HRtech_september_2023

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Imagine the future of HR

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EDITO EVELYNE FERANGE

Moving deeper into the digital age, it has become increasingly evident that the fusion of human resources (HR) and technology is not only inevitable but also crucial for the success of modern organisations.

sions about their professional growth. As I have three young children myself, I am aware of the rapid evolution in the required skill sets for young people and thus the workforce of the future. To thrive in this digital era, individuals must embrace next-gen skills that complement and harness technology rather than compete against it. The ability to adapt to emerging technologies, such as data analytics, machine learning, blockchain and tools like chatGPT, has become essential for HR professionals. Understanding how to leverage these tools enables HR to gain actionable insights, make data-driven decisions, and craft effective talent strategies. Furthermore, fostering a culture of continuous learning and upskilling within organisations is vital to equip employees with the necessary competencies to navigate the digital landscape successfully and moreover, win the ongoing race for talent.

IMAGINE THE FUTURE OF HR

In recent years, the landscape of HR has undergone a significant transformation, thanks to advancements in technology, with artificial intelligence (AI) playing a leading role. And there is no way back. Technology and AI have emerged as game-changers in the realm of HR and careers.

Together, we need to think about ways to incorporate technology into our daily activities while staying focused on the employee experience.

Talent matchmaking has been revolutionised by the intersection of HR and technology.

Traditional recruitment processes were often time-consuming, manual, and prone to biases.

However, AI-powered tools have revolutionised the hiring process, enabling organisations to sift through vast pools of candidates efficiently and identify the best fit for a given role. Technology has introduced intelligent algorithms that can match candidates with job requirements, based on a broader range of criteria beyond traditional qualifications. By leveraging AI, machine learning, and natural language processing, organisations can identify candidates who possess the right mix of skills, experiences, and cultural fit. These sophisticated matchmaking platforms not only enhance the efficiency of recruitment, but also increase the likelihood of finding hidden talent and nurturing diversity within the workforce.

The marriage of AI and careers has not only made the HR function more efficient but has also empowered individuals to make informed deci-

In conclusion, the integration of HR and technology has reshaped the way organisations approach talent management, career development, and recruitment. AI has emerged as a powerful ally, streamlining processes, unlocking new opportunities, and enabling data-driven decision-making.

Embracing next-gen skills has become imperative for HR professionals to stay relevant in a digitally driven world.

As the managing director of NMG, I encourage a proactive and strategic approach to bridge the gap between HR and tech, realising the immense potential this synergy holds for the future. I am convinced that initiatives such as HRtech can help to bridge the gap for the future. Together, we connect the dots between HR and Tech. ¶

‘Technology and AI have emerged as game-changers in the realm of HR and careers.’

October 2023 / HRmagazine

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CONTENTS

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1. EMPLOYEE EXPERIENCE IN TIMES OF UNCERTAINTY

2. NEXT GEN SKILLS

3. ANALYTICS & AI

Believe in the power of your mind

Cornerstone, content partner

Science communication has been too serious for too long

Cegid, content partner

Lieven Scheire, keynote speaker

Randstad RiseSmart, premium partner

Steven Laureys, keynote speaker + +

Indeed, premium partner

Workday, premium partner

Attentia, content partner

CoachHub, content partner

Flexso, content partner

51 S H O P P IN G

QU AL I T Y G AD G ET S AND HR MUST-H AV ES

35

SNACKABLE S

47

4. TALENT MATCHMAKING

22

5. RESHAPING WORKPLACE LEARNING

Dare to act

Ask ChatGPT

Average Rob, keynote speaker FLOWSPARKS, premium partner PwC, content partner

+ SD Worx, premium partner Stepstone, content partner

55 6. AI CAREERS What the hack Sophie Hackford, keynote speaker + Deloitte, premium partner VDAB, content partner Column, Stijn De Vleeschouwer

n

H

r

s v s n ir n

65 HR apps

04 HRmagazine / October 2023

+

03 EDITO 4 4 S TA R T E R S 64 COLUMN 66 COLOFON

SPECIAL

in times of uncertainty How to stay afloat in a sea of change?

Over the past few years, an enormous growth of new concepts has been thrown at the HR community with AI, ML and ESG coming to mind as major concepts profoundly impacting the way companies and in a broader sense employees and HR operate.

What is the impact of these new concepts on HR strategy, operations and policies? And what about the employee experience?

October 2023 / HRmagazine

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EMPLOYEE EXPERIENCE STEVEN LAUREYS

‘Believe in the power of your mind’ Being able to let go of everything for a while and find peace in your mind. According to top doctor Steven Laureys, it is something we do too little these days. Both personally and professionally, the world around us is turbulent.

Internal changes, economic uncertainty and social unrest are taking their toll. It is a challenge to find the right balance in society as well as to avoid losing touch with ourselves. Is meditation according to science the solution or does it remain a woolly waste of time?

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Dr. Steven Laureys is an award-winning neurologist, scientist and author. He is known worldwide for his pioneering research into human consciousness. He has authored more than 600 scientific papers, heads the GIGA Consciousness Research Unit at the University of Liège and is co-founder of the Mind Care International Foundation. He currently lives part of the time in Canada where he is a professor at the CERVO Brain Centre.

Dr. Laureys is undoubtedly a promoter of complementary medicine and sustainable mental well-being. In his international bestseller, ‘The no-nonsense meditation book’, he gives a unique insight into his research with monks.

In addition, together with his wife Vanessa, a psychologist and mindfulness coach, he wrote ‘Zacht’, the no-nonsense meditation book for children. As a keynote speaker at HRtech, he will give his scientific view on the power of meditation and the power of our mind.

‘In today’s hyperconnected society, a tremendous amount of things fall on us.

We are busy doing 101 things at once and often opt for a quick fix, even when we feel down.’

Steven Laureys

ID Steven Laureys — FUNCTION Neurologist, scientist and author

EMPLOYEE EXPERIENCE STEVEN LAUREYS

CONNECTION LOST

— Dr. Laureys, from where does your fascination with complementary medicine and, more specifically, meditation, come from?

In today’s hyper-connected society, a tremendous amount of things fall on us. We are busy doing 101 things at once and often opt for a quick fix, even when we feel down.

The challenge for doctors today, therefore, is not just to prescribe medication, but also to get patients to connect with their emotional needs and the needs of others.

Today, neurotechnology allows us to better understand the power of the human brain. Thanks to brain scans and the latest technologies to measure brain activity, we are able to collect a lot of information. We then try to translate that knowledge into a personal and professional context. Not only for medicine, but also for every individual, it is interesting to better understand techniques like meditation.

In fact, the impact of our lifestyle habits cannot be underestimated when we talk about our mental well-being.

Meditation, adequate sleep, healthy eating, regular physical activity and so on are important in order to feel happy.

It is common sense and it is about time companies embrace it as a valuable practice to boost the employee experience.

‘ As a company, you can take your responsibility by investing in a qualitative work environment where there is room for mindful moments.’

Steven Laureys

08 HRmagazine / October 2023

MINDFUL MOMENTS

— What does meditation mean to you?

Meditation is an ancient practice often mentioned in the same breath as Eastern culture. Although it is more than that. It is a universal practice where, simply put, you pay attention to what is happening between your two ears. What am I thinking? What am I feeling? What am I experiencing?

It is a simple and effective way of being in the moment and dealing with our permanent stream of thoughts.

Contrary to what a lot of people think, you do not have to sit on a cushion for twenty minutes. There are lots of informal ways to get started with meditation. Often we set the bar high and expect quick results while you can also meditate perfectly during daily activities such as emptying the dishwasher, waiting for the lift or while exercising.

Moreover, technology is helping us discover meditation today. Apps like Headspace and Petit Bambou help you get started.

How can meditation be applied in a business environment?

Each individual employee has his or her specific challenges and needs, and meditation makes it possible to respond to these. Although it is important that this is supported from above. In other words: lead by example. You cannot promote meditation as CEO if you yourself are running around like a headless chicken.

As an employer, you need to believe in the power of the mind and encourage a culture where time for your-

— ‘Today, neurotechnology allows us to better understand the power of the human brain.’

self is accepted. Often, employees only start meditating when it is too late. As a company, you can take your responsibility by investing in a qualitative work environment where there is room for mindful moments. Think, for example, of spaces where employees can meditate, exercise or practise yoga.

What are the benefits of those mindful moments for employers?

Mindful moments are a win-win. Studies show that employees become more assertive and indicate their boundaries more clearly. This helps them to sound the alarm when necessary, and that allows employers to better anticipate employee retention and promote internal mobility. Not unimportant in today’s tight labour market.

Moreover, meditation improves focus and a happier mindset, stimulates creativity and empathy and helps you reconnect to your emotional needs and ethical values.

All of these go hand in hand with higher productivity and bring a host of other benefits. So, there is definitely a return on investment. Both for the employee and the employer.

Studies show the benefits of meditation in writing, and the signs from the business community regarding starting this practice are promising. ¶

— Dr. Steven Laureys during his research among Buddhist monks to measure the effect of meditation, hypnosis, trance, dreams, psychedelics and the power of the mind.

— International meditation bestsellers by Steven Laureys

‘ Often we set the bar high and expect quick results while you can also meditate perfectly during daily activities such as emptying the dishwasher, waiting for the lift or while exercising.’

Steven Laureys

October 2023 / HRmagazine

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EMPLOYEE EXPERIENCE WORKDAY

— Dorien Roes (left), Country Manager of Belux at Workday and Jocelyn Darbroudi (right), CIO at Securex

Data-centric culture clash Technology pushes us to learn every day. Data changes at the speed of light and, on top of that, the expectations are high. All industries are eagerly watching IT to find out what is next. How do we give the customer that little bit extra? What actions can we take to perform better?

Jocelyn Darbroudi, CIO at Securex, and Dorien Roes, Country Manager of Belux at Workday, shed light on their ongoing efforts to deal with these challenges.

“We are moving towards an era in which everything is about data,” says Jocelyn. “More than ever, it is important to figure out how to gain access to the right data and ask ourselves what we can do with them. We often hear that none of this is possible without simplifying IT. However, I think that waiting until IT is simplified is an illusion.

Data are a jungle, you cannot make a park out of them.

We need to learn to use data in their imperfect form and still try to make sense out of them.” Dorien continues: “To manage your data effectively, you have to break down the boundaries between different applications, create a cohesive architecture and actively involve your employees in the full story.”

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APPETITE FOR STRUCTURE

— Many IT leaders are looking at how to manage growing amounts of data. The integration capabilities of platforms like Workday will enable Securex to streamline their finance and HR processes, eliminate data silos, and make the most of their data.

“By structuring data effectively, we can make informed decisions based on relevant and timely information,” says Jocelyn. “I actually do not worry about the amount of data, but I am concerned about their structure. Where do the data come from and how are they interpreted and consumed? Workday allows us to connect the financial and HR data efficiently, eliminating the need for multiple data integrations.”

“I am convinced that if you structure your data properly and your objectives are clearly defined, the challenge of the amount of data would become a minor one,” says Dorien. “Besides, Workday makes it possible to deliver the right data to the appropriate people in your organisation.

Not only important for GDPR, but also a time-saver when making decisions.”

DATA, THE NAME OF THE GAME

— Once data are structured, things get interesting. By using data analytics and predictive models, it becomes possible to make data-driven decisions in critical areas such as workforce planning, talent recruitment and employee performance management.

Jocelyn: “Securex utilises data to gain insights into workforce costs, talent requirements and skill gaps. Moreover we want to plan for the future: who do we have to hire and should we look for new talent, or is there someone internally who is suited for the job?” “Especially when it comes to skills-based projects, data and technology can support the allocation of the right employees,” adds Dorien.

