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Sustainable employability Maatwerk
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CSRCSR HRHR
HR & CSR
David Ducheyne
Chief People Officer Securex
CSRCSR HRHR
As a rule
� We do not talk much about CSR outside the
company.
� So I will talk 20%of the time on CSR
and 80% about (responsible) HR.
� (If that’s OK with you).
CSRCSR HRHR
Organizational Governance
Community Involvement
and development
Human Rights
LabourPractices
The Environment
Fair operating Practices
Consumer Issues
ISO 26000
CSRCSR HRHR
Why?
� Creating Competitive advantage
� Reputation
� Ability to attract and retain workers or members, customers, clients or users
� Maintenance of employees' morale, commitment and productivity
� View of investors, owners, donors, sponsors and the financial community
� Relationship with companies, governments, the media, suppliers, peers, customers and the community in which it operates.
CSRCSR HRHR
CSRCSR HRHR
Ask yourself: Meaning of CSR
� Risk
� Ethical Exhibitionism (look how good we are)
� Social Tourism (hit and run)
� Fundamental Vison on how we do business?
� Focus Future
� Sustainability as guiding principle = long term
� Balance between Financial, Social, Environmental considerations.
CSRCSR HRHR
Maybe
� You want to do CSR because you think it’s a
good thing to do in the first place.
� The rest follows.
CSRCSR HRHR
Take your pick
© Richard Bruford
CSRCSR HRHR
Incremental steps
1,000,000 kms less
CSRCSR HRHR
Incremental steps
What about the other 12,000,000 kms?
CSRCSR HRHR
We go for incremental
� More opportunities for celebrating success and progress.
� Is less daunting and feels achievable for those leading the change.
� Easier to plan and provide support for.
� A chance to catch one’s breath before preparing for the next effort.
� Those impacted by the change will be less resistant; asking for and
supporting a small modification in behaviour versus a large change in
behaviour is likely to be received better.
� Nudging possibilities
CSRCSR HRHR
Fuzzy Conviction
Can you strive for CSR
and
have a car fleet?
CSRCSR HRHR
What about
� Tobacco Industry
� Manufacturing of guns
� Oil Industry
� Delocalisation
� Cheap Labour vs Decent Work?
� …
CSRCSR HRHR
It’s about
Finding Balance
CSRCSR HRHR
It’s about
Looking for
improvement
CSRCSR HRHR
HR & CSR
� Help to make the change
� focus on behaviour
� incremental change
� Focus on Employment and Sustainable
Employability � human-centric strategy
CSRCSR HRHR
CSR @ Securex
� Foundation
� Share our competencies
� Support People to find a way forward (Teach for Belgium, Microcredits)
� Involve Employees (leverage volunteering)
� Sustainability as value.
� Improving
� Integrating other ways into the company
� Company, People, Environment
CSRCSR HRHR
Manifest
CSRCSR HRHR
People are a company’s
most important asset.
How “real” is that?
CSRCSR HRHR
Turn it around
An organisation is an asset to its people.
There is more than economic output.
Let’s make people and business successful in
business and in life.
CSRCSR HRHR
Added Value?
� Income
� Status
� Meaningful Relationships
� …
� Sustainable Employability = the capacity to work tomorrow.
CSRCSR HRHR
Work has become too
much confection!
CSRCSR HRHR
Is this what we are doing?
CSRCSR HRHR
How many employees in Belgium think their job is a
qualitative one **?
How many think that the mental workload is too high? *?
How many people say they’re happy in their work*? 85%
50%
22%
• Securex 2012 ** European Foundation for the improvement of Living and Working Conditions 2005
*** Gallup 2013
How many people are actively engaged (worldwide)? *** 13%
How many people in Belgium report a bad mental health? 20%
CSRCSR HRHR
CSRCSR HRHR
We have lost the human side of work!
CSRCSR HRHR
Missed Opportunities
CSRCSR HRHR
CSRCSR HRHR
Working Longer
Budgettary Solution
Skills Solution: someone
is expected to offer
his/her skills during 45
years
We need to do something
to make this happen.
