This presentation by the Belgium Flemish Public Service on the “Employee Engagement: Assisting HR Business partners in aligning employee surveys with HR strategy: the Flemish case" was made at the meeting of the OECD Working Party on Public Employment and Management on 20-21 April 2015. For further on information on the OECD work on Public Employment and Management please see http://www.oecd.org/gov/pem/.

1. Employee
engagement
Assisting HR Business partners in aligning
employee surveys with HR strategy: the Flemish
case
OECD
Annual meeting of the Working Party on Public
Employment and Management
April 20, 2015

2. Agenda
Introducing the Flemish public service
Employee surveys at the Flemish public service
Supporting HR business partners

3. Introducing the Flemish public
service

4. Employee survey
 Every 2 years
 Questionnaire with 42 items on 5 parameters
 Job(content), leadership, values, career, engagement
 Additional questionnaire for management (16 items)
 Use of results
 At the level of the Flemish public service: to define general
HR policies and to assess the impact of those policies.
 At the level of each organisation: to improve the
organisational HR management.

5. Results employee survey 2014

6. Supporting our HR business
partners
 Global reports , organisational reports and excel database (staff
and management)
 Series of workshops for HRBP’s organised by the expertise center
Stakeholder management
 Consists of 3 parts
 Getting the management summary right
 Focus on benchmarking employee engagement against age
group, gender, organisation, and over time
 Supported by statistical methods

7. Supporting our HR business
partners (2)
 Bringing in HR strategy
 Method to support HR professionals on distinguishing the most
important items for their organisation and setting targets for the
future
 Enriching the data with other HR metrics to determine patterns
 Supported by a template
 Converting numbers into actions
 Long term perspective: using the employee survey results for defining HR and
organisational targets, benchmarking evolution and organisational development
 Emphasis on broad communication and follow-up

8. Next steps
 Thorough review of the questionnaire by 2016, increasing the focus on
employee engagement
 Adding more benchmarking variables e.g. job type
 Integrating these perception data with “hard” HR and organisational
data (e.g. sickess rate, exits, …)
 Sharing best practices between organisations
 Building online reporting website
 Supporting communication to further increase the response rate

9. Questions
Flemish Public Service
Team Stakeholder management
Teamlead: Linda Wouters
linda.wouters@kb.vlaanderen.be
0032 491 728596