20151127 living tomorrow - work tomorrow

The Future (of work) (of HR)

27 november 2015

When to plant a Tree?

20  years  ago?   Now?  

There  are  always  two  good  moments  to  plant  a  tree.  

Talking about our (their) Future

Starting Question

Who has children?

What do you want for them?

How do you help?

To what extent are you worried about their future?

Conversa9on  with  my  Mom  in  1976.  

Son, you will have a difficult Life.

Why, mom?

•  High Youth Unemployment •  Energy Supply •  Cold War •  Jimmy Carter got elected •  Middle East Conflict

Where is my Playmobil Box?

V  U  C  A  Vola%le  –  Uncertain  –  Complex  -­‐  Ambiguous  

Dear  mom,    

Our  World  has  become  

How  can  we  navigate  it?  

Conversa9on  with  my  Mom  in  2016.  

I do worry about my children too.

Two reasons to be worried

50% of all jobs can disappear due to the increased automation and the development of robotics.

100 50% of milennials will reach the age of 100.

Reason 1

50% of all jobs can disappear due to the increased automation and the development of robotics. In addition many jobs will disappear due to relocation to countries with higher growth (BRIC – Next 11)

0.42%  

0.70%  

0.78%  

1.20%  

1.80%  

2.10%  

3%  

3.50%  

4.32%  

5.80%  

7.10%  

7.45%  

7.87%  

8.25%  

0.00%   1.00%   2.00%   3.00%   4.00%   5.00%   6.00%   7.00%   8.00%   9.00%  

Medical  Doctors  

Psychologists  

Teachers  

Pharmacists  

Architects  

Photographer  

System  Administrators  

Lawyers  

Social  Workers  

Nurses  

Construc9on  Workers  

Fitness  instructor  

Prep  School  Techers  

Journalists  

Series  1  

86.00%  

88.00%  

89.00%  

89.50%  

90.00%  

90.00%  

90%  

93.00%  

94.00%  

94.00%  

95.67%  

96.00%  

97.00%  

99.00%  

75.00%   80.00%   85.00%   90.00%   95.00%   100.00%  

Mail  

Logis9c  Workers  

Bakers  

Security  Agents  

Waiters  

Cash  Registers  

HR  Administra9on  

Tax  Officers  

Interviewers  

Sales  on  markets  

Accountants  

Teller/Recep9on  Workers  

Administra9ve  Workers  

Telemarketeers  

My children need to …

Study  

Get  Experience  

Learn  Unlearn  

Be  Crea9ve  Self-­‐Reliant  Employable  

Towards  a  binary  labour  market  Dangerous  –  Demeaning  –  Dirty  Jobs  Educated  –  Energizing  –  Elegant  Jobs  

People with “distance” to the labour Market

§  Old people §  Young people §  Non-natives §  Labour Handicapped people §  Low-skilled

§  People with the “wrong” experience, the “wrong”

background, “wrong” decisions in the past

§  “Scrappers”

The paradox of Experience

A shift in our thinking is needed

Diploma Degree

Talent & Learning

Engagement

Resilience

Staying Healthy

Reason 2

100 50% of milennials will reach the age of 100. Pension schemes will be not sustainable if we do not increase the career span.

What to do with your Life?

70 124800 productive hours

80 156000 productive hours

100 218,400 productive hours

Sleep 8 hours – Eat 3 hours – excluding first 20 and last 10 years – 5 days working w eek – 4 weeks vacation Source: Andrew Scott, London Business School

It’s unlikely It’s impossible

To do 60 years the same thing. To do a job that is not adapted to strengths and

needs of a person.

à Change the Job à Change jobs

Working longer?

Evolu9on  of  labour  market  par9cipa9on  of  55+  in  Belgium  ©  Securex  2015  

And the others?

©  Securex  Whitepaper  on  Employability  in  Belgium,  2015  

How many people in Belgium report a mental workload that is too high

How many people in Belgium are happy in their work?

How many people in Belgium find that they are in a high quality job?

13% According to a Gallup research only 13% of employees is

actively engaged.

How employable are we?

©  Securex  Whitepaper  on  Employability  in  Belgium,  2015  

A shift in our thinking is needed

Job Function

Talent / Learning

Engagement

Resilience

Staying Healthy

A shift in our thinking is needed

Diploma Degree

Talent / Learning

Engagement

Resilience

Staying Healthy

Job / Function

SUSTAINABLE EMPLOYABILITY

ABILITY

AGILITY

HEALTH

RESILIENCE

© Securex

©  Securex  Whitepaper  on  Employability  in  Belgium,  2015  

How do people see their sustainable employability ?