Easy Decision. Difficult
implementation.
CSRCSR HRHR30
Work Participation
http://epp.eurostat.ec.europa.eu/cache/ITY_OFFPUB/KS-FP-13-001/EN/KS-FP-13-
001-EN.PDF
CSRCSR HRHR
“Working longer”
Can we force this ?
Of een kwestie van “willen” en “kunnen”
CSRCSR HRHR
Dove c'è gusto non c'è perdenza.
Where there is enjoyment there is no loss.
CSRCSR HRHR
We will not make it
if we have to force people in working longer by
introducing penalties, bonuses, … and other extrinsic
elements.
We must start talking about the quality of work,
individual responsibilities and a work-ethic which
sees 45 years as the (new) normal.
CSRCSR HRHR
EMPLOYEE
CITIZENORGANIZATION
Political Environment
Shared Responsibilities
CSRCSR HRHR
Sustainable employability
Sustainable people strategy
HOW?
CSRCSR HRHR
SUSTAINABLE
EMPLOYABILITY
ABILITY
AGILITY
CSRCSR HRHR
SUSTAINABLE
EMPLOYABILITY
ABILITY
AGILITY
HEALTH
RESILIENCE
CSRCSR HRHR
Individual perception of
Employability
© 2013 Securex
CSRCSR HRHR
How people see the company
CSRCSR HRHR
We need to
Customize work.
Build jobs around people.
Create a context in which people can be successful.
CSRCSR HRHR
IDEAL SIZE?
CONFECTION?
CUSTOMIZED?
HOW ?
CSRCSR HRHR
(Personalisation, Customizing, Individualisation)
Adapt the context to the person
Individual characteristics
Strengths, needs, aspirations
To increase
The employability
Overall Performance
MAATWERK
CSRCSR HRHR
NOT EFFICIENT
NOT COLLECTIVE
NOT FAIR
PRECEDENTS
RESISTANCE
EGO-CENTRIC TENDENCIES
CSRCSR HRHR
CSRCSR HRHR
HIGH EXPULSION
LOW PARTICIPATION
15% NOT SATISFIED
LOW QUALITY OF JOBS
EXCLUSIVE LABOUR MARKET
LABOUR MARKET FRICTION
INCREASE BURNOUT
The cost of standardization
CSRCSR HRHR
CUSTOMIZING WORK
NOT EASY
FAIR
INCLUSIVE
ONLY CHOICE
CSRCSR HRHR
Helping people to be employable and
productive is answering to the needs of
society and is therefore a part of any CSR
Strategy.
CSRCSR HRHR
CSRCSR HRHR
5 TENETS
DEVELOP A PEOPLE VISION
DESIGN A CONTEXT
DEVELOP AN ARCHITECTURE OF
CHOICE
ADAPT HR PRACTICES
EMPLOYABILITY PLAN
CSRCSR HRHR
Empathy
Kind-ness
Fair-ness
Reci-procity
Starting Point =
strengths and needs
of the employee(s).
Target = create a
context in which
people can be
successful
Adds value to an
individual’s Life
CSRCSR HRHR
Starting Point =
Strengths and needs of the employee(s).
Target =
create a context in which people can be
successful
Ultimate
Adds value to an individual’s Life
CSRCSR HRHR
Do I create this context?
