label pro rh
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LABEL PRO RH. Pr. Anne Marie FRAY, ESCEM European Project Leader And all the partners. HR directors challenges. Training. Future. Situation du pays. Espagne. MAIN EXTERNAL & INTERNAL PRESSURES Cost Reduction Ageing population Generation gap. HR directors challenges. - PowerPoint PPT PresentationTRANSCRIPT
LABEL PRO RH
Pr. Anne Marie FRAY, ESCEMEuropean Project Leader
And all the partners
MAIN EXTERNAL & INTERNAL
PRESSURES
• Cost Reduction • Ageing population
• Generation gap
Situation du pays HR directors challenges Future
Espagne
Training
• Decline of the industrial period
• Social crisisUnemployment, job insecurityFinancing schemes, social protection and pensions, weakening of the welfare stateSocial cohesion, wealth gaps
• Ageing population• Search of flexibility
Situation du pays HR directors challenges Future
France
Training
The Present...
• Global economic crises
• Investors worried about fiscal sustainability
• Unemployment
• A major demographic problem (an increasingly decline in
demographic levels; the migration rate,...)
Situation du pays HR directors challenges Training Future
Portugal
• Young nation• From agriculture based
economy to industrialized and services based economy
• Since 2001, single party government: Stable economic policies and regulations
• New regulations based on harmonization with EU norms (Turkish Labor Law of 2003)
Workforce Characteristics and Changing Demographics:
Two trends; First: Changing values and
expectations of a young and well educated workforce
Second: Increasing participation of women in the workforce
Situation du pays HR directors challenges Training Future
Turquie
Situation du pays
• Managing Talent
• Becoming A Learning Organization
• Managing Diversity
• Enhancing Employee Commitment
• Strategic partner
• Change manager
• Employees “advocate”
Situation du pays HR directors challenges Training Future
Espagne
Situation du pays
Focus on people management• Management des groupes sociaux :• Management des seniors• Management de la diversité
Link organizational performance and personal commitment
Situation du pays HR directors challenges Training Future
France
Situation du pays
• HR needs to be in an strategic position in
the organization
• A tendency to assume HR function as an
area of internal consulting and not only
as an area that implements policies,
procedures and management tools
• HRM needs to be a support for change
management
• Different tendencies and challenges on
big companies and on small
companies
• On big companies one of the major
concern is the motivation and
retention of top professionals
• Another one is the dematerialization
of information (data security and
access)
• On big companies RHM needs to be a
business partner
Situation du pays HR directors challenges Training Future
Portugal
Situation du pays
Situation du pays HR directors challenges Training Future
Turquie
Situation du pays
Situation du pays HR directors challenges Training Future
Spain
Situation du pays
• Skills in project management, team management and conflict resolution need to be incorporated in the HR training
• More emphasis on the knowledge of Business and Management
• Soft skills to be incorporated to the training
• Boosting the collaboration with the senior management
Situation du pays HR directors challenges Training Future
France
Situation du pays
• Co = key development organizations with networks and social networks, virtual cooperation, informal structures and working more and more dynamic. Training decisions increasingly linked to the final result. (ROI)
• HR training will aim to train HR and HRR can: manage, organize, advise, develop.
These courses must integrate HR 5 dimensions: economic, legal, cultural, technical HR Innovation Management, Social and Environmental.
Overall, the HRD of tomorrow will be a " strategist" who has had an eclectic career. He has trained as a "psycho-socio-manager“
•In summary, the representation of the future of HR business could be conceived by crossing two axes:
• - A first axis which distinguish the external or internal changes that are taking and will continue to impact the HR function
•- A second area that would highlight the possible or probable consequences of these mutations on the individual or organization
Situation du pays HR directors challenges Training Future
Portugal
Situation du pays
•The training of HRM must be beyond technical
components
• It must emphasize and incorporate the
development of conceptual and relational skills
• It must predict pathways of life-long learning
Situation du pays HR directors challenges Training Future
Turquie
Situation du pays
Geographical Distribution of HRM Education in Turkish Universities (Bachelor-Graduate)
There is not sufficient research output to guide practice.
Academician’s studies in HRM are affected by discourses of practitioners. Increasing interest in new concepts and understandings after they become popular but can’t create a projection before that.
Organizations shy away from providing support for research. They do not want to spend time & money on research.
Situation du pays HR directors challenges Training Future
Spain
Situation du pays
Hard skills Soft skills
Knowledge of the business, industry, and region in which the organization evolves.
Knowledge in Strategy
Knowledge in Project Management
Mastery of Information Systems related to H.R. and social networks
Self- control
Resiliency
Empathy
Leadership
Communication aptitudes
Persuasiveness and negotiation skills
Capability to build alliances and to collaborate
Aptitude in conflict resolution management
Skills in providing Feedback
Capacity to act as a « Broker »
Flexibility
Situation du pays HR directors challenges Training Future
France
Situation du pays
Crisis management in everyday life, Social Watch, CSR
Business orientation: Research rare skills and remuneration
Link HR and Strategy
Technical Skills - Communication - Management of the person (employee's behavior)
Situation du pays HR directors challenges Training Future
Portugal
Situation du pays
• A wide range of technical, relational and conceptual skills
• Master the different activities/tools of the function
• Empathy and sensitivity to understand the complexity and uniqueness of
each person as a person
• Excellent leadership, communication and conflict resolution skills
• Has to be an aggregator of human values
• Has to be a key element in terms of support for the administration and the
collaborators
• It will be a professional that play a predominant role in the culture and
organizational behaviour
Situation du pays HR directors challenges Training Future
Turquie
Situation du pays
OLD REALITIES NEW REALITIES
Aim HR focus to decrease costs HR create value by developing intellectual capital in the company
HR perception Field of cost Profit center
HR Managers Lawyers, military man and police originated man Physchogists, sociologists, industrial engineers
Content HRM is the responsibility of HR department Each manager of the company is a HR manager at the same time.
Role Operational jobs such as personal affairs, payroll activities
Strategic partner of management; department forms company strategies toward the general vision and goals of the company
Compentencies Functional compentencies Analytical thinking, higher technological know-how, communication skills, world citizen, higher creativity
Training On the job training By the spread of internet ve mobile technologies e-learning, interactive distance learning, CBT, webucation
Jobs Motivation, performance management, corporate culture, training and development, change management, conflict management, compensation, rewarding, operational jobs
Talent management, corporate culture, change facilitation, emotion management, knowledge management, training and development, coaching, mentoring
Outsorcing Limited jobs such as legislative Training and development, Recruitment and selection
Employees Long term employment, loyal to his/her company, aidiyet, appreciation (X generation)
want to enjoy his/her job, flexibility, flexible working conditions, to have different company experiences (Y generation)
HR Department Medium sized, less effective Downsized, more effective