It’s not all plain sailing in the worlds of HR and Line management.
Just two weeks ago in Barcelona the 2nd HrcoreLAB welcomed over 260 delegates from 37 countries.
All enjoyed the two-day event gaining insights into: talent management, recruitment, employer branding, performance management, employee engagement… See what we got up to on Twitter #hrcorelab2.
We have put together a few testimonials from the participants:
“Thank you very much for inviting me to speak at the Leading with Talent Seminar, it was an excellent event and very well organised. I hope my part lived up to your expectations. Please bear me in mind for future events, I would be delighted to speak on the subject of leadership. “
Tim Cain Leadership
“Many thanks indeed for the highly insightful seminars and the smooth organization by your Teneo teams. The 3 streams touched on many different issues, many highly relevant and a few key in allowing our team to be fully aware on such market insights.In very brief, from an organizational point of view, the session structure and effectiveness of the 3 streams was clearly better than the year before (better time management, better coordination and information, use of live tweets visible across the 3 sessions). Good presence outside the rooms (partners).”
Director Talent Acquisition & Development – Ferrari
“I really enjoyed the conference, everything was very well arranged. I also enjoyed hearing a lot of success stories from HR professionals at well known companies. Thanks again for inviting me & I hope you found my contribution valuable as well, I received very positive reactions on my topic which greatly inspired me!”
Senior Leadership Development Consultant – HR Talent Management EMEAC – Medtronic
“I want to extend my heartiest congratulations to you and your team for producing such a enriching and value adding conference. The quality of speakers was A class and participants were quite diversified in terms of industries/countries represented. The 3 stream concept worked well and the Chair persons managed these streams very well.Your team managed the event quite well and it showed in every way. I had a good time speaking at the conference, bringing in insights into Best Practices in HR and hopefully look forward to being a part of your future events..”
Executive Vice President & Head of Human Resources & Communications – ING Investment Bank
“I really enjoyed the workshop sessions which happened in parallel with the streams.”
Customer Service Team Lead – DuPont
“I highly enjoyed the quality of attendees and the relevance of the subjects.”
Head of Recruitment International Staff – NATO
“Thank you for a very fruitful event, energy and coordination! Looking forward to seeing you again next year. “
KAM Country Manager – Universum
“Congratulations for an excellent organization.”
Coaching Competence Center Director – EADA Business School
“Thank you for the quality of the even’ts organization which has exceeded our expectations “
Southern European Marketing Manager – Successfactors
“Very well structured with respect towards timing.”
HR Development, Recruitment and International Mobility – Generali Employee Benefits
“Great opportunity to pick the most interesting topics of each one of the streams..”
People & Organization Director, Southern Europe & Middle East – Sony Pictures Entertainment
“Exchange of ideas, best practices and networking opportunities.”
Head of Talent Scouting – Roche
“Well arranged, great opportunities to network and a wide people/company diversity.”
Global Recruitment Manager – Ramboll Oil & Gas
“Enjoyed variety of topics and choices, as well as the speakers/companies, timing and duration of the presentations.”
Talent Acquisition Associate – World Economic Forum
“Great organization, Teneo’s Staff and of course the city!”
Global Engagement Director – Swarovski
“Outstanding cross-cultural mix of participants, nice breadth of topics. Enjoyed case studies a lot.”
Head of Leadership Development – Saudi Aramco
“Very well organised, good coordination, good coverage of mainm HR challenges and topics”
Associate Director Career Management – ESADE Business School
“Lot of time built into discussion and interactivity”
Group Adviser – Performance & Talent Management – Rio Tinto
A big thank you to everyone involved, we look forward to seeing you again soon!
Today’s reward landscape seems to be more challenging than ever before.Never have we seen so many evolutions occurring at the same time. As a consequence, there is a huge need to further professionalise the reward function. Important instruments in this respect include training and networking.
This Teneo conference will provide you with interesting testimonials, insights into research results, and multiple opportunities to
exchange opinions and practices. In our opinion, the reward strategy is at the heart of successful reward management. Based on an in-depth analysis of the business context, choices have to be made and have to be made explicit regarding how much to reward, how to reward, and what to reward for.
