hr for modern times
Post on 15-Sep-2014
21 views
DESCRIPTION
TRANSCRIPT
HR congres16/05/2013
Good morning. My name is Bart.
This is my daughter Merel (I have 3 kids).
I’m passionate about coffee.
I’m passionate about
I live and work in Ghent.
I work at digital agency Wijs (ex Netlash-bSeen).
Part of Heaven Can Wait ecosystem.
You can find me on Twitter: @netlash
HR Congres16/5/2013
This is chapter title
‣ digital agency
‣ 55 people
‣ est. 2006
‣ multi-disciplinary
‣ young, fast-moving sector
‣ young, fast-moving company
‣ young, fast-moving people... (28.7 year avg)
Wijs
‣ how to keep (and select) people during merger?
‣ how to attract new talent in small market?
‣ how to develop new generation... and keep them interested?
Challenge
First...get the basics right!
‣ start with the ‘why’, not with the ‘what’
‣ define your values
Basics
But you know this, right?
why
what
how
why
what
how
Mission Wijs
Build a better web!
waarde creëren
klant
bedrijf
medewerkers maatschappij
waarde creëren
klant
bedrijf
medewerkers maatschappij
waarde creëren
klant
bedrijf
medewerkers maatschappij
in balans!
waarde creëren
bedrijf
medewerkers maatschappij
imago aandeelhou- derswaarde
processen & structuren
cashflow
bedrijf
imago aandeelhou- derswaarde
processen & structuren
cashflow
EBITDA
recurrente contracten
financieringen
waarde creëren
klant
bedrijf
medewerkers maatschappij
waarde creëren
klant
bedrijf
medewerkers
vooraleer in dienst
tijdens dienstverband
na dienstverband
waarde creëren
klant
bedrijf
medewerkers
vooraleer in dienst
tijdens dienstverband
na dienstverband
kennis op blog
gastlessen
stageindustry events
waarde creëren
klant
bedrijf
medewerkers
vooraleer in dienst
tijdens dienstverband
na dienstverband
financiëel
inhoudelijke kennis
personal brand
leidinggevend capaciteiten
ondernemerschap
medewerkers
vooraleer in dienst
tijdens dienstverband
na dienstverband
financiëel
inhoudelijke kennis
personal brand
leidinggevend capaciteiten
ondernemerschap
brutoloon
goeie tools
pensioen
diensten
waarde creëren
klant
bedrijf
medewerkers
vooraleer in dienst
tijdens dienstverband
na dienstverbandondernemerschap
alumni werking
plaatsing bij klant
waarde creëren
klant
bedrijf
medewerkers maatschappij
waarde creëren
klant
bedrijf
maatschappij
milieu
mobiliteit
opleiding
web
sector
maatschappij
milieu
mobiliteit
opleiding
web
sector
geen spam
geen blackhat
user-centric
pull ipv push
Create value, in balance.
Why?
“Make the web better.”
What?
- transparancy- innovation- passion- quality- results
How?
‣ how to keep (and select) people during merger?
‣ how to attract new talent in small market?
‣ how to develop a new generation... and keep them interested?
Challenge
1. Radical transparency
2. Focus on development
3. Self-steering & co-creation
(Possible) answer
1. Radical transparency
2. Focus on development
3. Self-steering & co-creation
Intertwined!
Answer
1. Radical transparancy
‣ share knowledge, internal & external
‣ an eye on the numbers
‣ allow personal branding
‣ design shareable experiences
‣ encourage to share
1. Radical transparancy
Core value:
open sourceWe share our knowledge.
‣ open source code (Fork CMS, Chopstick)
‣ blog, twitter, whitepapers
‣ Online Trendreport
‣ presentations
‣ attend & organize industry events
‣ guest lectures at schools
‣ internships
‣ helping with school works
‣ sponsoring
Open source
Add value to our ecosystem.
Pay it forward.
‣ share ‘company life’ through Twitter & Facebook
‣ put employees in the picture
‣ encourage employees to share (allow!)
‣ design experiences to be shareable
Like & Share!
Design experiences to be shareable
Design experiences to be shareable
Design experiences to be shareable
Design experiences to be shareable
Design experiences to be shareable
Encourage to share
Social media
‣ Facebook = recruiting
‣ company life
‣ jokes, inside news: employee POV
‣ “we understand you”
‣ shareable!
A quiet revolution.
‣ develops people (personal branding, leadership, ...)
‣ attracts new talent
‣ creates culture (“we”)
‣ gives sense of control & direction
‣ ... and it helps with sales too!
1. Radical transparancy
2. Focus on development
‣ before they are employees! (internships, guest lectures, sector sponsoring...)
‣ fast-track to start (welcome pack, wiki, training)
‣ POP & coaching
‣ designlab, dev meetup, OM academy...
‣ personal training budget
2. Focus on development
1 on 1
Individueel
In groep
In groep
Zelfsturend
POP traject, coaching LG & HR
Inwerkschema’s, Groeitips, wiki
Opleiding, seminaries, congressen
Kennisdelingmomenten
Hackathon, Bazinga
Zelfsturing met sterke omkadering
56
Part of Heaven Can Wait ecosystem.
‣ encourage entrepreneurship (press, sector, coaching)
‣ allow entrepreneurship
‣ A-B-C program
2. Focus on development
Contact us on www.wijs.be or drop [email protected] or
[email protected] a line or send a tweet to @vreewijs or
drop by at Voorhavenlaan 31/3, 9000 Gent.
We’ll make you awesome in digital.
‣ “we’ll make you awesome in digital!”
‣ that’s why they come, that’s why they stay
‣ (that’s also why they leave...)
2. Focus on development
3. Self-steering & co-creation
‣ teams with P&L
‣ responsibilities, not tasks
‣ roles, not functions
‣ output, not input
‣ decision power at the right level...
3. Self-steering & co-creation
‣ multi-disciplinary teams
‣ formal & informal communication
‣ work from home... (?)
‣ environment aimed at ‘chance encounters’
Focus on communication
Andere ;-)
‣ 48 hours of freedom
‣ 20+ projects
‣ 1 project: Bazinga
Hackathon
Here comes a short statement
about a significant subject.
Here comes a short statement
about a significant subject. No
leaderboard!
Here comes a short statement
about a significant subject.
Company values
Personal status &
progression
Co-creation
External impact.
‣ work in progress...
‣ ESF
‣ scale vs. small teams?
3. Self-steering & co-creation
Alignment between internal and externalcommunication, message, mission, purpose...
Questions?
Wijs bvba
Voorhavenlaan 31/3
9000 GENT
09 335 22 80
09 330 09 83
http://wijs.be
BE 0473.071.275