CSRCSR HRHR
CONTEXT BUILDINGPEOPLE VALUE CHAIN
LEIDERS
CHAP
CULTUUR
PROCESSEN
ORGANISATIE
OMGEVING
AGILITY
ABILITY
PERSOONLIJK
KLANT
BEDRIJF
MAATSCHAPPIJ
CSRCSR HRHR
SUSTAINABLE WAY
OF LEADERSHIP
SWOL
BE(COME MORE OF) YOURSELF
HELP OTHERS TO BE(COME MORE OF) THEMSELVES
SHOW AND DEMAND ALLEGIANCE TO THE CAUSE
LEAD BY EXAMPLE
CREATE MEANINGFULNESS
CSRCSR HRHR
LETTING GO(AS MUCH AS POSSIBLE)
HOLDING ON(AS LITTLE AS POSSIBLE)
CSRCSR HRHR
TIME RESULT
PRESENCE AVAILABILITY
FIXED WORKING PLACE FLEXWORK
STANDARD CUSTOMIZED
STEERING LEADING
CONTROL TRUST
LIMIT ENABLE
CSRCSR HRHR
FUNCTION CONTRIBUTION
PERMANENT TEMPORARY
THE BOSS CO-CREATION
ORGANISATION NETWORK
HAVE TO, BE ALLOWED WANT TO, BE ABLE TO
TOP-DOWN ������
STANDARD CHOICE
CSRCSR HRHR
Letting go Holding on
Time
Place
How?
Vision
Result
Values
Means
Care
CSRCSR HRHR
Result:
a context that
facilitates choice
CSRCSR HRHR
Do I manage?
CSRCSR HRHR
ARCHITECTURE OF CHOICE
CSRCSR HRHR
MASS CUSTOMIZATIONSTANDARDIZED CHOICE
I-DEALSPERSONALISED CHOICE
CSRCSR HRHR
MASS CUSTOMIZATION I-DEALS
COLLECTIVE
SEGMENTATION
STANDAARDISATION
PROCEDURES
OPT-IN OR OPT-OUT
ACCESSIBLE
INDIVIDUAL
AD HOC
DEVIATION
NEGOCIATED
WIN-WIN-WIN
NO SECRETS
CSRCSR HRHR
MASS CUSTOMIZATION
CONTROLLABLE
ASSESSMENT OF CONSEQUENCES
COLLECTIVE BARGAINING
DIGITALIZATION POSSIBLE
CLEAR COMMUNICATION
PROCEDURAL JUSTICE
LESS FLEXIBLE
NOT POSSIBLE FOR EVERYTHING
CSRCSR HRHR65
FTE
50% 80% 100%
Flexibili-time
7u30 19u00
Thuis Fix
Place
Mobiel Satellite
Expert Manager
Career orientation
Sales Consultant
Profession
Health HR ITFinance …
Career Speed
No AcceleratedFast
Engagement &
CompetenciesExperienced Premium
Wh
at
cou
ldit
loo
k l
ike
?
Slow
Confirmed
CSRCSR HRHR
I-DEALS
VERY FLEXIBLE
ADJUSTMENTS POSSIBLE
CREATIVE
TAILOR-MADE
BINDING EFFECT
MOTIVATIONAL EFFECT
LIMITED ACCESS?
PRECARITY
INTERNAL FAIRNESS
WORKLOAD
CSRCSR HRHR
Job
Learning
Career
Remuneration
Work-Life
Health
Technology
Mass
Roles
Classroom
Career Path
Cafetaria
Telework, Flex
Health Program
BYOD
I-Deals
Job Sculpting
Coaching
Career Sculpting
Deals
School Bell
Health Coach
BYOD
CSRCSR HRHR
I
deals
MassCustomization
Legal Flexibility
Law / Rules
CSRCSR HRHR
EVERYBODY DOES IT (ALREADY)
I-DEALS NOT ALWAYS AND FOR EVERYBODY
NO SHADY DEALS
EMPATHY – JUSTICE – KINDNESS - RECIPROCITY
QUID COLLECTIVE BARGAINING
CSRCSR HRHR
CUSTOMIZATION IS AN INSPIRATION FOR THE HR-
STRATEGY
HR-PRACTICES CAN EVOLVE
CSRCSR HRHR
Do we let HR-practices evolve?
CSRCSR HRHR
CUSTOMIZED JOB
CUSTOMIZED LEARNING
CUSTOMIZED CAREER
CUSTOMIZED REWARD
WORKING LONGER
PEOPLE PRACTICES
CSRCSR HRHR
Let’s not think we
will evolve by
doing what we’ve
always done.
