There are numerous innovation projects listed on the Top Employers agenda for 2015. The common thread? More attention to be spent on indentifying talent within the company, increased leadership and technological innovations. The start of a new calendar year signifies more than a period of good intentions, but also the start of many innovative projects. Increased efficiency, focus on talent within the company and technological innovation are paramount.
1. Identifying talent within a company
A substantial number of Top Employers spend a great deal of attention on indentifying talent within the company. Ascento performed a talent mobility scan amongst 100 companies. "We have found that HR tips the scale towards current staff with this particular matter, of course without neglecting the concept of recruitment," says Sven Hubin. "In addition we have identified a great need for strong leadership within organizations."
This also applies to KPMG. Through customized personal development KPMG lets their employees learn, grow and develop. "We start this process from the point of onboarding and guide employees further so that they are able to fully develop their talents and at the same time add shape to KPMG’s vision," says Wouter Van Linden. The personal development of the cooperation is thus tailored to suit without losing sight of the company interest. "'We have long left the concept of ‘one size fits all' behind us. We have set the trend of the personal approach towards employees several years ago. We look at how our employees’ individual talents can be utilised best within our organization. So you establish both a satisfied organization and satisfied employees”, says Wouter van Linden. In addition, KPMG strives to improve the relationships not only among colleagues but also with the customers. "Through own programs, the culmination of our training and development, we aim to improve the skills of our employees in the areas of listening and asking questions, in order to optimise mutual communication and to provide feedback. We help them develop leadership skills from the onset. "
2. Technological Innovations
The Top Employers are still relying on technological innovations. First in their sector, UZA launched the Welcome app for their new employees so that they may familiarize themselves with the daily affairs of the hospital and to provide insight into their future roles and colleagues. "In the app we guide them through the UZA and they receive words of welcome by the CEO", explains Hildegard Hermans. "Also the app provides the possibility for the new employees to introduce themselves to their future team, as an icebreaker.
During this time HR can also provide guidance and follow up on how they have experienced those first few weeks.” Meanwhile, some 40 new employees - doctors, nurses, technicians, - are using the app. HR provides the link to the app when they inform the candidates that their application has been successful. "Responses have been very positive. We do not wish to limit the app in recruiting staff but endeavour to use it also in connection with other HR pillars "said Hildegard Hermans. “In training and development there will finally be a real breakthrough in e-learning. For technical and specialized training this has been the case for some time, but I believe that these innovations will become a well covered part of leadership development also".
Last year, Umicore launched the technological platform "MyCampus" where employees can contribute and follow up on their objectives and where performance is evaluated and each employee can access training on offer. "In the section" My Development ", employees – separate from the training opportunities – can describe certain needs that they have relevant to their development”, says Daniel Motton.
KPMG recently launched an onboarding tool. "We noticed that there was often a long period between someone signing a contract and their effective start. With this tool future employees have access to information via an app which through the means of a quiz and several ‘did you knows’ enables them to learn more about KPMG, their vehicle or certain procedures”, Wouter Van Linden explains. "In this manner we prevent an information overload during their first week and we ensure the connection with the company is sustained after the contract signing."
3. Work more efficiently
Efficiency is also an important priority. For example, Umicore will be redesigning the HR organization in 2015. Three HR expertise centres - employee relationship, compensation, benefits and payroll and recruitment, learning and development - will be available for all eight sites equally. "We also seek to link training to the various geographic regions, in order to prevent constant ‘reinventing’ of specific training says Daniel Motton.”We see proof that certain aspects are being linked together much broader and internationally, motivated by cost consciousness and efficiency so that resources are not spent on the same thing several times. This method also creates a cultural DNA so that all may adopt the same values and principles.”
The organisations of the above mentioned are Certified Top Employers. Is your organisation a Top Employer? Read more about becoming a Top Employer.