Today, only a minority of the firms have such an explicit reward strategy. However, this reward strategy serves as the main guide for developing reward systems, but also as the general philosophy for developing local policies, for the dialogue with unions, and to explain the reward systems’ underlying logic to employees and line managers. In this respect, it is a very important instrument.
Taking one step back, C&B professionals should be aware of the multiple changes in the external business context as well as the
internal business context. These context factors serve as main input for developing the reward strategy. As far as the external business context is concerned, we see a lot of changes in the regulatory framework.Furthermore, the economic situation is more unpredictable than ever. As a consequence, reward systems have to be more flexible.
As well, important changes are taking place on a social level. Different generations at work and keeping a greying population longer at work, preserving their motivation and productivity, are the main challenges here. I am convinced that we need to fundamentally rethink our reward policies and systems from the perspective of this changing business context.
On the level of the implementation, we also see a number of challenges and trends. Firstly, budgets are more limited, leading to a shift from fixed to variable remuneration. Secondly, more and more companies are offering flexible benefits, in which employees can make choices in order to better adapt the benefit to their personal needs. And last but not least, one of the most important issues is to improve employee knowledge in the field of their remuneration. This leads to a higher appreciation and will improve the ‘return on reward investment’.
Xavier Baeten – Professor of Reward Management Vlerick Business School
This social media boom will end badly, just like the dot.com boom & bust did in the year 2000″ the investment banker said. I was talking to a good friend of mine, a former master of the universe based in NYC who had kept a low public profile the last few years. “We see a lot of smart money flowing into heavy industries, machineries, packaging and other non sexy manufacturing businesses and these businesses are doing well” he continued “but it is nothing compared to the funds that fools want to invest in anything social media, they will get burnt sooner rather than later”.
Although he was right about the renewed interest in typical manufacturing businesses, I also hear from many of my C-HRO colleagues that these businesses are hiring, I told him that his views about Silicon Valley were plain wrong.
It boils down to four main themes (1) it is in the cloud (2) innovative social media is disrupting business models (3) mobile rules (4) blurred lines between business and private life.
There is something happening in the HR Tech world. In the past many promises were made and to a certain extent innovations were implemented but nothing led to real people practice transformations. It is different now.
To kick off, the cloud based core HR systems are rapidly rising in popularity. Last month I was at a senior HR conference in London and many of the attendees there told me that they were contemplating to roll out a new cloud based people management system. Reasons are simple, these systems are not only much cheaper than previous generations of people management software but also a lot quicker to deploy. Executives like that, systems that are better, faster and cheaper.
Secondly, some -not all- of the popular social media companies are disrupting the way how Talent is identified, sourced and recruited. Executives talk a lot about the impact of social media for their business but find it hard to discriminate between what works well and what is just a hype. Whereas Facebook, Twitter and YouTube are all fine channels to build an employer brand they are irrelevant when it comes to recruiting new employees, that space is dominated by Linkedin with their recruiter accounts. Same can be said for Xing for the German speaking countries and Viadeo for French and Spanish speakers.
The third movement is the quick emergence of mobile devices. According to market research company GFK the number of mobile users in a country like the Netherlands is already higher than the number of PC’s/Desktops (67% household penetration versus 65%). Mobile devices have overtaken PC’s, who could have forecasted that a few years ago? Any business that can use the mobile channel to connect with their customers will win big time, just watch at any train station or ticket line how many people are using their mobile phone while waiting for something. So all your current and future employees are using their mobile devices meaning that your HR department can’t ignore this fact when they recruit, promote, reward, dismiss or develop Talent. It is logical that a young Internet and Technology company like Groupon recruits hundreds of people via Linkedin but even established multinationals in century old industries like Shell and Unilever have discovered the power of conducting their own candidate sourcing via social media.
Also, many executives want to get People KPI’s and HR dashboards on their tablets or cell phones and some even want to conduct people transactions via these devices when they are on the road and with core systems being in the cloud all this is now possible. There is no clear distinction anymore between work and private time. Mobile devices have made these lines blurred. Five years ago we were still using BlackBerries and Nokias and we thought that Linkedin was a handy on-line rolodex and now we see that new hardware providers and above all -cloud based- software companies are disrupting many businesses and I don’t see it going bust anytime soon. The situation can best be described by the phrase that was coined by Silicon Valley investor Marc Andreessen “software is eating the world”.
