Fonds de solidarité FTQ - Rapport annuel et de développement durable 2012Fonds de solidarité FTQ
Rapport annuel et de développement durable 2012
Le développement durable est inscrit dans la mission, les valeurs et les pratiques du Fonds de solidarité FTQ. C'est pourquoi le Fonds a un rôle d'importance à jouer afin d'assurer un développement qui, dans son déploiement, tient compte des dimensions économique, sociale et environnementale.
http://www.fondsftq.com
The document discusses an employee engagement discussion group on LinkedIn with over 10,000 members. It poses questions about what an engaged workplace would look like, where everyone understands goals and needs little direction. However, engagement can be difficult to achieve and maintain for all employees at all times. The group started in 2009 to share knowledge and insights into building engaged organizations through content sharing and experience exchange.
This document summarizes Securex's vision of being a partner for human capital management and talent acquisition. It discusses how Securex started using social talent acquisition internally in 2008 but did not fully implement it. The document emphasizes that social talent acquisition is about changing behaviors to have employees actively use their networks, rather than just using tools. It also highlights that the process needs to start internally to motivate ambassadors before expanding externally. The document provides examples of Securex's social media presence and networks of ambassadors.
The document discusses two reasons for worrying about children's futures: 50% of jobs may disappear due to automation and robotics, and 50% of millennials may live to be 100 years old, straining pension systems. It also outlines steps needed for sustainable employability like customizing work around individual talents and strengths through job sculpting, flexible work arrangements, lifelong learning and career transitions. The role of HR is described as an expert, coach, architect, data manager and strategist to help navigate these changes and create customized solutions.
Fonds de solidarité FTQ - Rapport annuel et de développement durable 2012Fonds de solidarité FTQ
Rapport annuel et de développement durable 2012
Le développement durable est inscrit dans la mission, les valeurs et les pratiques du Fonds de solidarité FTQ. C'est pourquoi le Fonds a un rôle d'importance à jouer afin d'assurer un développement qui, dans son déploiement, tient compte des dimensions économique, sociale et environnementale.
http://www.fondsftq.com
The document discusses an employee engagement discussion group on LinkedIn with over 10,000 members. It poses questions about what an engaged workplace would look like, where everyone understands goals and needs little direction. However, engagement can be difficult to achieve and maintain for all employees at all times. The group started in 2009 to share knowledge and insights into building engaged organizations through content sharing and experience exchange.
This document summarizes Securex's vision of being a partner for human capital management and talent acquisition. It discusses how Securex started using social talent acquisition internally in 2008 but did not fully implement it. The document emphasizes that social talent acquisition is about changing behaviors to have employees actively use their networks, rather than just using tools. It also highlights that the process needs to start internally to motivate ambassadors before expanding externally. The document provides examples of Securex's social media presence and networks of ambassadors.
The document discusses two reasons for worrying about children's futures: 50% of jobs may disappear due to automation and robotics, and 50% of millennials may live to be 100 years old, straining pension systems. It also outlines steps needed for sustainable employability like customizing work around individual talents and strengths through job sculpting, flexible work arrangements, lifelong learning and career transitions. The role of HR is described as an expert, coach, architect, data manager and strategist to help navigate these changes and create customized solutions.
The document discusses the strategic importance of sustainable employability in Belgium. It notes that sustainable employability is an area where HR, individuals, and the government have common interests. However, progress has been slow, and discussions are sometimes counterproductive as different stakeholders have differing views. HR can play a crucial role by creating the right conditions for motivation, engagement, competence and health to ensure people are able and willing to perform sustainably over the long term. While some progress has been made, more is still needed to address challenges like scarce talent, low mobility and training participation, and increasing health issues.
This document summarizes David Ducheyne's presentation on designing for well-being at King's College in March 2018. Some key points from the presentation include: considering work as a source of well-being rather than illness, well-being being a shared responsibility between policy-makers and individuals, and the three levers for improving well-being being leadership quality, work context design, and personal resources. The presentation argues for organizations to embed well-being into their overall strategies rather than treating it as a separate program.
On December 12th I gave this presentation during a seminar on managing employee wellbeing, organised by the Flemish Agence for Work Mediation.
