Brussels, February 10th 2015

Transcription

1 European Business Campaign on Skills for Jobs Rethinking Careers: How to deal with longer working lives in HR processes Lifelong Employability Assessment (LEA) results Brussels, February 10th 2015

2 Agenda 1. Introduction and context setting 2. The LEA tool: framework 3. Key outcomes from LEA assessments 4. Some examples 5. What s next?

3 Agenda 1. Introduction and context setting 2. The LEA tool: framework 3. Key outcomes from LEA assessments 4. Some examples 5. What s next?

4 A network of 60+ Multinationals across industry sectors

5 Involving 40 National Partner Organisations Reaching out to companies in Europe

6 EU s Response: EU 2020 Strategy CSR Europe s Response: Entreprise

7 FosteringInnovation and Employmentfor shared value creation through Enterprise 2020 An enterprise in 2020 will effectively combine good governance and accountability together with social Innovation in all aspects of its operation. The first pillar is an opportunity to improve economic, social, and environmental performance. The second strives to deliver innovative products and services to customers and workplace innovation to employees and workforce in general.

8 Vision & Mission Vision A European economy in which companies can flourish and thrive in an environment in which skills and talents are used to their full potential on a life-long basis. Mission Through Skills for Jobs, CSR Europe will mobilise its network of companies and National Partner Organisations to shape and scale-up business approaches towards increased job opportunities and enhanced lifelong employability. CSR Europe s Campaign is part of its Enterprise 2020 flagship initiative, shaping the business contribution to the European Union s Europe 2020 strategy for smart, sustainable and inclusive growth.

9 Goal and KPIs GOAL By million - especially young people are better skilled through business engagement Deploy Your Talents STEM Entrepreneurship and Job Creation Quality Internships & Apprentice. Rethinking Careers 3.75million through business-teacher alliances 1 million STEM- π Asses. Tool Entrp. Skills Pass QIA Asses. Tool LEA Asses. Tool

10 Make the impact visible! The map showcases member best practices throughout Europe for the business campaigns KPI: teachers

11 Agenda 1. Introduction and context setting 2. The LEA tool: framework 3. Key outcomes from LEA assessments 4. Some examples 5. What s next?

12 The needto rethinkcareers

13 Asssessingcompaniesreadinessfor LifelongEmployabilityManagement Individualasessmentsin confidential setting: Individualinterviews withhr Managers Assessmentof 4 HR processes, 21 criteria Adapted feedback review Tailored analysis and benchmark: How effective are your Human Resources processes in dealing with longer working lives? Wheredo youhave gaps? How canyou upgrage? How do youperformagainstpeersand best in class?

14 Idealframeworkfor lifelongemployability HR Process 1. Strategic workforce planning 2. Knowledge and career management Ideal situation Workforce planning is part of a company s HR strategy Workforce is assessed on a yearly basis, with a medium to long-term projection. Special attention to older employees to anticipate altnerative solutions interally(aquisitionof new skills, functionalmobility) or externally(outplacement, entrepreneurship). 360 dilaogue with line manager Tailoredapproachto training (life-long + age-adaptedlearning) for sound knowledge and skills development per life-stage Salary based on performance more than solely seniority Career development schemes based on life-stages 3. Workplaceadaptation Coverall dimensions of ergonomics:physical, cognitive, organisational, environmental. Adapting the workplace + working conditions to constraints of age 4. Mobility& Flexibility Flexible functional mobility, incl. via secondments Promote volunteering and entrepreneurship Supporting measures towards«exiting»

15 Agenda 1. Introduction and context setting 2. The LEA tool: framework 3. Key outcomes from LEA assessments 4. Some examples 5. What s next?

16 Companiesare not evenhalfway throughit CSR Europe slifelongemployabilityassessment(lea) shows a 46% readyness of assessed companies to lifelong employability

17 Weaknesses % of points reached (in each question) Best in Class Knowledge& Career Management Skills/competencytransferand development Mid-career plans Career development schemes Training Salary compenstaiton Internal mobility Average % of points reached (in each question) Best in Class Average Mobility/Flexibility Volunteering during employment Network for employees Functional mobility Volunteering after employment Entrepreneurship

18 Strenghts % of points reached (in each question) % of points reached (in each question) Workforce composition Prerecruitment Recruitment diversification Best in Class Average Best in Class Average Workforce Planning Processes Pre-recruitment Workforce composition Recruitment diversification Workplace adaptation Health& Wellbeing Benefits Age-oriented work-life balance Stress & Mental health Workplace adaptation

19 Agenda 1. Introduction and context setting 2. The LEA tool: framework 3. Key outcomes from LEA assessments 4. Some examples 5. What s next?

20 On workforceplanning Articulatesthe analysis of its workforce on a yearly basis with the purpose, among others, to anticipate workforce changes and skills gaps per age group. In order to prepare the workforce of tomorrow on a life course, GDF SUEZ engages in partnerships with schools and universities, while also providing several internship and apprenticeship opportunities to young people.

21 On knowledgeand careermtg The Danone Way forsees 360 evaluations: Collecting feedback on specific points from all those working with the managers (incl. supervisors, peers and employees). The findings are added to the Personal Performance and Development Reviews between each manager and his or her superior.

22 On workingconditions Electrabel provides full health insurance, regular medical checks for all employees and yearly cancer checks for 50+ males. A fitness center is made available, the workplace is checked on a yearly basis (e.g. chairs and ergonomics).

23 On flexibilityand mobility Orange: partners with La Ruche to foster enterpreneurship by engaging their employees on a skills based mission. GDF SUEZ: Enables skills-based volunteering opportunities towards NGOs, shaping the right eco-system in the countries in which it operates.

24 Agenda 1. Introduction and context setting 2. The LEA tool: framework 3. Key outcomes from LEA assessments 4. Some examples 5. What s next?

25 LeveragingLifelongEmployabilityin Project leaders & partners: Europe Phase I [ ] Company guidelines on optimized age management approaches. Best practices. EU policydialogue & advocacyunderthe European Yearof Active Ageing and Solidarity between Generations Phase II [ ] Lifelong Employability Assessment(LEA) tool: CSR Europe designs, tests and rolls-out an evaluation tool. Publication on assessment outcomes and company mechanisms for addressing lifelongemployability. Phase III [ ] European Roadshowon Rethinking careers to: 1. Upscale the outreach and impact of LEA 2. Analyse national particularitiesto lifelong employability 3. Peer learningon successful management processesand initiatives

26 Engage HR experts across Europe.

27 Thank you for your attention! Sarah Dekkiche Operations Manager, CSR Europe