Talent management

When we talk about the future of work, the concept of work and an employee's role within the company are constantly evolving.

Recently, we had the chance to speak with Arjen van Hooydonk, HRIS (Human Resource Information System) Solution Architect at SD Worx SAP solutions, about the future of work and how he thinks that jobs will change in the future. The future of work explains how work will evolve over the next decade because of technical, generational and societal transformations.

Sourcing, attracting, assessing, recruiting, engaging and retaining the absolute best people have never been more crucial to organisations. However, with many changes to the world of recruitment over the past few years, today’s talent acquisition leaders must gear up for another big change: the incoming generations. Keep reading to learn how to reshape your job advertising strategies to attract the next generation of talent successfully.

When done right, career development conversations can be a powerful tool that boosts the overall employee experience. However, some misconceptions may prevent your organisation from harnessing the full power of this key driver. Below, we’ve untangled 6 common myths associated with career development sessions.

Creating the right conditions for your staff to have long and happy careers has become more challenging than ever before. And digitalisation has made the future of some positions highly unpredictable. According to Jill Everaert, Manager SD Worx Academy at SD Worx Belgium, your best bet is to create an employee-driven learning culture, look for passion and talent in your team and foster it with a customised offering.

As the healthcare industry in Belgium is mature and there is a war for talent, SILVA Medical, a Belgian hospital group, faced issues in its recruitment processes and candidate experience. The non-profit has always had strong assets in terms of attracting talent, but these were not highlighted, and its communication left room for improvement. The HR department wanted to catch up with a delay in the digitalisation of the organisation

Over the past 30 years, the number and variety of alternative forms of employment have steadily increased. Today, the majority of employers use flexible workers. Yet, for many of them, this is ad hoc and often related to capacity issues. “When it comes to developing a formal workforce strategy, there is still a lot to be done,” says Jan Laurijssen, Senior Researcher at SD Worx. He calls for a more forward-looking approach to talent management.

Globally, millions of employees are leaving their jobs in historically high numbers. This phenomenon has been dubbed "The Great Resignation." An autumn 2021 study found that nearly one in four UK employees planned on switching jobs in the next few months. And the trends have only continued through this spring.

Offering an interesting and competitive pay package, but not highlighting it afterwards, is a bit like a rainbow in the dark. As not even half of employees regularly look at their payslip, many will undoubtedly lose sight of what they actually earn.

Over the last decade, we have been witnessing a shift in HR – and the current pandemic crisis is accelerating the trends. With issues and topics more polarising with every passing day, it is HR professionals that will be in the spotlight – now more than ever. Grasp this opportunity to embrace HR’s role as strategic partner and play an essential part in becoming an organisation of the future

What will 2021 bring? After such a turbulent year, it would be audacious to start making big statements. But one thing seems to be a given: ‘the old normal’ is not coming back.

COVID-19 has a great impact on employees, with mass homeworking as one of the most remarkable outcomes. Many companies are pulling out all the stops to establish viable homeworking policies, implement digital tools and create a renewed organisational culture.

According to Professor Joe Perfetti from the University of Maryland, “The keyword for the 20th century was ‘speed’; the keyword for the 21st century is ‘agility’. And then COVID emerged to shake the business world up beyond our wildest imaginings. What does that does that mean for companies – and their HR teams?