“We want to be a data-driven organisation in every aspect,” Jocelyn continues. “We base our decisions on what the data are telling us. However, on top of that we care about our employees. They make the final decision. Data support them. After all, we must not forget that people are our biggest asset.”

LET EMPLOYEES SHINE

‘ We aim to create a data-centric culture. By giving employees access to data, we empower them to make informed decisions and contribute to the organisation.’

Jocelyn Darbroudi

— In an increasingly competitive and globalised job market, HR departments face challenges in attracting and retaining top talent. Dorien: “Today employee engagement is key, especially now Gen Z is entering the job market.

When employees have the right mindset and fit into your organisation’s culture, that extra mile is within your reach.”

A well-defined culture with shared values is where it all starts, and the same can be said if you want to implement data in your daily operations successfully. “At Securex, we aim to create a data-centric culture within our organisation,” says Jocelyn. “We believe that by giving employees access to data, we empower them to make informed decisions and contribute to the organisation more effectively.

Creating a cohesive culture is not always easy with the rise of remote work and virtual teams, but employee engagement and satisfaction must be optimised.” “When employees are at risk of turnover, their level of engagement with the business will always decline,” con-

tinues Dorien. Data taken from our employee engagement platform, Workday Peakon Employee Voice, show that an employee’s engagement metrics will typically reveal warning signs nine months before they actually leave an organisation. Not only does measuring employee engagement give you an overview of the factors driving employee turnover, it also gives your people a chance to weigh in on the issues that matter to them. That creates a culture where employees feel able to speak up and take action.”

ROBOTS AND MONKEYS

— Dorien: “AI can deliver a lot of business advantages and create a huge amount of efficiency. However it should be used the right way. At Workday, AI and ML are built into our platform, so we can easily deliver new models. It is key to be transparent about the models you implement and always keep the human being in the loop to make decisions.”

“AI can take care of lots of tasks. I would rather limit them to the so-called monkey tasks, allowing employees to focus on more creative and empathetic aspects of their work,” says Jocelyn. “Somehow, our education system pushed people to be robots but, now that robots are a reality, it is time to let human beings do what they should do: be empathic, talk to each other, come up with brilliant ideas and then let robots execute them.”

To sum up, data are here to stay. They bring a lot of benefits to HR and present a lot of future opportunities if used properly. Thinking about striking a good balance between technology and people is more important than ever. So, break down the boundaries between different applications, create a cohesive architecture for your data and actively engage your employees. ¶

October 2023 / HRmagazine

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EMPLOYEE EXPERIENCE COACHHUB

— Carmen Shooter (left), Senior Manager Human Resources at Wallenius Wilhelmsen and Patrick Rütten (right), Senior Behavioural Scientist at CoachHub

The stunning ripple effect of coaching Taking the easy road will not make you stand out as a business anymore. Today, employees are searching for an employer who prioritises their individual talent development and, as a result, using the same traditional training model for everyone is clearly out of date. From now on, coaching is the way to go. What are the advantages? And how can it be made accessible to everyone?

Patrick Rütten, Senior Behavioural Scientist at CoachHub and Carmen Shooter, Senior Manager Human Resources at Wallenius Wilhelmsen share their thoughts.

“Many employers are still sceptical about coaching,” starts Carmen. “They use it as a last resort, a means of correction when things are not going as they had hoped. A last chance to avoid firing that one employee after all. Time to flip this mindset. A few years ago at Wallenius Wilhelmsen, a market leader in shipping and logistics, we decided to switch up our performance management model. As part of this, we had been looking for ways to implement coaching for some time. But how do you get to it with over 8,500

12 HRmagazine / October 2023

employees in 29 countries worldwide? Last year, we found the solution in CoachHub, a digital coaching platform that makes coaching scalable.”

LONG-HIDDEN BENEFITS

— Carmen: “In recent years, we have seen a trend where employees want growth opportunities and the possibility to rule their own agenda. This cannot be met with a group programme or overall survey. However, you do not learn at school how to discover and develop your own talents. So, in order to succeed, they need support. And that is where CoachHub comes in. Offering a safe platform that helps employees process challenges and develop new talents without judging is very powerful.

By implementing CoachHub for our team leaders and managers last year, we now have a single system to align their skills while responding to their individual needs. In the meantime, we have been going through a local restructuring in Belgium and, even during these slightly more

turbulent times, we have seen markedly better results in the development of our team leaders and managers. Moreover, coaching did not only bring positive changes for the leaders themselves. Their teams also responded positively. For instance, they reported they receive more support and guidance from their team leader.”

Patrick: “The implementation of coaching has an incredible impact on the individual, team and organisation.

We see, for example, in companies committing to coaching that employees are really driving their personal growth agenda, well-being improves, performance gets a boost and collaboration is considerably stronger.”

“Today, the team leaders at Wallenius Wilhelmsen even become ambassadors for the coaching model and they encourage their team to take coaching sessions as well,” Carmen continues. “We see a ripple effect occurring and a community is emerging where there is room to give and receive feedback. Last week, one of our team leaders came to the HR department and said: ‘I feel that this is not the right role for me. If possible, I would like to move into another function that is more aligned with my strengths.’

It is amazing that someone feels safe and secure enough to be able to say this.”

RENEWING OLD NEWS

‘ Offering a safe platform that helps employees process challenges and develop new talents without judging is very powerful.’

Carmen Shooter

— Coaching is not new, but it has taken huge steps in the last few years. “From a scientific perspective, we understand way better today why coaching works, how it works and what potential it holds,” Patrick explains.

“Besides, thanks to digital enablement, coaching is scalable today, making it accessible to everyone. Technology allows us to make results visible without diving into the personal level of the coachee. The world of business is moving more and more towards evidence-based practices and we all have the increased need of seeing results. I witness that sometimes, we become obsessed about measuring just about everything we can. At CoachHub, we define the objectives that are of interest to the company in advance, and also align on the right ways to measure the progress made against these. Next, we engage in an ongoing dialogue to make sense of the metrics.

It is important to add, however, that even though technology has boosted coaching, people are still the core component. They initiate the process and lead the conversations.

CoachHub is thus fully digitally enabled, not digitally limited. Moreover, when it comes to AI and coaching, the question I often hear is whether AI technology will be able to add the same human touch and create the same safe space as is possible today during one-onone conversations between the coach and coachee. I have my doubts about whether we can see this anywhere soon.

However, we are currently researching where and how AI could support the coaching journey, and I am positive that the future holds some exciting possibilities.”

THE KEY TO THE FUTURE

— The blueprints of coaching are here. Now, it is time to raise awareness about how it allows you to maximise the talent of all your employees and increase employee engagement.

“To take off successfully, a few things are crucial,” Carmen says. “At the organisational level you need to create a culture in which people can thrive and explore their needs and wishes for personal development. Secondly, you need a tool to support that culture and make coaching accessible to everyone.”

“Thirdly, you should provide opportunities to grow and create a safe company environment that encourages open communication,” Patrick adds. “Finally, it is important to mention that not everything is in the hands of the company or HR department. In the end, it also boils down to the motivation of your employees and the extent to which they trust their coach to support them in charting their development path.” ¶

October 2023 / HRmagazine

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NEXT NEXTGEN GEN SKILLS SKILLS SPECIAL

Over the past years, people have become more aware of who they are and what they want in life and their jobs. Things that made employees gain more confidence to share their opinion, and admit not feeling okay mentally has a lower threshold. How do companies make people feel comfortable to come as they are? How do they support employee happiness?

October 2023 / HRmagazine

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NEXT GEN SKILLS RANDSTAD RISESMART

— Gretel Vlogaert (left), National Manager Career Development at Randstad RiseSmart and colleague Bernadette Laermans (right), Energy Coach at Randstad RiseSmart

Body tech Data and technology are more important in our lives than ever. We collect data continuously and do whatever it takes to interpret them. And that is where the danger lurks: during the rush of the day, we forget to feel in addition to thinking. Creating balance and working on yourself still has a woolly connotation in a lot of organisations. At Randstad RiseSmart, they are convinced that feeling is at least as important, and can also be translated to the workplace in a rational way.

“Everything starts with collecting qualitative data,” says Gretel Vlogaert, National Manager Career Development at Randstad RiseSmart. “Making good choices about who you survey, where and when you do it and what you ultimately want to achieve with the data is hugely important before you get started. Determining your focus is crucial in this. Just collecting data because it is hip and trendy is not done today.” “Qualitative data is the data that helps you grasp your priorities with both hands,” continues her

16 HRmagazine / October 2023

colleague Bernadette Laermans. “And we obtain the most qualitative data through our own bodies.”

EMBODIMENT

— Gretel: “We can no longer imagine a world without technology. Although we should not forget that humans still play the leading role. We are focused on collecting data around us, but if we want to highlight the personal development of employees and the growth of the organisation, it is time for us to listen to our own bodies too.”

“We need to use our physical body as a tool to provide us with data,” Bernadette explains. “And that is embodiment. Daring to slow down and become aware of your body. Today, we often focus on the thinking human brain that has to process all the data. In doing so, we forget that our body also sends signals and tells us exactly what we need and what to focus on. We just need to dare to take more time and space to listen to it.”

‘ We can no longer imagine a world without technology.

Although we should not forget that humans still play the leading role.’

Gretel Vlogaert

BEYOND THE BORDERS

— The overload of data around us means that people today are overstimulated and mental exhaustion creeps in. Bernadette: “Our senses pick up endless stimuli.

Our brain gives meaning to them, converts them into an emotion and our body reacts to this immediately. We start sweating, our heart races, ...

The problem lies in the fact that all our attention today goes to what happens in our brain, to what we think, and we simply forget to listen to what our body actually needs.”

“We push our limits continuously to achieve more through tools and technologies,” adds Gretel. “This requires more energy than we think and, despite our bodies sending timely signals, we often ignore them. This increases the likelihood of mental tiredness. The moment you experience an overload of stimuli, you enter a kind of survival mode. You no longer manage to prioritise, you make mistakes and frustrations arise.”

Bernadette: “Closing the door behind you after a busy day at work is not always easy due to digitalisation, but if you take time to reconnect with yourself, you can listen to what you need and use data and technology for what they were originally intended: to make life easier.”

Gretel: “Awareness will be needed to prevent employees from being overloaded with data by deploying AI and technology. On the other hand, data can also be an eye-opener to learn to listen to the body. After all, people often only believe that things can be better themselves when they see it in writing. In the future, objective data and the data our bodies give us should be equally important.”

DOWN TO EARTH

— “Feeling is therefore a physical rational process that we can no longer ignore,” Gretel continues. “By learning to understand emotions as individuals and organisations, we realise which needs have not been met. That insight allows us to respond to potential frustrations much more quickly and effectively.”

Bernadette: “To make this possible, organisations need

to create a culture where, in addition to thinking, feeling also has a place. Give people time to pause and communicate clearly about the added value of a new technological tool or specific data or the purpose of a particular project. Moreover, according to research by Mehrabian, 93% of our communication is non-verbal. So, as a manager, also think about how you communicate something.

By creating a safe environment, you give everyone in the organisation a chance to embrace embodiment and make the most of and develop talents.” ¶

‘ Closing the door behind you after a busy day at work is not always easy.

If you take time to reconnect with yourself, you can listen to what you need and use data and technology for what they were originally intended: to make life easier.’

Bernadette Laermans

October 2023 / HRmagazine

17

NEXT GEN SKILLS CORNERSTONE

— Michael Neefs (left), Country Sales Manager Belgium and Luxembourg at Cornerstone and Michael Vindevoghel (right), Responsible Digitalisation & Development at FPS Finance

Yearning for learning Happy employees are the most important asset in any company. By creating a culture that prioritises personal development and allows employees to learn when and where they want, you boost job happiness and performance. After all, nothing is more frustrating than being left to your own devices when you notice that you do not fully master certain skills. The Federal Public Service (FPS) Finance was also looking for a way to better support lifelong learning.