Ben Van Stekelenburg, VP HR International & Global Talent Director – Groupon
Presenting at the 4th Future of Recruitment Seminar, Barcelona.
In this last part of the Performance Management Case Studies we want to share with you the BT Operate challenge to implement a Performange Management system.
BT Operate was formed by integrating three separate organisations employing
almost 20,000 people globally. The business has genuinely been transformed over
the last three years with significant improvements in service levels to customers
together with c17 per cent net year on year reduction in costs.
But there have also, not surprisingly, been significant challenges experienced on
the journey, challenges that have required new and incisive change initiatives.
One of these (at a time of intense competitive pressures and downsizing) has
focused on BT totally reshaping its approach to performance management.
It has introduced an on-line e-performance management system, aimed at building
much more quality and rigor into the process of improving performance and
Interestingly, many people in BT Operate initially saw this as being as much of a
barrier to helping support enhancing performance as it has been seen as an enabler.
This presented a sensitive challenge for senior leaders in BT Operate who
have had to balance introducing new commercially focused performance practice
at pace with the perception by some employees that the approach is punitive and
One of the chairmen at our “Performance Management” conference next March will be Peter Reilly, Director HR Research & Consultancy at IES – “institute for Employment Studies”.
Thanks to Peter and the IES we can now share with you this study about “Key Research Findings” in the challenge of implementing Performance Management;
Peter joined IES in 1995 as a Senior Research Fellow after a 16 year career with Shell. He has since been promoted to his current post. At the Institute he leads the work on reward and on the HR function, but contributes significantly to HR planning and labor market projects.
See those tweets from Teneo Tony? That weird sideways picture always reading or liking your posts? All those posts in groups you just joined and may have just heard off.Yep that’s probably me. My name is Tony Patralski or as you probably know me – Teneo Tony and I make sure you know who Teneo is and what we do. Is it working? Good!
I started working for Teneo February of 2012 and can say I have been a part of Teneo´s wonderful growth. Things I remember as the company grows;
New office – mid 2012 – Yes, I have a window now + we have a roof top terrace on the 8th floor in central Barcelona looking over this wonderful city. Yes, I helped move – but it was worth it not only has our office doubled in size but also in class!
New branding – you see our new logo? Of course you have and its copyrighted! Great move from the 80´s style one before.
New website – September 2012 – keeping up in the tech savy world has been easier by our multi user friendly website, adding our best ideas and progressions on the fly. www.teneoevents.eu
The staff – Since I started Teneo has had to almost double its staff in order to keep track of all of our current and future clients. Employees here: http://tinyurl.com/kl42jm8
To end – I am happy to be a part of Teneo´s fantastic growth to becoming Europe´s most recognized HR and educational seminars company. http://tinyurl.com/k3taoax
Btw, since I click “like” on lots of your articles why not click like on mine? LOL http://tinyurl.com/l2yqdv2
Last March we put together our first HR Core Lab. A congress that merged together three of our more relevant events on Talent Management, Employee Engagement and Recruitment.
It was a great success, we are already looking forward to organizing the second edition of it! If you want to give a glimpse to our event, you can check it just down below.
compensation and benefits, Employee Engagement, hr business partner, hr business transformation, hr core lab, Human resources, human resources conference, human resources seminar, leadership development, Recruitment, talent acquisition, Talent management, teneo events, teneo meetings
We are finally here, after a lot of doubts and work …We have decided to launch our corporate blog, come on give us the chance to impress you!
What do we want to share in our blog?
We do not want a regular HR blog, neither an advertising one, we want something else. Here you will most definetely find HR news and innovations, however we will feed our followers with intereviews and insights from our past clients and collaborators.
Why? Because we feel things that come from the inside of the companies are even more valuable that articles and theories.
We will do our best to balance both categories. And hope you enjoy while we try 🙂
Who? Everyone is more than welcome to read, discuss, comment and share! Yes share ! Because we want interaction, we want constant flow of ideas… Do you feel do you have something to say? Contact us! We want people involved, give us your ideas, share your views…
We are always happy to innovate and hear what all of you have to say. It’s our most valued feedback and comments.
Keep tuned for all of these, and maybe some things more… Who knows?