I contributed a chapter to the book that Fons Leroy and Wendy Ranschaert edited.
How to create value through sustainable leadershipOtolith
This document discusses the value chain and leadership. It notes that talent management and customer experience are crucial. It discusses traditional approaches to leadership and achieving goals. It also notes that even the best can go wrong if not in the right context. It asks questions about what kind of context and leadership is needed to succeed. It discusses trust in leadership and achieving value for stakeholders, organizations, and leaders. It notes challenges with leadership like a perceived crisis, abuse of power, and lack of employee engagement. It discusses the need for sustainable leadership based on character traits like empathy, fairness, reciprocity, and kindness. It asks questions about how leaders can maintain their character and address areas for improvement.
The document discusses corporate social responsibility (CSR) and human resources (HR) practices. It suggests that CSR and a focus on sustainable employability through customized HR approaches can help organizations adapt to changes in the labor market and promote longer working lives. Specifically, it advocates for:
1. Developing a people vision and context that facilitates choice and adds value to individuals' lives.
2. Creating an architecture of choice for employees through mass customization, standardized choice, and individual deals.
3. Letting HR practices evolve to support customized jobs, learning, careers, and rewards.
4. Viewing helping people build sustainable employability as part of any CSR strategy.
1) The document discusses an award for "Psychologist of the Year 2012" (#pvhj2012) with sections on nominations, career, and activities related to the award.
2) Professors Frederik Anseel, Ann Coetsiers, and Michiel Crommelinck are nominated for the award.
3) Luc De Bruyckere wins the GAP Lifetime Achievement Prize and Erik De Soir wins the Academia Press/Story Scientia Award as "Psychologist of the Year 2012."
The document discusses the strategic importance of sustainable employability in Belgium. It notes that sustainable employability is an area where HR, individuals, and the government have common interests. However, progress has been slow, and discussions are sometimes counterproductive as different stakeholders have differing views. HR can play a crucial role by creating the right conditions for motivation, engagement, competence and health to ensure people are able and willing to perform sustainably over the long term. While some progress has been made, more is still needed to address challenges like scarce talent, low mobility and training participation, and increasing health issues.
This document summarizes David Ducheyne's presentation on designing for well-being at King's College in March 2018. Some key points from the presentation include: considering work as a source of well-being rather than illness, well-being being a shared responsibility between policy-makers and individuals, and the three levers for improving well-being being leadership quality, work context design, and personal resources. The presentation argues for organizations to embed well-being into their overall strategies rather than treating it as a separate program.
On December 12th I gave this presentation during a seminar on managing employee wellbeing, organised by the Flemish Agence for Work Mediation.
I contributed a chapter to the book that Fons Leroy and Wendy Ranschaert edited.
How to create value through sustainable leadershipOtolith
This document discusses the value chain and leadership. It notes that talent management and customer experience are crucial. It discusses traditional approaches to leadership and achieving goals. It also notes that even the best can go wrong if not in the right context. It asks questions about what kind of context and leadership is needed to succeed. It discusses trust in leadership and achieving value for stakeholders, organizations, and leaders. It notes challenges with leadership like a perceived crisis, abuse of power, and lack of employee engagement. It discusses the need for sustainable leadership based on character traits like empathy, fairness, reciprocity, and kindness. It asks questions about how leaders can maintain their character and address areas for improvement.
The document discusses corporate social responsibility (CSR) and human resources (HR) practices. It suggests that CSR and a focus on sustainable employability through customized HR approaches can help organizations adapt to changes in the labor market and promote longer working lives. Specifically, it advocates for:
1. Developing a people vision and context that facilitates choice and adds value to individuals' lives.
2. Creating an architecture of choice for employees through mass customization, standardized choice, and individual deals.
3. Letting HR practices evolve to support customized jobs, learning, careers, and rewards.
4. Viewing helping people build sustainable employability as part of any CSR strategy.
1) The document discusses an award for "Psychologist of the Year 2012" (#pvhj2012) with sections on nominations, career, and activities related to the award.
2) Professors Frederik Anseel, Ann Coetsiers, and Michiel Crommelinck are nominated for the award.
