Why should we transform HR? Because we work with people, with adults, not with numbers - resources - capital share. Because we are living in 2012, no more in 1980. Technology, flexible work environment and communication tools (2.0) can help HR to burn their Rube Goldberg machines. Because we know that happier people are working better, faster, with more creativity for better results. Because HR people exist to be helpful to people, teams and organisation; they don't exist for themselves. Because HR people are also entitled to be happy at work and to spread happiness around them. Let's transform HR onto #HappyHR

1. why should we transform HR?
laurence vanhee
chief happiness officer
amsterdam 8/11/2012

2. Human Resources Director
What my friends What my mum What the Society
think I do thinks I do thinks I do
What my boss What I think I do What I really do
thinks I do

3. "The core duties of the HR director are simple:
1. run the HR function
2. be an equal member of the management team and ask
insightful questions
3. bringing emotional intelligence to the board
4. be a confidante to the CEO
5. simplify business complexity
They are not there to represent a single function in the
business.”
Nick Holley
director of the centre for HR Excellence
Henley Business School
(http://www.hrmagazine.co.uk)

5. who feels
like a number?

6. any heads of personnel?

7. who feels
like a resource?

8. any human resources managers?

9. who feels
like a part of
a human capital?

10. any human capital directors?

11. “HR departments concerned about transforming
themselves are missing the point of focusing on
people strategy. Their transformation is driven by
the need of the HR department rather than the
need of their organisation”
Nick Holley
director of the Centre for HR Excellence
Henley Business School
(http://www.hrmagazine.co.uk)

12. what happened
@mysexyworkplace?
(Belgian Ministry of Social Security)

13. HR management
of Belgian Public
sector is
(suuuuper)
heavy

14. from old fashioned HR

15. to agile HR

16. HR

17. 1. transform inside HR

18. develop a smb spirit

19. happy team

20. HR department’s mission
LT
Business partner Talent & Organisation
Acting as a business partner for all Supporting the organisation in its
internal stakeholders (Employees evolution in terms of culture, structure and
Management, Group) in the organisation through optimising the
achievement of their objectives human patrimony of the company and
emphasizing the values
Process People
oriented oriented
Administrative expert People Investment
Optimising all processes, tools Being a reliable support for all FPS’s
and policies guaranting the employees concerning their HR issues
effeciency of the human resources through a profesionnal and empathic
management approach. Translating HR stratgey into
yearly plans
ST (recruitemnt, training, com’, ..)
inspired by Ulrich – HR champion

21. HR department’s mission
LT
Business partner Talent & Organisation
Process
oriented me People
oriented
Administrative expert People Investment

ST
inspired by Ulrich – HR champion

23. Staff
Good Lower
Loyal+ Experts Hipo performer performer
s s
5% 10% 5% 75% 5%
welcome pack – induction program - mobility plan - logistics - compliance- Job description - administration–
payroll- Data management – KPI – consulting –distinction – appraisal (ind : team) – e-tools – training plan –
diversity – well being– staffing plan – budget monitoring – recruitment – selection – promotion –HR stratgey -
Community Manager - Process Management – CSR – communication - 2.0 – values –employees events –
Coaches P&O – Correspondants P&O – relationships with unions - exit interview
working from home
prepare to Talent mgt - Talent Avenue - Promotions – Talent+
retirement action plan
Networking - Wiki’s -
Vitruvius – Leadership trajects
Articles- Communautés
(IFA & POM) - Intervision
Knowledge mgt - Junior/Senior - Mentoring

24. HR = world champion to build rube goldberg machine

25. burn the rube goldberg machine

26. Keep it S S S
exy imple Straight-2-the-.
ustainable

29. think
time-to-market

30. always focus on
evidence based management
(EBM)

31. saas

32. *
* not used so far in Ministry of Social Security, used @ IBA

33. 94% HR staff happy to work
90% HR staff proud to work
-15% HR staff
+ 20% productivity
62K€ budget for 1200 employees
27k€ of global HR budget (incl. flu vaccines)
82,7% colleagues satisfied with HR services

34. 2. transform the organisation

35. freedom + responsibility
=
happiness + p€rformance

36. change the work environment

37. i decide
where when how
i live & work

38. my team sets objectives
ambitious aligned shared

39. my leader is a facilitator
quantity & quality & attitude

40. 6 desks to 10 people
no personal desk
92% of the staff entitled to work from home
69% working from home, up to 3 d/w
9mi€ renting costs saved / year
- 50% energy & maintenance costs
- 80% phone & printing costs

41. introduce HRM 2.0

42. 2018?

46. yammer = freemium = 0 €
60% staff on Yammer
15% staff on Twitter
byod taskforce
2.0 recruitment
no policy (train & trust)
think cloud, SaaS

47. build a new generation of leaders

49. don’t motivate.
trust.

50. don’t manage.
love.

51. don’t think.
Think green.

52. don’t work.
have fun.

53. don’t complain.
innovate.

54. who wants to be
happy @ work?

55. happiness at work

57. happy job
satisfaction surveys
individual appraisal
team appraisal
#myenergy
mindfullness
talent+
180 leadership survey

59. +20% productivity with -10% staff
+500% spontaneous applications
-25% attrition rate
39% women in top functions
39% staff 50 to 59 year old

60. 3. transform beyond the organisation

61. ISO 26000 & GRI dreamteam
diasbled strategic
person affairs happy PO
consultant
social tax
inspection president

62. www.club35.be
thanks to
PeopleSphere, SD Worx, Berenschot

63. www.talentavenue.be
thanks to
PeopleSphere, SD Worx, Berenschot, LinkedIn

64. Club35 : 650+ members, 120 organisations, opinion maker
Talent Avenue : worldwide pioneer, launch on 12.12.12
ISO26000 : Belgium is the 1st country worldwide to assess the
concept (one out of 4 pilotes), nominated as best GRI report

65. why should we
transform HR?

67. freedom + responsibility
=
happiness + p€rformance

68. happiness at work
• disengagement costs 300M$/y to USA *
• unhappy employee = 2 x sick *
• unhappy employee = 6 x absent **
• unhappy employee = 0,45 x creative **
• happy employee = 9 x loyal *
• happy employee = 3,9 x growth of earning/ share *
(sources : * gallup, **theresa amabile, )

69. employees
customers leaders
happy
shareholders stakeholders

70. I’m chief happiness officer

71. La charte / Die Keure – Feb 2013

74. www.linkedin.com/in/laurencevanhee
www.missphilomene.com
@Happy_Laurence