Michael Vindevoghel, Responsible Digitalisation & Development at FPS Finance: “As Jan Rotmans, Professor of Erasmus University Rotterdam, phrased it, ‘We are not living in an era of change, but in a change of era.’ If we translate this to learning in today’s VUCA world, we no longer need to provide training, but rather ensure that our employees get the support they need. We have to shift from just-in-case to just-in-time training, and Cornerstone’s learning tech ecosystem makes that possible for FPS Finance.”

18 HRmagazine / October 2023

EDUCATING THE ADULT WORLD

— Michael V.: “With more than 20,000 employees in diverse areas of expertise, a wide variety of learning materials are needed to train everyone at FPS Finance. This is why digitisation of learning is playing an increasingly prominent role. Thanks to Cornerstone’s platform, we can offer employees a smooth onboarding process and make learning materials available 24/7.”

Michael Neefs, Country Sales Manager Belgium and Luxembourg at Cornerstone explains: “Cornerstone helps employees and managers make smart HR decisions. Our platform supports all traditional talent management processes and provides support from hiring to retiring.”

“Within the FPS Finance, Cornerstone’s platform lives on under the name Explore,” Michael V. continues. “Where we, as the HR department, used to outline the training programme, employees can now indicate themselves what they are interested in. This way, we want to encourage them to explore their skills and shape their own careers.”

‘Not working with AI is the biggest pitfall. If you want to stay relevant and attractive in today’s job market, smartly deploying AI is the key to success.’

Michael Vindevoghel

line their development process and set goals for the coming years. Via the competence framework that is central to Explore, employees know perfectly well what is expected of them. They don’t have to spend hours in a classroom in order to subsequently learn the right skills. The content is available and can be processed at one’s own pace.”

AI TO THE RESCUE

GOAL!

— Michael N.: “Salary is no longer the key factor in switching jobs today. People are looking for a challenge and a goal to pursue. What do I want to contribute to the organisation? Where do I want to go? These are the questions that concern them. Thanks to platforms such as Cornerstone, every employee gets a clear picture of the opportunities to develop their career. In this way, you help them set a well-defined goal and, moreover, achieve that goal.”

“Through Explore, our employees see what steps they can take to reach a particular position within FPS Finance,” Michael V. specifies. “Step by step, they can out-

— Not only are intelligent learning platforms a win-win for employees, they offer many benefits for employers as well. “Especially now that the war for talent is lost and the war for retention has started,” Michael N. explains.

“AI helps organisations identify current internal skills. You get a clear overview of the company’s talent pool and can identify which skills need to be strengthened to facilitate internal mobility.”

Michael V.: “We gain insight into the skills gap and training needs of employees and that allows us to make evidence-based decisions in terms of training and development. Moreover, an AI tool also allows us to keep the knowledge and talent in-house. After all, one of the worst things that can happen is that our experts retire and their expertise is lost. Thanks to an intelligent platform, we have the time and opportunity to prepare for this and turn their valuable knowledge into content.

However, within the FPS Finance we remain cautious about AI. It is and remains a black box whose decision-making processes are not always transparent. But even in the public sector, we are convinced that not working with AI is the biggest pitfall. If you want to stay relevant and attractive in the job market, smartly deploying AI through a learning tech ecosystem is the key to success.” ¶

‘ Salary is no longer the key factor in switching jobs today. People are looking for a challenge and a goal to pursue.’

Michael Neefs

October 2023 / HRmagazine

19

NEXT GEN SKILLS CEGID

— Veerle Hendrikx (left) and Miet Achten (right), Talent & Development Specialists at Groep Hasselt

The City of Hasselt’s HR hustle How do we keep our employees motivated, sharp, and skilled in a continuously evolving environment? It is a question that Miet Achten and Veerle Hendrikx, Talent & Development Specialists at Groep Hasselt, have been figuring out.

Promoting your employees’ professional development is a hot topic today. If you give employees the opportunity to continue learning, they will work more efficiently and perform better. It is clear that these positive effects contribute to the growth of the entire organisation and, as a manager, you can no longer ignore this. But how do you develop a customised training program for each individual employee?

20 HRmagazine / October 2023

SIGN OF THE TIMES

— Staying up to date on professional development is extremely important today, which is why Groep Hasselt has chosen a Performance & Learning Management System. They want to digitise and optimise their current HR processes.

“Creating a culture of feedback and mutual appreciation is a crucial first step in focusing on the professional development of employees,” says Veerle. “Technology can certainly help shape this culture.”

“Our current tool no longer meets the requirements to allow our employees to develop,” suggests Miet. “The tool is too rigid and not easy to use. Over the years, it has become more of a registration tool.

‘Feedback contributes to a learning organisation and more professional employees allow an organisation to grow.

Miet Achten

‘We have a very diverse audience, so it is not easy to find one tool that suits everyone. We are convinced that, with Cegid Talentsoft, we made a good choice.’

Veerle Hendrikx

Furthermore, dissatisfaction with the tool was used as an excuse not to introduce feedback conversations. At Groep Hasselt we strongly believe that feedback is inseparably linked to the success of a professional HR policy.”

ENTER THE DRAGON

— To counter these problems, Groep Hasselt chose to purchase two modules from Cegid Talentsoft: Performance Management and Learning. The first module focuses on feedback and evaluation, the second on training.

Veerle: “In a non-profit organisation, you have a challenging landscape with extremely diverse functions. Groep Hasselt has about 1,700 employees with diverse profiles, from workers to project employees and directors. Implementing software that updates the skills of all these employees is not an easy task. By rolling out Cegid Talentsoft, we can provide a customised offering for each target group.”

Peter Heeringa, Professional Services Director Benelux at Cegid, adds, “We offer one system that everyone can work with, no matter what profile they have. The tool gives them access to their personal functionalities. Training is offered in a customised manner in order to obtain the correct and required certificates.

In terms of data, the tool offers a range of possibilities.

Every organisation that uses our system can use standard reports, but also real-time dashboards. This way, everything can be monitored accurately.”

A TOUGH NUT TO CRACK

— “Once the choice of Cegid Talentsoft was made, we started customising the software systematically with the support of a project manager,” explains Veerle. “During workshops provided by Cegid, the tool was fully tailored to our organisation. Specific templates were implemented and organisation-specific names and processes were carefully added.

Then, we started a pilot project where only two departments worked with limited functionalities of Cegid Talent-

soft. This way, extensive testing was possible, and feedback could be provided. The lessons learned will be taken into account in the rollout of the performance module for the rest of the organisation.

The next step is to customise the learning module for our organisation, again through a number of workshops.” “For example, we want our internal training to continue to be offered in a classroom setting, but also to be available in the form of e-learning,” continues Miet.

“It is currently in a testing phase, which will be followed by a go-live phase, and then two to three weeks of follow-up. After that, the handover with CSM support and Customer Care follows, and it is up to the organisation itself to embrace and further develop this technology with gratitude,” concludes Peter with a smile. ¶

‘In addition to standard reports, you can extract extra data from the system if necessary, which is very powerful and meets each organisation’s specific needs.’

Peter Heeringa

October 2023 / HRmagazine

21

NEXT GEN SKILLS ASK CHATGPT

Ask

ChatGPT Being lazy humans we blissfully broke Zipf ’s Law aka the principle of least effort. Instead of writing the introduction to this topic ourselves, we simply demanded ChatGPT to do it for us. →

ChatGPT: In the realm of Human Resources (HR), the integration of Artificial Intelligence (AI) has opened new avenues for innovation and efficiency. HR professionals are now turning to AI-powered conversational models, such as ChatGPT, to seek answers, gain insights, and optimise their decision-making processes. In this concise exploration, we delve into the transformative potential of HR professionals posing questions to ChatGPT, uncovering the practical applications and benefits of this powerful AI tool in the realm of human resources management.

Satisfied with the answer, we decided to ask our favorite diaperless wiz kid some more tricky questions:

How do I stay on top of my HR game? ----------------→

ChatGPT: Staying on top of your HR game requires continuous learning, adaptability, and a proactive approach to your professional development. Here are some tips to help you excel in the field of Human Resources: stay informed, learn continuously, network, understand business goals and embrace technology.

(How) Will ChatGPT take over HR? -------------------→

ChatGPT: As of my last update in September 2021, ChatGPT, or similar AI language models, had not taken over HR functions. While AI and automation have been increasingly integrated into various aspects of HR, they have not completely replaced human HR professionals. Instead, AI has been used to complement and enhance HR processes such as Automating Routine Tasks, Candidate Sourcing and Recruitment, Employee Onboarding and Training and Employee Engagement.

However, despite the potential benefits of AI in HR, there are certain limitations: Emotional Intelligence, Ethical Considerations, Complex Decision-Making and Human Touch.

Well thank you so much ChatGPT! As ingenious the almighty AI tool might be, let’s not fool ourselves and blindly throw everything in the grinding jaws of the good old ChatGPT. Human minds are brilliant, remember? Let’s keep it that way!

22 HRmagazine / October 2023

SPECIAL

3.

ANALYTI S ANALYTICS & &AI AI AI is definitely here to stay. In the ever-evolving landscape of modern business, technology has opened doors to a realm of uncharted opportunities. How can data and AI empower organisations to optimise their HR policies? What role do humans play in this story? And how do we ensure that technology is here to serve us and not the other way around?

October 2023 / HRmagazine

23

ANALYTICS & AI LIEVEN SCHEIRE

‘Science communication has been too serious for too long’ This lack of levity is why comedian and scientist Lieven Scheire’s new show, A.I., contains plenty of witty observations. The show’s title is a nod to the technology that is the talk of the town right now, both among journalists and entrepreneurs.

Curious? Scheire will be a keynote speaker at the HRtech gala. Lucky us: we didn’t even need to apply to be on his new show!

ChatGPT is well aware of who Lieven Scheire is, so you probably are too. Just in case you had overlooked the man completely, here are some of his main achievements.

Scheire co-founded the comedy group Neveneffecten with his cousin Jonas Geirnaert. The partnership resulted in hit TV programmes like Basta and Willy's and Marjetten.

More recently, Scheire has delighted audiences with programmes like Scheire en de Schepping, Team Scheire and Ons DNA. But television alone is far too limiting an outlet for this versatile professional prankster and physicist. Which is why Scheire also does live shows, regularly appears in the media as a science communicator, and created a whole universe with the Nerdland popular science collective: there’s a monthly podcast, a festival and even a book label. Now, Scheire will be attending HRtech.

You’re currently touring with your show. What can those who attend – or who cleverly combine it with HRtech – expect?

You don't need any prior knowledge. On the contrary: during the show, I try to explain the basics of AI. What it is, what it can and can’t do, how it might evolve and what its limits are. AI is everywhere these days, even in mainstream news, which is why I wanted to make this

24 HRmagazine / October 2023

— ChatGPT, the AI tool that has created the most buzz lately. A generative AI chatbot that has taken the world by storm.

‘In the short run, I see AI as our digital assistant; we ourselves are still in charge. Over time, AI will trigger a new wave of automation.’

Lieven Scheire

ID Lieven Scheire — FUNCTION Comedian, physicist and science communicator on stage and on TV

ANALYTICS & AI LIEVEN SCHEIRE

show, both as a comedian and a science communicator. I like to think of what I’m doing as “lifting the bonnet” – AI being the car in this metaphor. We examine the car’s engine and taking a closer look at it without getting too technical. If you want to prepare yourself anyway, I’d suggest listening to the Nerdland podcast.