CSRCSR HRHR
QUALITY OF WORK
JOB SCULPTING
CUSTOMIZED JOBS
CSRCSR HRHR
CSRCSR HRHR
JOBS
STEERED BY THE INDIVIDUAL
JOBSCULPTING
INDEPENDENT OF FUNCTIONAL
ARCHITECTURE
INFORMAL / FORMAL
CSRCSR HRHR
Meaningful
Flow
Talent
Learning Opportunities
Autonomy
Dynamic and temporary
Experiences of success
Dignity
Recovery
Individual Support
Job
scu
lpti
ng
CSRCSR HRHR
FUNCTIONAL-ARCHITECTURE
GIVING SPACE
JOB-EVALUATION IN FUNCTION OF SUSTANABLE EMPLOYABILITY
CSRCSR HRHR
LEARNING STYLE
LEARNING NEED
CUSTOMIZED LEARNING
CSRCSR HRHR
Collective
Standard
-
Class Room
Individueal
Standard
-
Menu
Collective
Customized
-
Team approach
Individual
Customized
-
Coaching
Learning Environment
CSRCSR HRHR
Budget Paradox
CSRCSR HRHR
Customized
• Starting Point is individual learning
need
• Taking into account the Learning
Style
• Self-paced
• Coaching
• Supported by Technology
CSRCSR HRHR
STEERING
ENGAGEMENT, COMPETENCIES
CUSTOMIZED CAREER
CSRCSR HRHR
Before Now
# organisations 1-2 5
Degree Essential Start
Job tenure Long Temporary
Hierarchy Many Layers Flat
Knowledge Stable Volatile
Learning Job-related Employability
Career Steering Organisation Individu
Career Steps Reactive Proactive
CSRCSR HRHR
CSRCSR HRHR
Career is a sequence of jobs, roles, missions,
assignments across employment regimes and
organizations
CAREER COMPETENCIES
CAREER GUIDANCE
CREATE LABOUR MARKET VALUE
CSRCSR HRHR
SENIORITY � ?
MARKET VALUE
PERFORMANCE
LIFE-CYCLE
CUSTOMIZED REWARDS?
CSRCSR HRHR
CSRCSR HRHR
CSRCSR HRHR
CSRCSR HRHR
AVOID I-DEALS ON REWARDS
MASS-CUSTOMIZATION THROUGH CAFETARIA
PLANSLEGAL ISSUES
PERFORMANCE RELATED REMUNERATION
RECOGNITION AND APPRECIATION
CSRCSR HRHR
EXPULSION
AVOIDANCE
DEVELOPMENT
WORKING LONGER
NUDGING
CSRCSR HRHR
CLOSE EXIT ROUTES
DEVELOPMENT BEFORE 45+
AVOID AVOIDANCE
NUDGING: THE NEW “PATERNALISM”
CSRCSR HRHR
Job
Learning
Career
Reward
Work-Life
Health
Culture
Development Avoidance
CSRCSR HRHR
CAO 104
WAT IS UW DOELSTELLING?
WAARDEREND
VERMIJD STIGMATISERING
GERICHT OP MAATWERK
ONTWIKKELINGSGERICHT
BUDGETVRIENDELIJK
CSRCSR HRHR
COLLECTIVE
EMPLOYMENT PLAN
PERSONAL
EMPLOYABILITY PLAN
CSRCSR HRHR
Do I convince my CEO?
CSRCSR HRHR
CSRCSR HRHR
A human-centric approach is the only
sustainable alternative
Imagine doing the reverse thing?
CSRCSR HRHR
5 TENETS
DEVELOP A PEOPLE VISION
DESIGN A CONTEXT
DEVELOP AN ARCHITECTURE OF
CHOICE
ADAPT HR PRACTICES
EMPLOYABILITY PLAN
CSRCSR HRHR
David Ducheyne
www.securex.be
0479 91 08 67
www.linkedin.com/in/davidducheyne
www.twitter.com/dducheyne @dducheyne