3) Luc De Bruyckere wins the GAP Lifetime Achievement Prize and Erik De Soir wins the Academia Press/Story Scientia Award as "Psychologist of the Year 2012."
1. 046_GPV1QU_20120331_RMPHP_00.pdf; Mar 29, 2012 21:24:34
047_GPV1QU_20120331_RMPHP_00.pdf; Mar 29, 2012 19:35:19
46 RÉFÉRENCES
31 MARS 2011
RÉFÉRENCES
31 MARS 2012 47
VAC & CO
APERÇU PAR FONCTION
DIRECTION & CADRES SUPÉRIEURS
RESPONSABLE ADJOINT DE MAGASIN NATURE ET DÉCOUVERTE 42
RESPONSABLE COMMERCIALE SOPHIA CONSULTING 39
TECHNICO-COMMERCIAUX EXTERNES AMMERAAL 42
DIRECTEUR ADM. REL. EXTÉRIEURES ET COM UNIVERSITE CATHOLIQUE DE LOUVAIN 42
DIRECTEUR GÉNÉRAL
DIRECTEUR GÉNÉRAL
DIRECTEUR GÉNÉRAL
CENTRE HOSPITALIER PELTZER - LA TOURELLE
CHR NAMUR
CENTRE HOSPITALIER UNIVERSITAIRE BRUGMANN
12
11
12
RESPONSABLES RH
DIRECTEUR MARKETING ET COMMUNICATION BOZAR HUDSON 43 SECRÉTAIRE ADMINISTRATIF CPAS DE WATERMAEL-BOITSFORT 14
INGÉNIEURS CONSULTANCE
ENGINEER - MEDICAL EQUIPMENT UNOPS 14 CONSULTANT ACCOUNTING & FINANCE HAYS 34
INGÉNIEUR APPLICATIONS TECTEO 50 CONSULTANT CONSTRUCTION HAYS 34
INGÉNIEUR EN ÉLECTRICITÉ FI ENGINEERING 42 CONSULTANT ENGINEERING & TECHNOLOGY HAYS 34
INGÉNIEUR ÉTUDES TECHNIQUES SPÉCIALES TECTEO 50 CONSULTANT INFORMATION & TECHNOLOGY HAYS 34
INGÉNIEUR SMART TECTEO 50 CONSULTANT LÉGAL HAYS 34
PROGRAM MANAGER COEXPAIR 14 CONSULTANT LIFE SCIENCES HAYS 34
PROJECT MANAGER UNOPS 14 CONSULTANT OFFICE PROFESSIONALS HAYS 34 150 professionnels RH lors du e-Recruitment Day de Références
CONSULTANT PURCHASING & LOGISTICS HAYS 34
TECHNIQUE & PRODUCTION
E-RECRUITMENT
CONSULTANT RETAIL HAYS 34
CONSULTANT SALES & MARKETING HAYS 34
CONSULTANT SENIOR FINANCE HAYS 34
CONSEILLER EN PRÉVENTION NIV. 2 INSTITUT REINE FABIOLA 38
CONSEILLER EN PRÉVENTION CLINIQUE SAINT-JEAN 13
SECTEUR JURIDIQUE
ANNÉE 2012 :
CONSEILLER TECHNIQUE INSTITUT REINE FABIOLA 38
DESSINATEUR EN ARCHITECTURE FI ENGINEERING 42
DESSINATEUR EN ÉLECTRICITÉ FI ENGINEERING 42 ATTACHÉ SPÉCIFIQUE ICDI 45
PERSONNEL TECHNIQUE COMMISSION COMMUNAUTAIRE FRANCAISE 14 EXPERT EN DOSSIERS MÉDICO-JURIDIQUES RIZIV 13
SHOP TECHNICIAN COEXPAIR 14 EXPERT JURIDIQUE PHARMA.BE 13
TECHNICIEN-CHEF D’ÉQUIPE ENTRETIEN ICDI 49 GESTIONNAIRE DE DOSSIERS SETCA 49
join the conversation !