Where does society’s sudden interest in technology and concern about AI come from? There was less fuss when the internet first arrived.

True, but we’ve had quite some time to get used to the internet. At first, it was something only few people were into. It took a while before it was widely adopted, before you could do anything fun or useful with it. Slowly but surely, however, more people started exploring the world wide web. It was only later that we got smartphones, apps, social media, things like that. In comparison, AI is evolving at breakneck speed. Ironically enough, that’s precisely because the internet is now so mature and omnipresent. AI can absorb online data like a sponge and constantly reinvent itself.

Perhaps one of the reasons why it inspires fear is because of its name: artificial intelligence. People are worried it might be almost human, and that creates distrust. Especially when AI starts doing things we previously believed only humans could do, like writing creative texts or playing music. But AI isn’t intelligent or sentient at all, and it looks like it will remain that way for a while.

BIG BANG THEORY

— You’re a scientist and a comedian. Why are humour and technology a good match?

You can joke about anything. But good comedy is often about things people have in common, about the topics that pop up in our everyday conversations. This used to be politics, people’s in-laws, the royal family. Observational humour is popular too. Today, however, technology is on everybody’s lips. Personally, I’ve always been passionate about technology. But the field of science communication has been devoid of humour for far too long: the emphasis has always been on a business-like, accurate presentation of facts. I want us to be able to talk about science in a science podcast as smoothly and easily as we talk about football.

26 HRmagazine / October 2023

Who were your favourite comedians when you were a physics student? Did any of them talk about technology at the time?

Oh, we have to travel twenty years back in time now. If anything, the humour-tech combo was rare. But the TV series The Big Bang Theory changed a lot. Already as a student, I loved science communication; think Carl Sagan's Cosmos series. Brian Cox, Professor of Particle Physics, was a rising star at the time. I found Bill Bryson's books wonderful, well-narrated and accessible. And Michael Mosley made an excellent science documentary with the BBC, The Story of Science. As for humour, however, I was mostly into Monty Python, and Jan Eelen and Mark Uytterhoeven’s Woestijnvis clique.

I’VE NEVER APPLIED FOR A JOB

— HRtech is about the impact of technology on HR. AI is big in the field of HR too. What’s your take on that?

In the short run, I believe AI will mainly serve as our digital assistant. It can write design texts, create images and draft to-do lists for us. But we remain the editor-in-chief: we still go over everything and correct or adjust what AI prepared.

In the long run, AI will trigger a new wave of automation. The question is whether that wave will resemble previous waves of automation. Up until now, jobs have always disappeared, but new ones have also been created.

In the 20th century, there were no CX designers or online content creators.

— ‘People are worried it might be almost human, especially when it starts doing things we previously believed only humans could do, like writing creative texts or playing music. But AI isn’t intelligent or sentient at all, and it looks like it will remain that way for a while.’

— ‘Some fruits grow hidden among branches and leaves; it takes skill, experience and concentration to decide which fruits are perfectly ripe. But these days, AI can make those choices.’

What changes will we see this time?

It's too early to say. Fruit picking, for example, seemed impossible to automate for a long time. Some fruits grow hidden among branches and leaves; it takes skill, experience and concentration to decide which fruits are perfectly ripe. But these days, AI can make those choices. So we might be moving towards a semi-automated paradise. If that’s indeed what’s happening, our entire system will have to go along, with shorter workweeks and early retirement.

That would be quite the turnaround!

Could AI become a 'fertile matchmaker', as you describe HR? AI is already well embedded in many recruitment and matching processes. Amazon even left its HR entirely up to AI for a while, although that turned out to be a bad choice.

That’s actually the most important takeaway: if AI makes a mistake in a text, you can simply adjust it. If it makes a mistake in an application procedure, the impact can be much greater. And there’s still a lot of ‘noise’ in AI systems.

Europe does have a fairly strict AI Act. In the US, they’re more hands-off, only intervening when things go wrong.

— Leonard and Sheldon's living room from the iconic TV series The Big Bang Theory.

Final question: what’s your personal experience of HR? Well, I've never applied for a job in my entire life. A remarkable statistic that makes me realise I’ve always had the privilege of seeking and finding my own way.

Without AI! ¶

‘ I want us to be able to talk about science as easily as we talk about football in a sports podcast.’

Lieven Scheire

October 2023 / HRmagazine

27

ANALYTICS & AI INDEED

— Sara Cauwenbergh, Talent Strategy Advisor Benelux, Indeed

The mystery ingredient for a sustainable HR policy Every month, no fewer than 300 million jobseekers browse through Indeed. That Artificial Intelligence speeds up and supports the recruitment process is clear when using this platform, but how can we use data efficiently today when the challenges in the labour market are changing rapidly?

“We make predictions very carefully,” explains Sara Cauwenbergh, Talent Strategy Advisor Benelux at Indeed.

“In recent years, labour market supply and demand have been heavily dependent on what is happening in our society. And that is a lot: the pandemic, the current economic situation and the war in Ukraine. All of them are disruptive events. So can we no longer predict anything at all?

Yes, we can. At Indeed, we see three challenges that we shall have to embrace in the future no matter what: labour market tightness, diversity and job happiness.”

28 HRmagazine / October 2023

THE NEEDLE AND THE HAYSTACK

— Labour market tightness is nothing new. On the one hand, an ageing population creates a structural labour shortage and, on the other, we see that the gap remains between available candidates and vacancies. A lot of companies are recruiting employees from across the border, although the success of this approach depends on the type of profile you are looking for.

Sara is convinced that AI helps shape a sustainable solution. “Contrary to what a lot of people think, it can be easily integrated into any recruitment strategy. For example, the system behind the Indeed platform continuously collects information by accurately tracking jobseekers’ click behaviour. Thus, every jobseeker gets personalised results. Even if two people search on the word 'operator', for example.

How does this process help reduce labour market tightness? When an organisation starts working with us, they gain insight into the keywords that trigger potential candidates. Each vacancy can then be optimised without the need for complicated programs. Vacancies become more specific and reach suitable candidates faster.”

REWARDING RECOGNITION

— A second hot topic in the HR world is diversity. Embracing inclusion will undoubtedly become more important in the coming years. Within a lot of companies, diversity is already seen as a great asset. It brings together people with different backgrounds, experiences and perceptions, leading to diverse ways of thinking and perspectives. However, it is not always easy to achieve diversity effectively.

“A lot of biases still creep into the job application process. A certain look, clothing style or name forms the first impression in seconds, often unconsciously. Even though it is often incorrect. An excellent candidate can thus disappear among the other applicants and that is a shame.”

At Indeed, diversity ranks high on the agenda, Sara continues: “Internally, all salaries are public and each year we look at what the gap is between men and women and what role ethnicity plays. We think concretely about the steps that are needed and possible to promote equality in the future.”

‘ A lot of biases still creep into the application process.

Artificial Intelligence helps us to reason more objectively and set up a uniform process.’

The same approach is also being implemented on the Indeed platform.

“We use AI to reason more objectively and set up a uniform process.

For example, consider a job interview where your CV is not shared with the company in advance or the ability to blur your background during an interview. No rocket science, but effective handles for approaching each candidate in a neutral way and giving them a fair chance” In addition, diversity is also about accessibility. “Indeed indexes all online vacancies four times a day, screens them for a number of quality requirements and then posts them on indeed.com,” Sara says. “All vacancies can thus be found by all jobseekers. We also provide different ways to apply. Think, for example, of scheduling a virtual interview, which lowers the threshold for a lot of people to take the plunge.”

TRANSPARENCY IS KEY

— Finally, we can no longer ignore work happiness. “For us, there are three main pillars that define work happiness,” Sara explains.“Financial, physical and mental well-being.

Most of our research focuses on the latter component and, unfortunately, the figures are not encouraging. As many as 46% of employees have already suffered a mental health breakdown.

For a long time, talking about your mental state remained taboo. Today, we advise every company to incorporate well-being structurally into the organisation. Certainly within the HR policy. It is the only way to create the basis to provide support in order to talk about problems.

Annual surveys are a good starting point here.”

And there is more. “We are no longer looking for a job with good salaries and nice conditions,” Sara continues.

“We want to work at a company that matches our intrinsic values and look for a job that is an extension of who we are. We want to feel part of the organisation and value togetherness.

Moreover, Gen Z specialises in scoring the best deals online. As with their shopping, they screen the companies they are interested in beforehand. Companies that strongly promote promising values online, but fail to express this internally as well, have little chance of bringing in candidates. Transparency and authenticity will therefore become indispensable in the coming years, and here too AI can help make vacancies both attractive and fair.” ¶

October 2023 / HRmagazine

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ANALYTICS & AI ATTENTIA

— Arne Coutteau (left), Lead HR Analytics at Attentia and Wout Dejaeghere (right), Compensation & Benefits specialist at Attentia

Pay Day May Day Equal pay for equal work may seem like a straightforward concept, but not always easy to achieve. In Belgium, for example, a law on pay transparency has been in place for about a decade, but it emphasises awareness-raising through reporting rather than enforcement. As the pay gap has not decreased quickly enough, the European Directive of 30 March has added a legal dimension to this issue and gives EU member states three years to translate it into national legislation.

This new law shifts the focus to the employee, who now has the right to transparency. This means that employers will need to provide more data reporting, and employees will have more power to access information about their salary and compare it to others in similar positions. By giving employees more information and power, the hope is that this will help to reduce the pay gap and promote greater fairness and equality in the workplace.

The Belgian legislation on pay gap transparency focused on employers and trade union negotiation through

30 HRmagazine / October 2023

reporting. New European directives now provide employees with more transparency about compensation and the job application process. Employers are required to demonstrate that they do not discriminate. Does this mean a new era of openness and equality in the labour market? Who benefits from this, only the employee or can the employer also gain any positive outcomes?

PREPARATION PAYS OFF

— Arne Coutteau, Lead HR Analytics at Attentia, believes that legislation is necessary, but even without legislation companies should be working on this topic because they are currently missing out on many opportunities in human capital: “Developing a transparent pay policy tailored to the organisation is the message. Custom business management that fully understands the nuances can make all the difference in the war for talent. Employees who experience transparent, correct compensation policies are less likely to look for another employer. Attentia is already preparing

‘ Employee expectations are increasing, and this raises the need for transparent systems that respond to those expectations.’

Wout Dejaeghere

its clients for future legislation in several steps. Initially, it is a matter of identifying what equivalent work is. The whole process of being prepared as a company takes time and effort. We need to start now instead of waiting for legislation.”

“It seems very simple, but it is not”, says Wout Dejaeghere, Compensation & Benefits specialist at Attentia.

“Take two consultants who handle different matters within the same company. Is that an equal job? Which one is more complex? Especially across departments, this is a sensitive issue. Even if people have the same job, there is often a difference in salary between them based on seniority or competency levels. It is important to define, analyse and communicate the criteria used to evaluate the complexity and relevance of a job.

In the next step, differences in total compensation, including bonuses and benefits, can be examined to uncover (un)conscious discrimination. By structurally collecting and governing data throughout this process, we enable the usage of statistical analysis, our best chance at making correct inferences. A final step can then be taken towards eliminating possible unwanted differences.

In other words, Attentia helps establish a structure within which a company can develop a transparent policy based on relevant data. The goal is to offer quick and clear insight. A dashboard that allows HR managers to filter the right information easily is desirable.”

jobs that are highly valued. “But, even though part of the pay gap is due to external factors that organisations cannot control, they can be transparent about this and ensure that no additional biases are added,” Arne explains.

