Presentatie ING op conferentie Levensloopbaan

1. KEUZEWORKSHOP 2

2. 16.25 uur
Case 1:
Claudia Van Egmond, ING
HR Manager Sales
PROGRAMMA
16.40 uur
Case 2:
Heidi Van Herweghe, Boss Paints
HR Director
16.55 uur
Interactie & Discussie
17.20 uur
Terugkeer naar zaal Houyoux; kick-off
leertraject aan 15 staantafels.

3. Case :
Claudia
Van Egmond
ING

4. Employability
a present for your future
Claudia Van Egmond, HR Manager Sales ING Belgium
" L'avenir, c'est préparer l'homme à ce qu'il n'a jamais été !"
Paul Valéry
VOV Kick Off Levensloopbaan, 30/01/2014

5. 5

6. Employability fits within ING’s business & HR strategy
Strategic Vision
Strategic
Business Priorities
3 Strategic HR Priorities
Employability
6

7. What does ING mean by employability?
The ability of all employees to
• improve and develop their skills
• integrate recent or future changes in their
job or functional domain
Allowing them to
• perform wel in actual function
• grow & adapt to changes all along his/her professional
life
• discover what are their talents & strenghts, what gives
them energy & how to deploy their talents
• stay agile and proactive for their development, open to
new options and challenges
• maintain & improve their sustainable market value
within and outside the company
Shared responsibility
•
•
•
•
Name ING department or name presentation
Employee
Manager
Unions
ING
9/24/11
7

8. Basic principles of ING’s Employability approach
BUSINESS PRIORITY & OWNERSHIP
The employability challenge is sponsored by our Executive Committee and owned by
each and everyone at every level of our organization.
INTEGRATION
We have developed an end-to-end approach, not only focusing on tooling but also on
policies, systems, skills, behaviours and culture.
ANTICIPATION
We were able to anticipate key challenges and initiate change before we were
forced to change. This anticipation has allowed us to create a well rooted and
sustainable employability program.
8

9. ING’s employability journey
2013-2014
Making sure talents
keep in shape
•
Wellbe@ING
Awareness campaign
reaching all employees
•
•
Building a new
culture change
program
•
2015
Stimulate the way of thinking on
employability
Introduces the launch of useful and
practical employability tools and
processes
6 mindsets &
behaviors
MidYear review
•
•
Development
dialogue
Development action
plan (70/20/10)
Embedding in other HR
practices & policies
•
•
•
Portal for all employees:
Employability Guide
Launch MyJob/YourJob
Creating mutual understanding
and broadening the One Bank view
by experiencing each others
tasks & responsibilities
•
3 step approach
• I know myself
• Were do I want to go?
• What is my action plan?
•
•
•
Uniform competencies framework
Enhanced Job Career Framework
& development passports & easy
job descriptions
Integration outcome MidYear
review in succession planning
Internal mobility & external
recruitment
Strategic workforce planning
‘My Future Check”
Reward policy
Supported by: existing learning offer, jobsite, already existing Job career framework
9

10. Thanks for your attention