SECRÉTAIRE ADJOINT CPAS DE SCHAARBEEK 14
SCIENCES FINANCES
ANALYST BIOLOGY QUALITY ASSISTANCE 43
ANALYST PHYSICO-CHEMISTRY QUALITY ASSISTANCE 43 AGENTS INDEPENDANTS ARGENTA SPAARBANK SEARCH & SELECTION 41
ASSISTANT SUPPORT LOGISTIQUE QUALITY ASSISTANCE 43 ASSISTANT EN ADM. ET GESTION FINANCIER ASSAR 42
BIOTECHNICIEN CHIREC 12 CHEF DE LA COMPTABILITE AMBASSADE DU CANADA 39 Le mardi 27 mars, 150 professionnels RH se Après ce discours d’ouverture, Steven Van Belleghem,
GÉOMATICIEN IDEA 15 COLLABORATEURS JUNIORS BFS 39 sont réunis à l’Utopolis de Malines pour le Ilse Jansoone (HR Manager Wijs) et David
MÉDIATEUR HOSPITALIER CHR NAMUR 13 DIPLÔMES EN COMPTABILITÉ POLICE FÉDÉRALE 16
TECHNICAL MANAGER BIOLOGY QUALITY ASSISTANCE 43 DIPLÔMES EN ÉCONOMIE POLICE FÉDÉRALE 16 premier e-Recruitment Day de 2012. Grâce à Ducheyne (Chief People Officer Securex) ont ouvert
TECHNICAL MANAGER PHYSICO-CHEMISTRY QUALITY ASSISTANCE 43 DIPLÔMES EN FINANCE POLICE FÉDÉRALE 16 ces workshops, Références tient la communauté le débat avec le public sur la faisabilité et la mise
HEAD OF FINANCE AND ACCOUNTING UNIVERSITÉ DU LUXEMBOURG 11
RH informée des toutes dernières tendances en en application de la ‘conversation management’,
VENTE & MARKETING
MANAGER FINANCIER SCHYNS 45
UNIVERSITAIRE A ORIENTATION GESTION SOCIETE REGIONALE WALLONNE DU TRANSPORT 15 matière de recrutement online et d’employer en particulier dans les domaines spécifiques du
branding. recrutement et de la sélection. La discussion a été
AUDI MANAGER
COMMERCIAL
COMMERCIAL INTERNE FRANCAIS/ANGLAIS
D’IETEREN
ALPHAMIN
PN SELECTION AND SEARCH
DE PUTTER & CO 33
42
39
LOGISTIQUE & DISTRIBUTION Steven Van Belleghem, Managing Partner
menée par Indra Dewitte (journaliste VRT).
COMMERCIAL INTERNE FRANCAIS/ESPAGNOL PN SELECTION AND SEARCH 39 BUYER EDF LUMINUS 37
GESTIONNAIRE RESEAU BENEVOLE ACTION DAMIEN 38
d’InSites Consulting et professeur à temps Le tout dernier mot du e-Recruitment Day est
COORDINATEUR SPONSORING LA MONNAIE 49
MARKET DEVELOPER COEXPAIR 14 PROCUREMENT OFFICER UNOPS 14 partiel à la Vlerick Management School, a revenu à Steven Van Belleghem. Il a remis une
présenté en exclusivité son tout nouveau livre mission à la communauté RH: endéans les
The Conversation Company. Il a mis les invités 48h, mettre en application les apprentissages
sur la voie pour qu’ils fassent de leur entreprise de la matinée afin d’éviter de les oublier.
une vraie conversation company.
Quelques tweets postés durant le discours et le débat :
“ Transparancy is “ True again : “ Hire for attitude “ Une forte culture “ Chaque client est
a huge strenghth, hr-managers instead of technical d'entreprise est le collaborateur de
not a threat, as are onderschatten skills – attitude cruciale si vous votre entreprise…
Toutes ces annonces se trouvent en ligne sur
PHOTOS: ISABEL POUSSET
our employees ” hun impact op de cannot be trained ” voulez démarquer logique, mais
references.be/jobs (Marccusters) klantenbeleving ” (cvandeneede) sur les médias souvent oublié je
(petercoox) sociaux ” pense ”
(timdepauw) (sven_hubin)