Besides male-female, there are also a number of other, dynamic factors that can significantly affect pay. Consider, for example, immigrant-native, older-younger, part-time and full-time work, or sectoral differences. “Once the structure is in place to address the gender gap, companies can also scale up to these other factors more quickly. After all, the fundamentals are the same,” Wout explains.

THINKING OUT LOUD

— Arne: “Data and AI can help to shape the future for equal pay. Self-service dashboards, for example, that can be accessed directly and intranets with complete transparency for all employees.”

“Employee expectations are increasing, and this raises the need for transparent systems that respond to those expectations,” Wout adds when asked about his view of the future. “Companies that do not embrace these changes may find it harder to retain employees, as suspicion is aroused by a lack of transparency.”

“If you take a positive attitude on social issues as a company, it will have a big impact on your image in the labour market. An organisation that promotes positive values will also reap the benefits,” Arne concludes. ¶

SOCIETAL CONTEXT

— As an organisation, you do not have control over all the factors that play a role in equal pay processes. The societal context can sometimes weigh heavily. Traditionally, for example, women have been employed less in technical

‘ If you take a positive attitude on social issues as a company, it will have a big impact on your image in the labour market.’

Arne Coutteau

October 2023 / HRmagazine

31

ANALYTICS & AI FLEXSO

— Aurélie Saenen (left), HR Digitalisation Expert at imec and her colleague Sabine Billen (right), HR Business Analyst at imec

Walking the bridge between HR and IT Have you hired someone new? Onboarding marks the first ‘real’ contact with the company. An exciting moment for the employee and a crucial one for any company in the war for talent. At imec, together with Flexso, they wrote a new onboarding story to keep the wow feeling in employees and unburden every starter end-to-end. Aurélie Saenen of imec and her colleague Sabine Billen talk about how they are bridging the gap between IT and HR with this project.

Imec is a renowned research centre for nanoelectronics and digital technology. An innovative organisation to its core that also continues to search for how digitalisation and innovation can lead to improvement in its own operations.

Together with their colleagues in IT and communications, the HR department has already put a lot of effort into dig-

32 HRmagazine / October 2023

ital solutions to optimise their own operations and the experience for employees.

Employee experience is hotter than hell. Why is it so important during onboarding?

Aurélie: “Onboarding is the moment when employees really get to know the company. At imec, we think it is important to show that we appreciate that someone has chosen a job at our company and that we will guide them through their further career path.”

“The current labour market situation also plays an important role,” Sabine continues. “At imec, we are looking worldwide for engineers, technicians and scientists with an interest in high-tech fields. A hugely specific target group for which our HR department has been looking for years for ways to get the right talents to us.

‘ An accessible recruitment and onboarding process is very important. We want to unburden our starters as much as possible.’

Aurélie Saenen

So, from the moment someone applies for a job at imec, we try to trigger them as much as possible and draw them into our story.

Moreover, many of them work on temporary assignments as flexible employees or in the context of our university relations (students, academics).

Obviously, they go through a shorter onboarding process, but we are convinced that the experience for our external workers therefore does not have to be inferior.

After all, they are future job applicants and a signboard for our company.”

Is that why you redesigned the onboarding?

Sabine: “Together with Flexso, as digital partner, we have developed a tool that gives starters access to a personalised welcome page. The content they see is fully personalised and tailored to the starter’s specific situation. Everyone gets general information about the company, but our international employees also get information about living and working in Belgium, for example. In the past, there was no software that could personalise and streamline this in the way we wanted at imec. So, we decided to set this up ourselves with the help of Flexso.”

‘ The talent we look for is scarce and that requires a positive ‘employee experience’ policy.’

Sabine Billen

“The major advantage is that they can access the tool whenever and wherever they want,” Aurélie continues.

“During the recruitment process, we keep the threshold for applications as low as possible, and we want to continue this approach in onboarding. We want to unburden them and let them start in our company with a warm feeling. To reinforce that feeling, we are working on a virtual tour. During this 360° tour, they will be welcomed virtually at imec, a mentor will show them some highlights of our company and they will get a first sneak peek into what it is like at the workplace.”

Sabine: “Flexso’s flexibility allowed us to test a lot ourselves and see what works for imec. Then they got to work shaping our wildest ideas and did all they could to develop a personalised page for each starter while keeping maintenance simple for us.”

Don’t starters miss human contact?

Sabine: “Actually, no. The tool regularly repeats that if you have any questions, you can always contact our employee centre. In addition, our managers are encouraged to engage in conversation with starters and schedule a meeting with the whole team.”

Aurélie: “The tool also simplifies the entire administrative process. Whereas all contact was previously via e-mail, our managers now have access to a clear dashboard with all data. A transparent overview that increases efficiency within the company and, as a starter, you only have to enter your data once. We also continue to support onboarding after the employee has started. By sending automated 'just-in-time' messages at various times, we ensure that everything remains manageable for the starter. In other words, you have extra time you can use to engage in conversation. Win-win.”

“For specific results, it is still a little early, although we do get a lot of positive feedback from our starters,” Sabine concludes with a smile. ¶

October 2023 / HRmagazine

33

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TALENT TALENT TALENT MATCHMAKING MATCHMAKING MATCHMAKING Finding and hiring the best talent out there, could give you that decisive competitive edge. Then again: that’s exactly what the competition also thinks. The race for talent has intensified, as turbulence hit labour markets everywhere and as workers revised where, how, and why they want to work. Especially millennials are hard to target and convince to come work for you. How to persuade them?

October 2023 / HRmagazine

35

TALENT MATCHMAKING AVERAGE ROB

‘Dare to act’ Creative jack-of-all-trades, professional fun lover, brainy marketing specialist. Robert van Impe is more than just an actor and content creator. At HRtech, he speaks in his typically engaging way about entrepreneurship, guts and exploring the unknown. Drawing on his own experience, he encourages everyone to embrace the ‘black hole’ of entrepreneurship. Get ready for a stunning, not-so-average keynote speaker: this is Average Rob.

36 HRmagazine / October 2023

Since 2016, Average Rob has worked for Belgian magazine Humo and presented the radio programme BOITLYFE on youth channel StuBru. He is known for his YouTube content, iconic videos for Humo and his content on social media (@averagerob). With great fascination for Belgian culture, and together with a group of talented people, he created clothing brand Haha. and beer brand Tout Bien.

Last but not least, he is hitting the big festivals together with Jasper Donkers as DJ duo Omdat Het Kan Soundsystem.

Rob, you are a tremendously versatile entrepreneur. How did you take the first step?

There is no such thing as a manual for becoming an entrepreneur. Although I did not grow up in an entrepreneurial family, I have always been very independent, especially since my parents’ divorce. Ever since I was little, I knew pretty well what I wanted to do. When I started college, my dream was to become a creative director at a big company like Nike or Adidas. Along the way, Average Rob was born in order to do some fun projects on top of my studies. By the time I graduated, Average Rob had become so big that I rolled into entrepreneurship, so to speak. I have been rolling down that hill ever since.

— ‘The great thing about making mistakes is that you can figure out exactly what happened. Failure is an opportunity to learn.’

‘ Daring to fail does not mean that you are going to fail anyway.’

Average Rob

ID Average Rob — FUNCTION Actor, content creator, professional fun lover, brainy marketing specialist, …

TALENT MATCHMAKING AVERAGE ROB

— Average Rob is known for his iconic content on social media (@averagerob).

So, becoming an entrepreneur does not happen overnight.

After all, Rome was not built in a day either. You have to be patient and spend time building your brand and developing a community of loyal customers. This is hugely important, especially in the fast-paced world we now live in.

In addition, passion is absolutely essential in order to succeed. Entrepreneurship requires a lot of energy and in the beginning you get scarce returns. Passion and fun are needed to persevere and make your dreams and goals a reality, and that is exactly what I try to translate into everything I do.

You always put 100% effort into what you do. What is your secret?

My number one motto is: dare to act and embrace failure. Moreover, daring to fail does not mean that you are going to fail anyway. The great thing about making mistakes is that you can figure out exactly what happened. It is a learning process, and actually you should not think of it as failure. It is an opportunity to learn, and I still believe very strongly that experiencing something yourself is much more powerful than reading or hearing about it. Fear of failure only obstructs your learning process. So, push yourself, try new things and dare to make mistakes.

38 HRmagazine / October 2023

‘ Entrepreneurship requires a lot of energy and in the beginning you get scarce returns.

Passion and fun are needed to persevere and make your dreams and goals a reality.’

Average Rob

‘ All my projects are co-supported by people who excel at their craft. I surround myself with the right talents, the right people who can support and assist me. Because that is the power of talent, you can always count on it.’

Average Rob

Of course, there is nothing wrong with having doubts once in a while. I too sometimes question how I am going to achieve certain things and whether I can do them. My strategy? Consider what you have to lose. A lot of people today have it worse than us in terms of standard of living.

When you think about that, your fear or doubt suddenly seems very trivial. So, do not worry too much about what others think of you, but try and give it a chance.

Getting the right talent in-house is not a given today.

Why is talent so important?

These days, it is more important to have the right talent in-house than to have the latest gadgets. In social media, for example, it is not about having the best camera, the prettiest sound or the most sparkling light. It is all about telling the story, capturing your audience and showing who you are.

Besides, training talent takes a lot of time and effort.

I strongly believe that everyone has a talent and, if you manage to recruit someone who excels in something you are looking for, you can move forward immediately. I am hugely creative, but all my projects are co-supported by people who excel at their craft. I surround myself with the right talents, the right people who can support and assist me. Because that is the power of talent, you can always count on it. ¶

October 2023 / HRmagazine

39

TALENT MATCHMAKING SD WORX

— Kristof Stevens (left), Co-Founder of Huapii and Sarah Coolkens (right), Talent Manager at DPG Media

Power to the employee When looking for a job today, people want to know what it is like in your company. What is the culture? Why do people like working there? What are the challenges? If you succeed in turning your own employees into ambassadors, you have a powerful asset.

“Employees becoming ambassadors is the best publicity for your company,” says Kristof Stevens, Co-Founder of Huapii. “When you are searching for a restaurant, you do not hesitate a second to browse through reviews, and that is also a logical step when looking for work.” “By drawing on authentic stories and experiences of employees, you give potential candidates a glance behind the scenes,” adds Sarah Coolkens, Talent Manager at DPG Media. “How do you create active ambassadors? Thoughtful performance management is an excellent start.”

40 HRmagazine / October 2023

ARCHITECT YOUR OWN CAREER

— Sarah: “DPG Media has ambitious goals in a rapidly changing and competitive market. Today, our competitive advantage lies in the innovativeness and creativity of our people and this can only be realised by focusing on performance management.

Performance management can be seen as a way of achieving the organisation's key goals as efficiently and effectively as possible. But for us, it is more than that. It is a way of putting employees in the driver's seat of their career and personal development, fostering a culture of open feedback and ensuring that everyone feels heard, seen and valued.”

“Committing to the development of each employee is not only an asset for recruiting new workers, it also makes

‘ Performance management is a way to put employees in the driver's seat of their career and personal development.’

Sarah Coolkens

it easier to retain them,” Kristof adds. “Emphasise the opportunities for further development and encourage them to grow into a new position in the company. Internal mobility brings a lot of great opportunities in today's race for talent.”

“Engaged and committed employees who are happy and motivated add more value to your business,” Sarah says. “If you do not invest in performance management today, then I am convinced you will not be able to bring talent in house and certainly not retain them. And that is why we partnered with Huapii, a user-friendly and flexible online platform that helps us put employees centre stage and build and continuously optimise a strategy concerning performance management.”

GRIP

— “In a lot of performance management systems, we see executives setting targets and that does not make sense in a culture that advocates putting the employee first,” says Kristof. “You have to extend the philosophy and put the employee in the lead. A platform can help move towards more dynamic objectives and concretise and track all actions taken.”

