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Pascion Event16/09/2013
The future of work
Agenda1.Introduction
Jan VerbekeSynergie
2.The future of workFive forces who will have influence
3.Effect on temp labour sector and Synergie
4.Opportunities for purchase
0.
Introduction
Jan Verbeke, CEO Synergie Belgium
– Studies• Master in Psychology
– Career• 13 years Ago Interim : start up, commercial manager• 7 years Boco TRS : administration- and commercial
manager (workware rental)• 8 years CEO Synergie Belgium
1.
Group Synergie
• Present in 15 countries
• Stock market listed
• Turnover €1 400 000 000
• Nr 5 on European market
• 600 agencies
Introduction1.
Synergie Belgium
• 52 offices
• 230 fix staff
• 4300 temp workers
• Nr 7 on the market
• Turnover : €150 000 000
Introduction1.
2.
The future of work
• Based on analysis and forecaststudies of Lynda Gratton
• Lynda Gratton is a world key note speaker and professor management Practice at London Business School
• Her institutes works together with international companies as Shell,Microsoft,... to view future evolutions
• Lynda Gratton’s institute views 5 forces who will influence and determine the future of work worldwide
Technology
2.
The future of work
• Create new jobs (direct/indirect)• Will have effect on the existing
1. Internet/Billions of connections- cloud computing- social media
2. complex communication- more compact devices (iPhone,..)
3. further automatization- cognitive assistants- avatars
2.
The future of work
Moor’s law : X 2 every two years
2.
The future of work
Internet users per 100 capita
Demography
2.
The future of work
1. Generations
different expectationsdifferent approach
• X (1961-1980): lost generation : exit- Values freedom and responsibility
• Y (1980-1992) : digital immigrants : ruling – Looking for better work/life balance
• Z (1992-2013) : digital natives : coming in– Expect more from environment– 24/7 information
2.
The future of work
2. longer life expectancy
• Belgium : 50% active population is + 40• We will have to work longer
Pensions will be insufficient
• Labor has to be adapted to older generations• More medical care
2.
The future of work
3. world population • more consumption• less recourses• less space
Globalization
2.
The future of work
1. Migration
• better transport/cheaper in price• better communication (internet)• low skills will be imported• high skills will become scarcer
– will migrate
• medium skills will disappear
2.
The future of work
In Belgium
2.
The future of work
2.
The future of work
2. Emerging markets: BRIC(S)
• talent in India and China– Gather knowledge at Western universities to use in Asian
countries– Development of education in India and China
• new education programs (80% e-learning)
2.
The future of work
3. Frugal innovation
• production/design• quicker delivery • lower cost
2.
The future of work
• Big companies : will become bigger, more international
• Supported by Micro entrepreneurs : bought by the bigger
Low Carbon
2.
The future of work
Low Carbon : CO2
• energy prizes are rising
• carbon emission is rising- effect on climate change- more catastrophes
Consequence : need for sustainability
2.
The future of work
1. Energy prices
2.
The future of work
Low Carbon : CO2 emission per country
Society
2.
The future of work
• less trust in government
• less reflexivity
• migration from rural to urban
• economically more ups and downs
2.
The future of work
• individualPeople more individualistic
Smaller familiesMore two-working member householdsMore reunited familiesMore virtual relationshipsMore homework or hubs
2.
The future of work
The impact of the different forces, the growing chances in labor forces (migrations, aging, specialists) and the needed flexibility in the organization of work, makes it more challenging for companies to cope with this. As well from point of view of HR as purchase.
Technology
Effects on our sector/ business
3.
Effect on our sector/business
Sector• new business : www
Synergie• 30% of employed people make first contact
trough internet • websites became the best recruitment tool• automatization of processes
- time registration/pay/billing- recruitment process : OTYS- reporting : online Total HR
Match
critère
Demandes candidats
Partners : intake
Client Jobboard
s
3.
Effect on our sector/business
1. OTYS: recruitment/selection
3.
Effect on our sector/business
2. Total HR Reports
3.
Effect on our sector/business
Absenteeism
3.
