Consequences
• Stronger obligations for employers and HR service providers
‒Appoint a (mandatory) Data Protection Officer
‒Carry out (mandatory) privacy impact assessments
‒Draft or review your data privacy policy
‒Obligation to notify of data breaches
‒Carry out (mandatory) consultation with the Data Protection Authorities before new data
processing activities commence
‒Hold key records of all your processing activities

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2. Wellbeing at work
I. Facts and Figures*
7 in 1003 %29,51 %
increase of the
long-tem sick
leaves in 2017
2 x more long-
term sick
leaves among
30+ than 5
years ago
of the current
workforce is on
long-term sick
leave (> 1 year)
workers are, on
daily basis, out
of office due to
an accident or
illness.
• Data provided by Securex, survey of 28.04.2017 "bouger davantage et rester moins longtemps assis: deux solutions pour
limiter la progression des absences de longue durée"

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2. Wellbeing at work
II. Major causes

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2. Wellbeing at work
II. Major causes
I. Brain overload
 Over a 5-year period, sickness due to employee's psychosocial burden at work has increased
by 27% ;
 30+ are the most affected because of a mismatch of their work-life balance due to setting high
standards for their career as well as for their private life ;
 Stress triggers a chronic condition of physical pain, anxiety and depression.

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2. Wellbeing at work
II. Major causes
II. Sedentary lifestyle
 Excessive sitting position : creates joints problems and muscle disorders ;
 Improving activity reduces the risks of developing cardiovascular disease, diabetes type II and
various forms of cancer ;
 A healthy and active lifestyle is likely to increase life expectancy by 1 year.

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2. Wellbeing at work
III. Employer's awareness*
Half 43 %
of the employers are
worried about brain
overload
of the employers
are promoting a
healthier lifestyle
at work
*Data provided by Securex, survey of 28.04.2017 "bouger davantage et rester moins longtemps assis: deux solutions pour limiter
la progression des absences de longue durée"

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2. Wellbeing at work
IV. In practice ?

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2. Wellbeing at work
V. Courses of action
Encouraging exercise
Family and work life balance
Wellbeing
Increasing diversity
….

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2. Wellbeing at work
V. Courses of action
In practice, employers can take the following actions to improve wellbeing at
work:
 Mental health awareness for managers ;
 Group sport sessions in your offices ;
 Free fruit twice per week ;
 "Switch off periods" (ex. No mails from 6 to 9 pm) ;
 Healthy food options at the cafeteria ;
 Wellbeing month in new year ;
 Social teambuilding events outside of the office…

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2. Wellbeing at work
VI. Results
Reduce
lost time
days
Good
Health
=
Improve
productivity
Save on
sick pay/
overtime/
claims
Attract
talent
Retain
staff
Improve
business
image
Improve
morale

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Core team contact
1
Thierry Viérin
Partner
Employment, Brussels
T +32 2 515 9304
thierry.vierin@osborneclarke.com

18. THE INFLUENCE OF EMPLOYER BRANDING IN INTERNAL AND
EXTERNAL COMMUNICATION, ON EMPLOYEES AND ON THE
CORPORATE IDENTITY IS HUGE
• Jérôme Caille Group CEO & Partner House of HR
• Thierry Vierin Managing Partner, Belgium Osborne Clarke

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20. Double footprint
19/05/2017 20
Country Specialized Recruitment Engineering Consulting
Belgium
France
The Netherlands
Switzerland
Luxemburg
Germany

21. 19/05/2017 21
10
specialized
brands
Where are we?
500
Offices

22. A history of growth
19/05/2017 22

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Changing
35.000 people’s life every month,
one job at a time.
2580 talented people
in house.

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26. Trend 1:
Entrepreneurship doesn’t scare the younger generations
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27. Trend 2:
The future is phygital
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28. Trend 3:
Confidence, but coaching required
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29. Trend 4:
Fun as a way of working
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30. Trend 5:
Reputation and social responsibility
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31. Trend 6:
Passive candidates are curious
19/05/2017 31

32. Trend 7:
The importance of personal empowerment
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33. Trend 8:
Heading away from home
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34. A candidate
driven market
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35. Welcome to the talent jungle
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36. A stellar experience for every candidate
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37. The culture book
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38. Job offer editorialization
19/05/2017 38

39. Refused candidate referrals
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40. Refused candidate present
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41. 3000 Dollar exit
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42. Office personalisation
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43. A stellar experience for every candidate
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Choose the job you love

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Jérôme Caille
CEO House of HR
+32 (0)471 580 004
jerome.caille@houseofhr.com
www.linkedin.com/in/jeromecaille
www.houseofhr.com
Thank you!

48. THE INFLUENCE OF EMPLOYER BRANDING IN INTERNAL AND
EXTERNAL COMMUNICATION, ON EMPLOYEES AND ON THE
CORPORATE IDENTITY IS HUGE
• Jérôme Caille Group CEO & Partner House of HR
• Thierry Vierin Managing Partner, Belgium Osborne Clarke