“We have renamed Huapii at DPG Media GRIP,” Sarah continues. “Grip on your career and career path. It is also the acronym for Growth, Results, Interaction and Perspective. When you invest in personal growth, you boost business results. In addition, you need to be able to focus on priorities to achieve results. Furthermore, we believe in the power of cooperation: alone you go faster, but together you go further. Finally, you need a clear perspective of where you want to go and what your ambitions are.”

‘ Feedback is the engine for evolving both personally and professionally’ Kristof Stevens

Kristof: “GRIP acts as an environment where everything around your career is collected. Objectives, internal vacancies, feedback… employees can find everything there. For employers, in turn, it is a place where all the data is conveniently brought together. It is a go-to place for everyone in your company.”

“At DPG Media, we want to go even further,” Sarah explains. “In Belgium, 97% of our employees have used GRIP at least once. By continuously emphasising the ‘why’ in our entire communication, we want to eventually develop the platform into a way of working or even better a way of living.”

THE FUEL OF THE FUTURE

— Kristof: “According to McKinsey research, being appreciated by your manager and colleagues is one of the main reasons why people remain loyal to their employer today.

Mutual appreciation can only be obtained through open feedback. It is the engine for evolving both personally and professionally, and it helps break down silos. Teams learn to work together, employees show more understanding of each other and everyone knows immediately what their strengths and opportunities for growth are.”

“That allows you to make very specific choices in your further personal development,” Sarah adds. “And let

precisely that be one of the most important aspects when people make a choice regarding a new job. Especially with the younger generation. Young people want to work for an organisation where they have the opportunity to develop themselves. Huapii, or in our case GRIP, helps with this.

Of course we encourage face-to-face feedback, but the tool simplifies it and makes it fun.” ¶

October 2023 / HRmagazine

41

TALENT MATCHMAKING STEPSTONE

— Stéphanie Loop (left), Manager Customer Success and her colleague Sofie Van Haele (right), B2B Marketing Manager at Stepstone

Hunting season is open The fact that we are - still - confronted with a candidate market today is clear. Moreover, the market with active job seekers is limited. Online job ads are a necessary part of an efficient recruitment strategy, but even there, finding the right talent is not easy. Displaying targeted content is therefore crucial for keeping potential candidates interested and also attracting the attention of passive jobseekers. Sofie Van Haele, B2B Marketing Manager at Stepstone and her colleague Stéphanie Loop, Manager Customer Success, share their thoughts on how they are tackling this challenge at Stepstone.

“The war for talent has been going on for some time, and at Stepstone we try to support companies in this as best we can,” says Sofie. “Not only with our solutions, but primarily by aligning the expectations set by executives

42 HRmagazine / October 2023

with the reality. We try to give them a realistic picture of the current job market and the expectations of jobseekers.”

LEGENDS OF TOMORROW

— Stéphanie: “The generation currently entering the labour market prioritises different values than those who have more experience. Millennials, born between 1981 and 1995, are looking for job security and are interested in career opportunities. Gen Z, born after 1995, pays more attention to a nice job title and considers what the company stands for during their search. Is there a focus on diversity and inclusion? Is sustainability a hot topic?”

“What can definitely help here are reviews from current employees,” adds Sofie. “They give potential employees an objective view of your company's culture and way of

working. If your employees become true ambassadors, they are an asset for recruiting new people. At Stepstone, we therefore give companies the opportunity to add reviews.

In addition, you have to develop a long-term strategy.

Ad hoc recruitment has become almost impossible. So, do not wait until you need someone, but constantly focus on employer branding with a recruitment policy, onboarding process and retention policy.” “Thinking about the long term means better anticipating the future,” says Stéphanie.

“So, measuring and anticipating this becomes crucial. At Stepstone, for each company, we continuously keep track of how many vacancies are online, how many respondents there are and much more.”

THE PERFECT MATCH

‘ In the end, talent attraction is still about people. And that is something we must not forget today or in the future.’

Sofie Van Haele

— “At Stepstone, we use technology not only to generate data, but also to simplify candidate searches,” says Sofie. “We have our own search & match technology that is capable of interpreting search terms rather than taking them literally.

If someone enters 'financial manager', the tool will look for synonyms, among other things. Moreover, the tool continuously learns and takes into account results from our research. For instance, we know that someone looking for a part-time job considers this aspect more important than the job title.

The platform then looks at all the information available about a candidate in order to build a 360-degree profile.

Both explicit data such as the search terms used and implicit

‘ Thinking about the long term means better anticipating the future.

Measurement and anticipation are therefore becoming crucial.’

Stéphanie Loop

data such as click behaviour on our site are taken into account. That 360-degree profile allows us to target each candidate in a more specific way and show relevant content.”

Stéphanie: “On the employer's side, a consultant is on standby to monitor the recruitment process from start to finish. Each company thus has a single contact person who contacts them proactively to give advice and follow up the campaign. In addition, all job descriptions submitted by a company are subjected to our strict Quality Check to make sure everything complies with current laws and standards.”

HUMAN TOUCH

— “Everything is getting more data-driven, and technology certainly creates a lot of opportunities today,” says Stéphanie. “But I am convinced that the human aspect remains crucial for the recruitment process to succeed. At some point, both employer and employee want to meet to see if there is a connection.

Moreover, suppose as a company that you do not receive the right profiles for an open vacancy, we intervene to provide advice. Our Customer Success Consultants optimise job descriptions, eliminate barriers in the application process and boost employer branding.”

“We think along with our customers and AI is not that far advanced yet,” Sofie concludes. “In the end, talent attraction is still about people. And that is something we must not forget today or in the future.” ¶

October 2023 / HRmagazine

43

TALENT MATCHMAKING STARTERS

IS THERE AN ‘I’ IN ‘AI’?

Do you fear that AI could take over all or part of your job in the future?

A lot of jobs will change because of AI, including mine. Today, I already use AI for inspiration and to automate simple tasks. But, I am not afraid. After all, as humans, we can adapt and perform and learn other things.

From rookie to robot: junior positions in AI’s grasp

What is the most dangerous part of AI? Our own actions are the most significant danger posed by AI. People need to exercise caution when utilising AI.

NAME: LEONIE JOB: HR COORDINATOR Do you fear that AI could take over all or part of your job in the future?

No, actually not. Today, I am already saving a lot of time by using AI during the recruitment process and I believe many more benefits will emerge in the future. We just need to learn how to use it in the right way.

‘Relationships, friendships and family connections, I would rather keep AI out of those.’

Leonie

What is the most promising part of AI? Automation of routine tasks. This would allow us to work more efficiently in the HR department and spend more time on what really matters: the people in the company.

Is there a part of life where AI should steer clear from?

At work, AI can be useful, but if it depends on me, AI may stay far away from my personal life.

Relationships, friendships and family connections, I would rather keep AI out of those.

44 HRmagazine / October 2023

What is the most promising part of AI? Saving time, enabling us to spend more time on the ‘human’ side of our job. In my position, AI can help me generate an initial draft for communication, create tutorials and deploy predictive intelligence.

If you could use AI to make this world a better place, where would you start?

I believe a lot of great opportunities still lie in leveraging AI to improve the energy efficiency of processes.

Is there a part of life where AI should steer clear from?

Weapons. Weapons that can make life-and-death decisions without human intervention seems like something we should definitely avoid.

What is the most dangerous part of AI? Without any doubt, the most dangerous thing is to ensure information security.

If you could use AI to make this world a better place, where would you start?

Hmmm, I can’t really choose one. There are so many opportunities where AI can help: healthcare, education, public safety and maybe even poverty alleviation.

NAME: VINCENT JOB: ASSOCIATE BUSINESS CONSULTANT

3 out of 4 use AI in their job

2 out of 4 are encouraged to use AI

‘Our own actions are the most significant danger posed

by AI.’ Vincent

NAME: JENS JOB: PEOPLE ANALYTICS CONSULTANT Do you fear that AI could take over all or part of your job in the future?

I am not worried. I suspect my job will be more of a symbiosis of AI and human reasoning. After all, the AI has to know exactly what to generate, and the data has to be interpreted correctly.

What is the most dangerous part of AI? It becomes dangerous if we simply copy all the information that AI offers and trust it to be true.

ChatGTP is a good example of this. AI relies on historical data and that is not always conducive to making decisions.

What is the most promising part of AI? In my job, AI holds great promise for creating mockups faster, setting up visualisations more easily and quickly discovering trends in datasets.

If you could use AI to make this world a better place, where would you start?

Medicine. AI could improve patient outcomes and reduce medical errors by helping in early detection of diseases and personalised treatment plans.

NAME: CELINE JOB: SAP BUSINESS ANALYST Do you fear that AI could take over all or part of your job in the future?

Not at the moment. You notice that AI can already do good things, but still also faces limitations. In my opinion, the world cannot run just on computers and AI. Human intervention is also needed to better understand context and expectations.

Is there a part of life where AI should steer clear from?

AI should not be entrusted with making complex ethical or moral decisions that require human judgement and empathy.

What is the most dangerous part of AI? The dangerous thing is that people rely too much on AI’s knowledge and stop thinking.

What is the most promising part of AI? AI can certainly provide a supportive function, as it can be used very broadly. This can be time-saving.

If you could use AI to make this world a better place, where would you start?

To improve the world, I would use AI in the medical sector or, for example, to regulate traffic. However, not without human control.

Is there a part of life where AI should steer clear from?

That is a difficult question. In my opinion, it depends on how extensively you use AI. As long as something is not completely taken over by AI, it seems okay to me.

AI: business or bullshit?

100% business

AI: smile or frown?

100% smile

October 2023 / HRmagazine

45

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SPECIAL

5.

RESHAPING RESHAPING WORKPLACE WORKPLACE LEARNING LEARNING Jobs change, even if we don’t change jobs. But keeping ourselves up to date can go at the expense of both productive and personal time. What if our smart devices actually could make us smarter and could boost our personal and professional growth? What if tech could help integrate learning into our existing daily habits?

October 2023 / HRmagazine

47

RESHAPING WORKPLACE LEARNING FLOWSPARKS

— Rob Brouwers (left), HR Specialist Learning, Development & HR Tools at Soudal and Jonas Maerschand (right), National Sales Manager at FLOWSPARKS.

Digital didactics Spending three hours in a classroom and then applying the knowledge gained during on-the-job training is a thing of the past. “Digital learning saves employees a lot of time and makes consuming theory more interactive and therefore more enjoyable,” says Jonas Maerschand, National Sales Manager at FLOWSPARKS. “In addition, the on-the-job story remains crucial. By turning to digital, there can be even more focus on experiencing and executing the theory.”

FLOWSPARKS is an online Learning Content Management System (LCMS) to create, manage and update digital learning materials faster. Soudal uses it to train their frontline employees and simplify onboarding. “Soudal has about twenty-five production sites worldwide and using Excel to keep track of all employees’ learning was no longer possi-

48 HRmagazine / October 2023

ble, certainly not efficient,” says Rob Brouwers, HR Specialist Learning, Development & HR Tools at Soudal with a smile. “The development of learning materials was also in need of digitisation. So time to implement an LCMS.”

A NEVER ENDING STORY

— Jonas: “Learning is a continuous process and an LCMS helps to tackle that in a structured way. Transferring knowledge in the right way and underpinning it didactically is a big challenge in this. I like to compare it to learning to drive. My father is an incredibly good driver, but I still went to driving school. After all, just because you can do something well does not mean you can teach it equally well. Just as the driving school provides an underpinned framework to teach you the right skills, FLOWSPARKS

‘ Hybrid learning is the way to go today. The digital component allows us to make the most of on-the-job training.’

