This document summarizes an agenda for a January 31st, 2011 leadership roundtable event at the Van der Togt Museum in Amstelveen. The agenda includes: a welcome by Arnout Korteweg, an interactive session on shared norms for the new reality led by Jurgen van den Brink and Arnout Korteweg, and a tour of the museum from 17:30-18:15. The interactive session will include a presentation on responding to the new reality followed by discussion based on four interconnected pillars presented at the World Economic Forum in 2011.

1. January 31st, 2011
Leadership Roundtable event
Van der Togt Museum, Amstelveen
www.mercer.nl

2. Agenda
15.00 – 15.30 Registration
15.30 – 15.45 Welcome by chairman
Arnout Korteweg, Market Leader Benelux
15.45 – 17.30 Interactive session.
The session starts with a presentation, followed by a discussion.
Shared Norms for the New Reality
Presentation
Jurgen van den Brink, Market Business Leader Human Capital
Discussion, lead by Arnout Korteweg, based on the four interconnected
pillars, presented at the WEF 2011 meeting in Davos, below:
· Responding to the New Reality
· The Economic Outlook and Defining Policies for Inclusive Growth
· Supporting the G20 Agenda
· Building a Risk Response Mechanism
17:30-18:15 Drinks and Tour of the Museum
Mercer 1

3. To start with…..
“HR is still far from being a businesspartner.
According to research by Mercer among five hundred HR directors,
HR departments spend only 15 percent of their time on strategic
interventions. Despite this, 65 percent convince themselves they
indeed are a strategic partner.”
“HR is nog lang geen businesspartner.
HR afdelingen besteden slechts 15 procent van hun tijd aan strategische interventies.
Desondanks maakt 65 procent zichzelf wijs wel degelijk een strategische partner te zijn.
Dat blijkt uit onderzoek van Mercer onder vijfhonderd HR-directeuren.”
Mercer 2

4. This is a headline set in Arial bold
Subhead set in Arial
This slide illustrates a simple bulleted list
– A sub bullet point
Another sub bullet point
- One more bullet
Mercer 3

5. This is a headline set in Arial bold
Subhead set in Arial
This slide illustrates a simple bulleted list
– A sub bullet point
Another sub bullet point
- One more bullet
Mercer 4

6. January 31st, 2011
The New HR Reality
Generations Baby Boomers, X, Y
and Z at work
Jurgen van den Brink, Amstelveen
www.mercer.nl

7. Please allow me to introduce…
Roos
21 years
Student Communications Sciences
Just finished her first internship
Decided not to go working after her
study, but to help in an orphanage in
Latin America
Mercer 6

8. Please allow me to introduce…
Pauline
43 years
Logistic manager
Quit her job to look after the kids
Decided to re-enter the labour
market, but with limited availability
being a soccer mam
Mercer 7

9. Please allow me to introduce…
Jurgen
46 years
Head of Human Capital Benelux
Has an exciting job
Speaks frequently to peers who are
not that excited and would like to do
something else
Mercer 8

10. Please allow me to introduce…
Bert
57 years
Former CEO of a Dutch media
company
Retired, pensionado
Does not need the money, but would
still like to contribute
Mercer 9

11. Please allow me to introduce…
Paul
Mercer 10

12. Please allow me to introduce…
Paul
14 years
Student gymnasium
Thinks school is just a redundant
interruption between chilling
Uses PS3 (a.o.) to communicate with
friends all over the world
Works seemlessly with PowerPoint,
Word and Excel
Mercer 11

13. The New HR Reality: work will never be the same
Four generations @ work
Different needs, wishes, ideas, skills,
knowledge, reach, ideals and moral
Challenge: get facts, understand
them and put them meaningful to
context
Mercer 12

14. Things we all know (but act upon?)
Population by age Gray Pressure
60%
20
18
50%
16
14
40%
12
80+
65-79
10 30%
20-64
0-19
8
20%
6
4
10%
2
0 0%
2009 2020 2030 2040 2050 2060 2009 2040
Selfemployers
80%
70%
60%
50%
40%
30%
20%
10%
0%
2009 2040
Development labor force Source: CBS
Source: Marc Drees, http://www.recruitmentmatters.nl
Mercer 13

15. Things we all know (but act upon?)
Population by age
20
18
16
14
12
80+
65-79
10
20-64
0-19
8
6
4
2
0
2009 2020 2030 2040 2050 2060
Source: CBS
Mercer 14

16. Things we all know (but act upon?)
Gray Pressure
60%
50%
40%
30%
20%
10%
0%
2009 2040
Source: CBS
Mercer 15

17. Things we all know (but act upon?)
Development labor force
Source: Marc Drees, http://www.recruitmentmatters.nl
Mercer 16

18. Things we all know (but act upon?)
Selfemployers
80%
70%
60%
50%
40%
30%
20%
10%
0%
2009 2040
Source: mulptiple websites
Mercer 17

19. HR ready for reversed engineering?
Traditional: employer claims flexibility
and working hours
On arrival: selfemployer decides
where and when he is available
(examples: graphic designers,
software engineers)
Upcoming: web- and social media
enabled availability apps (example:
homecare services)
Future:
Mercer 18

20. HR ready for Social Media?
133 out of 480 (28%) of my Linkedin connections changed positions in
2010
Linkedin has 85.000.000+ members
“Your Linkedin connections can introduce you to 5,653,800+
professionals”
Facebook has 600.000.000+ active users
Twitter has 190.000.000+ users
Whatsapp has 15.000.000+ users
What’s next…?
Mercer 19

21. The New HR Reality: The New Reality
“The ‘new reality’ is a world with
manifold power centers,
characterized by a high degree of
volatility and the entrance (and exit)
of players in the global race for
competitiveness; changing social
behaviors of the millennial
generation; a worldwide scarcity in
commodities and natural resources;
reshaped roles of governments; and
new social and environmental
demands on business.” (WEF 2011)
The end of work-life balance:
Live-work-care-life integration
Mercer 20

22. Mercer Scope: optimizing labour productivity and – participation
Identify Workforce Analysis
Present Absent/Disabled Leavers
Workforce Workforce (temp and gradual)
Potential workforce
•Engagement •Engagement •Social engagement
•Labour terms •Labour terms •Vitality (health)
Risk
•Vitality •Vitality •Coaching
Management
•Development •Development •Knowledge transfer
•Mobility/Flexibility •Mobility •(Health) Care
•Employer branding Providing
Optimizing Returning/Fitting Transfer
•Abs/Disability costs •Income planning
•Workforce costs
•Absence analysis •Estate planning
•Procurement
Cost Management
•Co-finance •Health cost planning
•Insure
(Optimize)
•Insure •Insure
•Fin Planning
Funding DC savings plans/pensions
Mercer 21

23. www.mercer.nl