The document outlines the agenda for a masterclass on life and career held on January 30th 2014. The morning program includes an introduction, presentations on setting the scene and company cases by Denise Rousseau and Ans De Vos, reflections, an outside view, answers and reflections by Denise Rousseau, and a panel and plenary debate. Presenters include Jan Laurijssen, Hilde Willems, Ingrid Van Geneugden, Isabel De Clercq, and Nadia Bastanie. The document also discusses KBC's Minerva Program for end-of-career development and support tools.

1. Welcome
Masterclass
Jan 30th 2014

2. Levensloopbaan

3. Life & career
all-in-one

4. 09.00 am - 09.15 am
Introduction by
09.15 am - 09.40 am
Setting the scene by Denise Rousseau & Ans
De Vos
09.40 am - 10.00 am
Company cases by
PROGRAMMA
10.00 am - 10.20 am
Reflections by Denise Rousseau &
Ans De Vos
10.20 am - 10.40 am
Outside-in view by
10.40 am - 11.00 am
Denise Rousseau: answers and reflections
11.00 am - 11.30 am
Panel & Plenary debate

5. Jan
Laurijssen

6. Denise
Rousseau
&
Ans
De Vos

7. Nadia
Bastanie

9. Our talent vision and mission
Our mission
 Optimal use of talent based on organizational
needs and individual ambitions
 Continuous attention to development: aim to
be the first and the reference
 Empower employees to take their career and
development into their own hands
 Build a structural, supporting framework

10. Balance between
Manager & KBC’s responsibilities
Employee’s responsibilities
Self-reflection & talent
detection
Make talents, experience &
aspirations visible
Talent
identification
•
•
Owner of development plan
Prepare development discussion
Talent
development
•
•
•
Focus on strengths
Focus on current job and future
Development discussion/advice
•
•
•
Take career into own hands
Seek out career opportunities
Rotate to new jobs from time to
time
Talent
deployment
•
Make use of different talent
profiles
Not block talented staff from
leaving
•
•
•
•
•
Give employees insight into
their talents
Feedback on competencies &
performance

11. Empowerment and commitment
at different levels

12. 2. Pensioenwetgeving Di Rupo
The direction of the Belgian Government
is quite clear:
 Shifting the retirement date
 Longer careers
 Fewer non-work periods counting
towards pension (e.g., sabbaticals)
 Combating poverty
 Higher tax for early retirement
(penalty)

1
2
18/01/2013

13. KBC’s Minerva Program
Development path of the Minerva End-of-Career Model
Implementation
Strategy
External
environmental
factors
 pension reforms Di
Rupo
 life expectancy is
increasing
 tight labour market
(decrease birth
rate/outflow baby
boomers)
 early retirement
incentives disappear
 Action Plan 45 +
mandatory
 social pressure rises
HR Policy
Internal
environmental
factors
 KBC’s age
pyramid
HRinEvolution with
Reward4Work and
GO4Talent are the
basis
Safe4Future
 PEARL
 The Minerva
End-of-Career
Model
 With thoughtful
career choiceoptions
 That lead to a
concrete
appointment
related to the final
career track
 to the earliest
possible
retirement date
HR policy principles
6 februari 2014
13 -
HR Systems
 conversations
with employee
 simulation tools
training and
supervision offer
 dedicated
support
I-deal
Result:
HR process
and tools

14. The Minerva Framework
Supporting Tools
Raise awareness
towards Line
Management
Dedicated
Support
Embed in KBC Culture.
Each track choice is
equally valid and
positive
18/01/2013
Integrate into
overall HR policy
14

15. I-Deal
needs
needs
wishes
KBC
employee
structure
knowledge
preservation
social situation
agreements on
end-of-career
Win – Win for both parties
Can be
updated

16. QUESTION 1
• How can an organization implement I-deals in the short
term while ensuring that the I-deal concept is
maintained?
Managers in a traditional organizational (hierarchical)
structure tend to be resistant to “change”. What is
required to convince middle management that the I-deal
is not only in the employee’s interest, but is also a
positive for the team/company?

17. QUESTION 2
• We still follow a policy of lifelong employment
within KBC. Is this sustainable in the long run
and is it desirable?
How can we create more acceptance of and
positivity on flexible work arrangements
(temporary assignments, talent pools, project
work, focused experience building, etc.)?

18. Hilde
Willems
&
Ingrid
Van
Geneugden

19. Isabel
De Clercq

20. Jan
Laurijssen

21. 09.00 am - 09.15 am
Introduction by
09.15 am - 09.40 am
Setting the scene by Denise Rousseau & Ans
De Vos
09.40 am - 10.00 am
Company cases by
PROGRAMMA
10.00 am - 10.20 am
Reflections by Denise Rousseau &
Ans De Vos
10.20 am - 10.40 am
Outside-in view by
10.40 am - 11.00 am
Denise Rousseau: answers and reflections
11.00 am - 11.30 am
Panel & Plenary debate

22. Thanks & we wish you
a lot of succes in your