Rob Brouwers

helps to convert all available information to an e-Learning using didactically based formats.”

“FLOWSPARKS makes the learning process a lot more efficient,” Rob adds. “Every employee has access via FLOWSPARKS to e-Learning modules of interest to them. This allows employees to upskill themselves adequately and gives them more control over their personal development. Of course, an HR department or manager can set up mandatory pathways.

A digital training path also offers many advantages for our HR department and managers. The right information gets to the right person without fuss, learning and development management becomes easier, and real-life classroom training can focus entirely on the specific needs of employees.

In addition, FLOWSPARKS allows us to measure a lot. When working with ten in a company, it is easy to keep track of who has learned what, but as a company grows, it becomes difficult to maintain an overview. Thanks to e-Learning, we can easily get the content to the employees and see who has effectively followed the learning paths.

So on the one hand, we can be sure that everyone has a minimum amount of prior knowledge around certain topics. On the other hand, during an audit on safety, we can easily show what training we offer around this and who has already taken it.”

and that is when a colleague’s expertise is welcome. His or her experience and daily findings allow you, in real life, to go deeper into issues covered in the online course.”

“Hybrid learning is therefore the way to go today, also at Soudal,” says Rob. “Offering attractive and didactically strong training packages online increases interest in continuous learning. We also create a culture in which employees can ask questions in real life. The digital component allows us to use on-the-job training in the best possible way, because when it comes to learning, we at Soudal are convinced that one plus one equals three.”

SHOW ME THE MONEY

— Investing in learning and development - like any other investment - comes with various challenges. Yet it is more than worth it.

Jonas: “Manufacturing in Belgium and Europe remains a challenge. Distinguishing ourselves from other countries requires a certain degree of efficiency and that requires well-trained employees. Customers who trigger lifelong learning for their employees see their error rates on production lines drop by several percent.”

Rob: “Besides a more efficient production chain, a well-thought-out learning strategy is also important for recruiting and retaining people. From the start, employees need to feel that they are invested in and that there are opportunities to continue learning and growing. Committing to hybrid learning is the key to success.” ¶

BACK TO SCHOOL

— Jonas: “Theory remains theory. Alongside the digital route, on-the-job training remains indispensable. Ultimately, you need to put the knowledge you have acquired into practice

‘ FLOWSPARKS intuitively converts all available learning material into didactic material.’

Jonas Maerschand

October 2023 / HRmagazine

49

/SHOPPI NG/

Rest assured, we will not bother you with the next best brainiac nerd novelties. What we will bother you with, is a neat selection of high quality gadgets and HR must-haves.

1. Breinbreker by Steven Laureys, a prolific page turner and brain roadmap, clarifying all the ins and outs of our most mythical organ. / bol.com 2. Ticktime Pomodoro Digital Timer. Boiling eggs while counting down to your next office break was never this exciting. / ticktime.store 3. Tired of those withered comics next to the loo? Subscribe to HRmagazine and put a smile on your face. / hrmagazine.be 4. Showing up at work in a Microlino is cooler than a polar bear's toenails. The smallest but hippest two-seat electric bubble car. / microlino-car.com 5. Ordering kebab is not an option yet, asking Siri to belly dance to your favorite tune is. With the Apple Homepod of course. / apple.com

October 2023 / HRmagazine

51

RESHAPING WORKPLACE LEARNING PWC

— Eva De Vries, HR Technology Director at PwC, Workday’s implementation partner

Something is brewing Duvel Moortgat is a proud and vibrant Belgian family brewery with a long history dating back to 1871. Over the years, it has grown from a small local business to a globally recognised player in the beer market.

To keep up with the world’s top companies of today, Duvel Moortgat recognises the importance of digitalisation and, as a result, chose to team up with PwC and Workday to walk towards a brighter and clearer HR future. Ingrid Marcelis, Chief Human Resources Officer (CHRO) at Duvel Moortgat, is excitedly embracing this new direction.

Managing data is often complicated and overwhelming for many companies, especially those operating globally like Duvel Moortgat. Scattered information across e-mails, Excel sheets, and phone calls creates confusion and inefficiency. To address these challenges, digitalisation becomes the logical solution. Duvel Moortgat recognises the benefits of

52 HRmagazine / October 2023

embracing digital technology to simplify HR processes, but also to create a more engaging work environment for its employees. They will soon be able to retrieve data like the organisation structure and information about their pay package more easily in a user-friendly environment, and the system will also allow them to consult and manage their career path and opportunities within Duvel Moortgat.

DIGITAL DESIRE

— “We want one button, one system that ensures data integration and provides instant access to relevant information,” Ingrid clarifies. “Employees should have an easy way to view their personal data and explore career opportunities within the company. We want a user-friendly system that supports informed decision-making, streamlines HR processes, but also makes our employees more engaged and empowered.”

‘ Integrations of different technologies such as multi-country payrolls are the biggest challenges of the digitisation process.’

Eva De Vries

‘ We want one button, one system that ensures data integration and provides instant access to relevant information.’

Ingrid Marcelis

To achieve their digital transformation goals, Duvel Moortgat sought a partner that aligns with their business objectives. That is when they discovered Workday, a software company that offers a system that bundles and digitalises all HR processes. A personal connection with Eva De Vries, HR Technology Director at PwC, Workday’s implementation partner, was obviously a plus.

PwC and Workday have been working together since 2017 and are at the forefront of developing innovative HR solutions. Eva describes Workday as an easy-to-use software allowing companies to customise and configure it to their specific needs, making it an ideal fit for Duvel Moortgat’s requirements.

CHAMPIONING CHALLENGES —

“Of course, implementing such a comprehensive system brings some challenges. HR processes are usually quite straightforward, but technical issues with data and integration can arise, especially within international companies.

However, Workday’s flexibility allows us to configure and

— Ingrid Marcelis, Chief Human Resources Officer (CHRO) at Duvel Moortgat

overcome these obstacles, ensuring a smooth transition,” Eva explains.

The implementation process is not a quick fix but rather a work-intensive journey that takes time, up to a year and a half in Duvel Moortgat’s case. Each step forward is accompanied by necessary adjustments to fine-tune the system until it becomes a workable prototype that aligns with the company’s unique needs.

Ingrid: “To support and help employees to adapt to the new system, Duvel Moortgat is fully committed to supporting its employees through the process, offering extensive training and support to make sure all employees are familiar with the platform, where they have the freedom to work on their growth within the company through performance management and training sessions. There will also be bootcamps, organised by PwC and Workday, for employees who will be using the system more intensively.”

TOMORROW

— “In the end, digitalisation comes with a lot of advantages for Duvel,” says Ingrid. “By reducing administrative tasks and providing quick access to relevant information, it will become easier to follow up on HR administration and it will facilitate the personal growth of our employees within the company. The system’s data integration also ensures accurate and consistent information, minimising errors and improving decision-making.”

In addition, digitalisation will allow Duvel Moortgat to comply with future regulations, such as the European Equal Pay Directive, which emphasises transparency in pay. Being prepared for such regulations allows the company to stay ahead of the curve and demonstrates its commitment to the fair and equal treatment of its workforce.

Looking towards the future, Duvel Moortgat continues to look for new opportunities together with PwC. PwC acts as an end-to-end people service provider to better partner with our clients and this includes legal, personal tax, technology, change management, strategic workforce planning, leadership, culture and ESG. For instance, the company is working on a Growth Academy for which the Workday training module will be implemented. This module will give employees access to a self-developed and tailor-made training platform for Duvel Moortgat. By investing in its people, Duvel Moortgat aims to create a more engaged and fulfilled workforce, while attracting top talent to ensure a prosperous future. ¶

October 2023 / HRmagazine

53

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AI AI CAREERS CAREERS CAREERS SPECIAL

What’s your next career move?

Could tech help you figure it out?

Perhaps even together with your boss? As we work our way through days and projects, we create lots of data - tiny testimonials to our talent, competence, and skill sets.

Mining that data could reveal our true potential for the future, to both our own and employer’s benefits. Because when employees feel challenged and on track, they thrive. And when that happens, business too will thrive.

October 2023 / HRmagazine

55

AI CAREERS SOPHIE HACKFORD

What the hack Sophie Hackford has been called many names: futurist, technologist, researcher, anthropologist, keynote speaker, you name it. She is an unrivalled busy bee bombastically buzzing her way through the tech savvy world of CEOs, nerds, fashionistas, politicians, media moguls and the like. Her career path reads like the Bible, Koran, Tora and the Mexico City Yellow Pages combined. Sophie is a terrific translator between academics, technologists, corporates and governments. Rather than providing answers, she challenges organisations to question themselves.

56 HRmagazine / October 2023

She launched and ran WIRED Magazine’s consulting business, a monthly American magazine published in print and online editions, which focuses on how emerging technologies affect culture, economy, and politics.

Sophie spent two years in Silicon Valley working at Singularity University, a group based at a NASA research park tasked with understanding and harnessing exponential technologies.

Prior to California, she worked at Oxford University, raising more than 120 million US dollars for a research group called the Oxford Martin School. She is also co-founder of 1,715 Labs, an AI and data company.

‘ I am very excited about the humanisation of our communication with machines. In the near future it will be considered silly that we typed commands and did not converse straight with all of our devices.’

Sophie Hackford

‘ Tech is here to serve us’ Sophie Hackford

ID Sophie Hackford — FUNCTION Futurist, technologist, researcher, anthropologist, keynote speaker

AI CAREERS SOPHIE HACKFORD

THE AI IN THE SKY

— AI is a controversial topic facing countless ethical challenges to say the least. Pessimists rant about job displacement and severe social implications including depression, suicide, substance abuse and subsequently social unrest. Positivists focus on the possibilities of using AI for disaster management, health monitoring and fast and repetitive task execution and many more things.

And above all, who will be the gatekeeper of AI’s regulatory framework? Currently big data is in the hands of major unelected companies, opening the door to malevolent practices.

58 HRmagazine / October 2023

‘ The future is not a race against the machines, but a race with them.’

Sophie Hackford

— Sophia, the most advanced human-like robot from Hanson Robotics. As the world's first robotic citizen she captures the imagination of a global audience.

YOUR WISH IS mAI COMMAND

— Although the topics are varied, there is a recurring theme running through Sophie’s talks and her work in general: simpler than the applications of emerging technologies, or the ethics of AI development, Sophie’s talks are about new possibilities.

Sophie is undoubtedly a supporter of the beneficial side of AI. Yet, she stresses the importance of avoiding the creation of a world in which humans are subservient to machines. “Tech is here to serve us, not the other way around.” How powerful is AI and how do we consider its role in society, that is the main question.

We are currently at a breaking point where tech creators are sounding the alarm instead of proclaiming the classic tech utopia.

Sophie is very excited about the humanisation of our communication with machines. “In the near future it will be considered silly that we typed commands and did not converse straight with all of our devices.”

Her overall statement is that AI is a foundational tech that underpins every existing tech from medical monitoring to powering autonomous vehicles. She goes even further and names it a possible everyday commodity like water, electricity or WiFi. “The future is not a race against the machines, but a race with them.” ¶

‘ Simpler than the applications of emerging technologies, or the ethics of AI development, Sophie’s talks are about new possibilities.’

Sophie Hackford

October 2023 / HRmagazine

59

AI CAREERS DELOITTE

— Peter-Andries Albrecht (left), Head of Global Talent at Umicore, and Yves van Durme (right), Global Organisational Transformation Leader at Deloitte

May the force be with you Strategic workforce planning is not new. The concept has been proving its success for years and is seen as the way to go in many HR departments. Today, data and AI are breathing new life into it, creating many new opportunities. Peter-Andries Albrecht, Head of Global Talent at Umicore, and Yves van Durme, Global Organisational Transformation Leader at Deloitte, share how strategic workforce planning makes a difference.