Mental Health = Challenge

§  Increased workload §  Focus on results and costs §  Higher Job insecurity §  Technostress §  Mobility §  Less “escape routes”

©  Securex  Whitepaper  on  Employability  in  Belgium,  2015  

How?

The  way  forward  will  change  the  way  we  organize  work.  And  is  based  on  a  simple,  ancient  truth.  

Dove c’è gusto non ���c’è perdenza.

Where there is enjoyment there is no loss.

We need to

Customize work. Build jobs around people. Create a context in which people can be successful.

Take / Create a job that suits you. Look for a context in which you can be successful on a long term. Evolve.

You need to

When to plant a Tree?

In  1996  this  was  the  conclusion  of  a  Ugent  report  made  for  the  Associa%on  of  Belgian  HR  Directors:  

 Let’s  look  for  individual  solu%ons.  But  let’s  not  talk  about  it.  

NOT  EFFICIENT  

NOT  COLLECTIVE  

NOT  FAIR  

PRECEDENTS  

RESISTANCE  

EGO-­‐CENTRIC  TENDENCIES  

CUSTOMIZING  WORK  NOT  EASY  

FAIR  

INCLUSIVE  

GIVING  CHOICE  

Customizing what?

The  work  environment    Time  &  Place    Human  Factors  

The  Job    Person-­‐Job  Fit    Talent-­‐based    Job  Sculp9ng  

Learning    Learning  Style    Learning  Needs    Leraning  Technology  

Career    Talent-­‐based    Career  Speed    Porfolio?  

Remunera%on    Individual  Deals    Cafeteria  

Organisa%on    Self-­‐Steering    Aligned  Autonomy  

Mobility    Choice    Mul9modal,  flexible  

My  Job  is  meaningful  

I  can  exprience  Flow  in  my  Job.  

In  my  job  I  can  use  my  talent.  

There  are  learning  opportuni%es.  

I  have  the  autonomy  I  need.  

My  job  is  dynamic  and  evolves.  

I  have  experiences  of  success.  

I  can  keep  my  dignity  in  my  job.  

There  is  %me  for  recovery.  

I  feel  supported.  

Job

scu

lpti

ng

CUSTOMIZATION  IS  AN  INSPIRATION  FOR  THE  HR-­‐STRATEGY  

HR-­‐PRACTICES  CAN  EVOLVE  

There  is  always  something  you  can  do.    

The  answer  is  never  black  &  white  Between  0%  and  100%  there  is  a  lot  of  space.  

 Small  things  are  o`en  sufficient.  

Adding  something.  Removing  something.    

It  takes  effort  to  do.    

The  returns  are  not  always  clear.    

There  are  no  quick  solu9ons.  

The  role  of  HR?  

Advocate  

Architect  

Expert  Coach  

Data  Strategist  

Take  on  5  roles  

Expert  

Ageing  

Learning  

Flexibility  

Organisa9on  

Digitaliza9on  

Law  

Coach  

Learning  

Leadership  

Problem-­‐Solving  

Job  Craiing  

Career-­‐Building  

Nudging  

Employability  Plan  

Architect  

Choice  

Flexibility  

Long  Term  

Structural  Solu9on  

Mass  Customiza9on  

Data  Strategist  

Data  Management  

Digitaliza9on  

ROI  :  what’s  in  it  for  us  

Strategic  Data  

Advocate  

Society  

CSR  

Role  of  people  

Importance  

The  role  of  the  government?  

Advocate  

Architect  

Expert  Coach  

Data  Strategist  

Take  on  5  roles  

Letter to my mom

Dear Mom,

Coming back to that conversation of 1976,… I

will have to work until 67. That’s another 21

years (I am not counting down).

The world will change in the next 21 years. I

don’t know how.

But I do know that I will have to change and

learn.

Chances are that I will do something else, with

skills I don’t have today.

This must sound terrible to you. But I am not

afraid.

I am lucky to work for a company that gives me

space. That allows me to learn, experiment and

move. It’s a great environment to be in. And even

when I would leave, I would leave better than I

was before.

Love, David

P.S. I am working on my health.

David Ducheyne Chief People Officer Securex david.ducheyne@securex.be 0479 91 08 67 www.linkedin.com/in/davidducheyne www.twitter.com/dducheyne @dducheyne

Thank you. David  Ducheyne  

Duurzaam  Leiderschap  

Hoe  leiden  in  een  VUCA  wereld  

Die  Keure