Effect on our sector/business
Demography
Effects on our sector/ business
3.
Effect on our sector/business
Sector • More immigrants as candidates• More woman on the labourmarket• More demand for flex jobs• More older workers• Individual expectations of every worker: personal development
plan
Synergie• Employ 80 people per day with work permit• 512 people per day employed with other nationality than
Belgium• IR
Society
Effects on our sector/ business
3.
Effect on our sector/business
Sector• labourmarket needs more flexibility• % flex workers /fix workers is going up
Synergie• we grow every year with about 10%• more inscriptions in big cities (Gent, Antwerp, BX,
Hasselt)
3.
Effect on our sector/business
% penetration worldwide
3.
Effect on our sector/business
% penetration in Belgium
Low Carbon
Effects on our sector/ business
3.
Effect on our sector/business
Sector • new business : renewable energy• in more and more price offers we have to propose
elements concerning environment
Synergie• CO2 emissions of fleet• plan for sustainable entrepreneurship
Globalization
Effects on our sector/ business
3.
Effect on our sector/business
Sector - bigger players - more international tendering - small starters/more financial risks
Synergie - more concentrated demands (Suez) - much more international active (15 countries)
(centralization of purchase) - demand for adapted systems
4.
Opportunities for purchase
• Volumes
• different pricing - high level/low level qualifications
• Seniority- pricing depends on duration of contract
4.
Opportunities for purchase
• systems/automatization- selection recruitment/reporting/billing
• KPI/Sla driven- quantity: fill rate- quality of agency workers - quality of administration
4.
Opportunities for purchase
planning & intake of temporary people
Flexible Structural Project
quantity (deliver the expected & planned number
of people)
quality (provide good & motivated people that
will stay as long as needed)
pricing (correct pricing and correct invoicing)
customer care and CIP (think with the customer)
4 Success Factors
rate evolution mechanism (example)
90
100
110
month 1 month 2 month 3 month 4
rate
rate lower margin upper margin baseline
good KPI's in M 2 => higher rate in M 3
bad KPI's in M 3 => low er rate in M 4
Cooperation with interim agencies : what does good looks like ? (1 pager)
Bonus -Malus KPI system
good performance in month 1 => bonus in month 2bad performance in month 1 => malus in month 2
quantity KPI quality KPI admin KPI partnership
factbased KPI's soft KPI's
executed hours/requested hours 2006 2007 2008 2009 2010 2011 2012MASTER 97.48% 97.68% 97.88% 97.10% 96.55% 98.30%VENDORS 85.00% 96.87% 90.25% 95.54% 94.90% 93.61% 95.87%AVERAGE 85.00% 97.10% 95.53% 96.71% 97.00% 95.08% 97.09%
number of days that interim person stays 2006 2007 2008 2009 2010 2011 2012MASTER 13.65 16.75 17.58 17.89 17.02 17.92VENDORS 6.40 12.42 15 14.91 14.43 14.41 16.27AVERAGE 6.40 13.04 15.88 16.25 16.08 16.31 17.10
correct invoices 2006 2007 2008 2009 2010 2011 2012MASTER 98.80% 99.70% 99.85% 99.92% 100.00% 100.00%VENDORS 95.00% 96.40% 98.70% 99.20% 99.91% 99.83% 99.88%AVERAGE 95.00% 98.00% 99.45% 99.64% 99.96% 99.98% 99.98%
REALISATIONS ARE : 1. STABILITY2. QUALITY3. FLEXIBILITY4. CORRECT INVOICING5. EXTENSION OF THE HR DEPARTMENT6. PROACTIVE SOLUTIONS instead of
REACTIVE7. OWNERSHIP 8. SHORT TERM ACTIONS9. INCREASED SAFETY
training functional machines WMS coaching,...
careful intake process safety HR extension real time reporting
Bonus -Malus KPI system
Conclusion:
a lot of opportunities for purchase confirm the need for a good collaboration between HR & purchase in order to have qualitative and cost-efficient labour force
4.
Opportunities for purchase
Thank you for your presence!
Do you haveany questions?