Umicore, a global player in materials technology, is gradually making its ambition to grow a reality. With their 2030 RISE strategy, they set clear goals: being a Reliable transformation partner, Innovation & technology leader, Sustainability champion, and Excellence in execution.

Peter-Andries explains, “The mobility industry is undergoing a significant transition, which means that the ma-

60 HRmagazine / October 2023

terial needs are also changing. At Umicore, we are ready to respond to this, and that means our revenue will grow exponentially by 2030, which naturally has a major impact on our workforce. Together with Deloitte, we embarked on leveraging strategic workforce planning in an effective manner.”

FROM TRADITIONAL TO FUTURE-FOCUSED

— “Umicore is what we call a true traditional company, and the growth ambition they currently have is phenomenal. It is only natural that questions arise, such as: What profiles do we need? Is the talent we need also available in the countries where we want to be operational in the future? The magnitude of their growth does not allow us to take a yearby-year approach but calls for a flexible, future-oriented

‘ Whereas in the past it took a lot of time to develop various workforce scenarios for the future, today data and technology enable us to model quickly and efficiently.’

Yves van Durme

policy. And that is where strategic workforce planning helps them.

Whereas in the past, it took a lot of time to develop different scenarios for the future, today, data and technology allow us to model quickly and efficiently. Various hypotheses regarding workforce planning can be developed, and models can be fine-tuned on a regular basis instead of just once a year. Strategic workforce planning enables us to project into the future more objectively and significantly enhances the credibility and quality of the ultimate decisions.”

ONE DREAM, ONE TEAM

— “Our challenge is twofold,” Peter-Andries explains. “We want to create value as an established company while simultaneously growing like a startup. Having a clear direction pursued by everyone in the organisation is crucial for us to succeed.

Where previously finance, business, and HR had different workforce realities in mind, strategic workforce planning now allows us to maintain one version of that reality. This not only reduces communication noise between different departments but also enables us to work more efficiently. In the past, finance would create a global budget

‘ Where previously finance, business, and HR had different workforce realities in mind, strategic workforce planning today allows us to maintain one version of that reality.’

that the HR department could use for hiring, without considering the specific job profiles needed to achieve growth. Today, we all look in the same direction, resulting in what we call one single equation for workforce planning.”

“Hiring the right talent is crucial to fulfil Umicore’s ambition,” says Yves. “The HR department used to have a more supportive role, working based on the budgets provided by finance and the business.

Strategic workforce planning compels all departments to work together proactively, manage available resources consciously, and look not only at the past but also towards the future.”

READY, SET, GO

— “In order to deploy strategic workforce planning effectively, proper preparation is essential,” says Peter-Andries.

“So, we first brought someone in-house with the right capabilities on board, who, along with the Deloitte consultant, will internally lead the entire process. Together with Deloitte, a framework and model were distilled, which will be translated into tools and systems in the next phase. We now have one model for one of our sites, and the next step is to determine which parameters need to be adjusted to apply the model to future sites worldwide.”

Yves: “Everything starts with strategic workforce planning. It forms the foundation from which you can work in a targeted and focused manner. It clarifies the specific profiles that Umicore needs to achieve the desired growth, which roles need to be filled first, etc. Then it is up to the organisation to take action.” ¶

Peter-Andries Albrecht

October 2023 / HRmagazine

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AI CAREERS VDAB

— Karolien Scheerlinck, Manager at VDAB AI Centre of Excellence

Career development 2.0 In a rapidly changing job market, employees are constantly looking for new challenges and opportunities.

They want to explore their skills, discover potential occupations that match their capabilities and identify relevant training paths to pursue their desired career.

The Flemish Service for Employment and Vocational Training (VDAB) believes in the power of data and AI to support both employees and employers in this change of mindset.

Today, VDAB does more than bring together supply and demand on the labour market. They help employers fill vacancies, support employees and employers in the context of training and assist all professionally active Flemish citizens in optimising their careers. “Not easy in a tight labour market that is also constantly changing,” says Karolien

62 HRmagazine / October 2023

Scheerlinck, Manager at VDAB AI Centre of Excellence.

“Fortunately, in recent years we have increasingly been able to count on the support of data and AI.” Why have data and AI become so important to VDAB in recent years?

Karolien: “The number of VDAB’s clients has increased significantly in the last three years. In fact, since 2020, VDAB has been tasked with becoming a career director in addition to focusing on activation. That means that, in addition to activating non-working jobseekers, we help every professionally active Flemish citizen optimise his or her career and assist employers in their search for the best talent.”

From around 200,000 customers to around four million, that is a big increase. To continue offering quality ser-

vices with the same number of employees, it became clear that committing to AI and the multitude of data VDAB has at its disposal was the best solution.

How can data and AI help organisations optimise their HR policies?

AI makes it possible to process large amounts of data and look for structures and patterns. “At VDAB, we transform these into models and applications that support our services,” Karolien continues. “I am thinking, for example, of providing personalised advice on training courses or job vacancies and developing a number of powerful self-service AI products such as ‘Jobbereik’, ‘Competentiecheck’ and ‘Oriënt’.

Both private and public companies can use our tools to optimise their internal HR policies. The tight labour market makes it difficult to recruit the right talent, which is why they are increasingly turning to internal mobility.

Thanks to our AI tools, organisations can, among other things, gain insight into the current competences of their employees, how these relate to open vacancies and which training courses are possible to redirect employees to within the company.”

‘ AI and data are there to support VDAB staff, citizens and employers. They are certainly not a substitute.’

VDAB strongly believes in data and AI to boost careers.

What about the human factor?

Karolien: “It is never our intention, and it never will be, to completely replace the human factor. After all, 100% reliance on data is not without risk. The data at our disposal may be biased or not representative of reality. As a result, AI models may learn incorrect patterns and thus also lead to inaccurate predictions.

In addition, as a public organisation, VDAB also has the responsibility to provide quality services to its customers.

We want to be a ‘trusted advisor’ of the labour market and thus also want to avoid any privacy and ethical risks that may arise from the use of data and AI. To guard against this, we are strongly committed to bias analysis and last year we set up an Ethics Council, which, as an independent entity, provides advice on the responsible and ethical use of data and AI. This Council consists of both VDAB and external members with diverse expertise and experience.

Reliability, transparency, honesty and ensuring privacy are central to this.

So, automatic decision-making based on data or AI is not carried out at our organisation. Models and data are there to support VDAB employees, citizens and employers.

They are certainly not a substitute. The final decision still lies with the user who can interpret data in a critical way.” ¶

October 2023 / HRmagazine

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STIJN DE VLEESCHOUWER COLUMN

‘The biggest challenge is not the technology’ STIJN DE VLEESCHOUWER IS HEAD OF SALES & MARKETING AT RADIX

MORE COLUMNS ON WWW.HRMAGAZINE.BE

People and technology are the common thread throughout my career. For more than 20 years, I have been intrigued by how technology can add value to people. Or is it the other way around?

Surprisingly, however, despite all the technological advances that have emerged in recent years, our productivity growth has been declining since the 1970s. If we want to maintain our current prosperity, we need to change the way we work. And AI will play a major role in that.

From a technological perspective, AI is becoming increasingly accessible. It remains complex, but the era when AI was only for the big companies is completely in the past.

AI IS A STRATEGIC DECISION And yet … Is it all that accessible? A question companies often ask themselves is, ‘Who will take responsibility within the company for embracing AI?’ When this is looked at from a purely technological angle, we observe that it ends up and remains in the IT corner.

After several months and sometimes even years, companies find that the implementation has cost a lot of money without bringing much value.

Whenever new tools emerge, I see that the focus lies with the technology. However, technology is only a tool in achieving added value. What matters is how technology can support the business. What challenges do you want to solve? Which processes can be optimised? Etc. To deploy AI effectively, the top of the organisation

must be convinced in the first place and AI must be supported by the entire organisation. For it to land successfully, cooperation between business and IT is key. 90% of companies say they know this, yet more than half of them still ignore it. However, to take the organisation to the next level, embracing AI collectively is crucial.

YOU ARE NOT ALONE Implementing AI in the organisation requires more than just buying sophisticated software. Its success strongly depends on the skills and expertise available, and this is where HR plays a central role.

Surround yourself with the right external people to identify AI opportunities and build the right capabilities internally to maintain or gain the competitive advantage in the future. For example, appoint a head of AI who is part of senior management but operates separately from IT. AMBASSADORS FOR THE WIN Introducing AI into an organisation can raise uncertainty and questions. In the end, it still is all about people, so it is important to monitor the human factor from the start. HR can act as the driver for change here. Appointing some tech-savvy ambassadors from the business can help create a common support base.

Last but not least: dare to jump and start with AI. Technology is evolving so fast that you can no longer wait to deploy it. Try out small things, set up pilot projects and use AI as a co-pilot to support your human capital on a daily basis. ¶

‘Dare to jump and start with AI’ 64 HRmagazine / October 2023

AI CAREERS HR APPS

HR APPS HR apps are popping like overnight shrooms.

We took a morning walk in the lush HR forest and came back with a basket full of splendid species. Some of them save you time, some of them money, or was it the other way around? Anyway, these glorious apps are a breath of fresh air on your HR career path.

BambooHR: Just like a panda bear craves his daily bamboo, every HR head prefers this app to manage essential employee information. Simplify HR with awardwinning solutions for everything from hire to retire.

Bonusly: Christmas every day at Bonusly!

Rewarding hard work is a tough job but somebody has got to do it. Bonusly’s peer-to-peer recognition platform offers meaningful rewards and delivers them instantly.

SurveyMonkey: In this case you like to pay peanuts to conduct satisfaction surveys, collect feedback and gauge employee morale. Be the person with great ideas.

Surveys give you actionable insights and fresh perspectives.

Workable: Get your hiring processes streamlined like a Lamborghini. Workable gives you more ways to find more candidates.

Trello: Hello, is it me you’re looking for?

Lionel would have onboarded his band members using this app in the 80’s. Trello brings all your tasks, teammates, and tools together. Keep everything in the same place, even if your team isn’t.

Reflektive: This app creates a continuous stream of real-time feedback strong enough to power all ChatGPT servers and Pizza Hut’s ovens. Scale constructive, ongoing conversations that increase employee engagement, productivity and retention.

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COLOFON

AN NMG PUBLICATION Xpand, Galileilaan 18, 2845 Niel Tel.: 0032 52 20 18 81 info@hrmagazine.be www.hrmagazine.be — RESPONSIBLE EDITOR Evelyne Ferange, Managing Director Nieuwe Media Groep (NMG) — EDITORIAL TEAM Studio HIT: Elien Verheye, Hanne Vermaerke & Gilles Monbailliu EDITOR-IN-CHIEF Hanne Vermaerke COORDINATION Sabine Caluwaert CONCEPT Jim Clijmans COMMERCIAL & ADVERTISING TEAM Caroline Vergauwen, Jurgen Verfaillie, Bianca Vinck, Helen Mortier & Luc Crols — ART DIRECTION Jim Clijmans DESIGN Tom Vanlaere — PHOTOGRAPHY Ruben Boidin — PRINTING HOUSE Graphius Ghent — Very special thanks to Johan Van Damme — MEMBERSHIPS Contact Murielle Cosyns at memberships@hrmagazine.be. HRmagazine is only available through membership. A membership costs 250 euro (excluding 6% VAT) for 6 editions a year. Price for membership abroad is 300 euro (excluding 6% VAT) when invoiced in Belgium.

— ISSUING OFFICE Ghent — COPYRIGHT Content can only be reproduced upon written agreement.

Responsible editor and editors are not responsible for advertorial contents.

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