LABEL PRO RH Pr. Anne Marie FRAY, ESCEM European Project Leader And all the partners.

LABEL PRO RH

Pr. Anne Marie FRAY, ESCEMEuropean Project Leader

And all the partners

MAIN EXTERNAL & INTERNAL

PRESSURES

• Cost Reduction • Ageing population

• Generation gap

Situation du pays HR directors challenges Future

Espagne

Training

• Decline of the industrial period

• Social crisisUnemployment, job insecurityFinancing schemes, social protection and pensions, weakening of the welfare stateSocial cohesion, wealth gaps

• Ageing population• Search of flexibility

Situation du pays HR directors challenges Future

France

Training

The Present...

• Global economic crises

• Investors worried about fiscal sustainability

• Unemployment

• A major demographic problem (an increasingly decline in

demographic levels; the migration rate,...)

Situation du pays HR directors challenges Training Future

Portugal

• Young nation• From agriculture based

economy to industrialized and services based economy

• Since 2001, single party government: Stable economic policies and regulations

• New regulations based on harmonization with EU norms (Turkish Labor Law of 2003)

Workforce Characteristics and Changing Demographics:

Two trends; First: Changing values and

expectations of a young and well educated workforce

Second: Increasing participation of women in the workforce


Turquie

Situation du pays

• Managing Talent

• Becoming A Learning Organization

• Managing Diversity

• Enhancing Employee Commitment

• Strategic partner

• Change manager

• Employees “advocate”


Espagne

Situation du pays

Focus on people management• Management des groupes sociaux :• Management des seniors• Management de la diversité

Link organizational performance and personal commitment


France

Situation du pays

• HR needs to be in an strategic position in

the organization

• A tendency to assume HR function as an

area of internal consulting and not only

as an area that implements policies,

procedures and management tools

• HRM needs to be a support for change

management

• Different tendencies and challenges on

big companies and on small

companies

• On big companies one of the major

concern is the motivation and

retention of top professionals

• Another one is the dematerialization

of information (data security and

access)

• On big companies RHM needs to be a

business partner


Portugal

Situation du pays


Turquie

Situation du pays


Spain

Situation du pays

• Skills in project management, team management and conflict resolution need to be incorporated in the HR training

• More emphasis on the knowledge of Business and Management

• Soft skills to be incorporated to the training

• Boosting the collaboration with the senior management


France

Situation du pays

• Co = key development organizations with networks and social networks, virtual cooperation, informal structures and working more and more dynamic. Training decisions increasingly linked to the final result. (ROI)

• HR training will aim to train HR and HRR can: manage, organize, advise, develop.

These courses must integrate HR 5 dimensions: economic, legal, cultural, technical HR Innovation Management, Social and Environmental.

Overall, the HRD of tomorrow will be a " strategist" who has had an eclectic career. He has trained as a "psycho-socio-manager“

•In summary, the representation of the future of HR business could be conceived by crossing two axes:

• - A first axis which distinguish the external or internal changes that are taking and will continue to impact the HR function

•- A second area that would highlight the possible or probable consequences of these mutations on the individual or organization


Portugal

Situation du pays

•The training of HRM must be beyond technical

components

• It must emphasize and incorporate the

development of conceptual and relational skills

• It must predict pathways of life-long learning


Turquie

Situation du pays

Geographical Distribution of HRM Education in Turkish Universities (Bachelor-Graduate)

There is not sufficient research output to guide practice.

Academician’s studies in HRM are affected by discourses of practitioners. Increasing interest in new concepts and understandings after they become popular but can’t create a projection before that.

Organizations shy away from providing support for research. They do not want to spend time & money on research.


Spain

Situation du pays

Hard skills Soft skills

Knowledge of the business, industry, and region in which the organization evolves.

Knowledge in Strategy

Knowledge in Project Management

Mastery of Information Systems related to H.R. and social networks

Self- control

Resiliency

Empathy

Leadership

Communication aptitudes

Persuasiveness and negotiation skills

Capability to build alliances and to collaborate

Aptitude in conflict resolution management

Skills in providing Feedback

Capacity to act as a « Broker »

Flexibility


France

Situation du pays

Crisis management in everyday life, Social Watch, CSR

Business orientation: Research rare skills and remuneration

Link HR and Strategy

Technical Skills - Communication - Management of the person (employee's behavior)


Portugal

Situation du pays

• A wide range of technical, relational and conceptual skills

• Master the different activities/tools of the function

• Empathy and sensitivity to understand the complexity and uniqueness of

each person as a person

• Excellent leadership, communication and conflict resolution skills

• Has to be an aggregator of human values

• Has to be a key element in terms of support for the administration and the

collaborators

• It will be a professional that play a predominant role in the culture and

organizational behaviour


Turquie

Situation du pays

OLD REALITIES NEW REALITIES

Aim HR focus to decrease costs HR create value by developing intellectual capital in the company

HR perception Field of cost Profit center

HR Managers Lawyers, military man and police originated man Physchogists, sociologists, industrial engineers

Content HRM is the responsibility of HR department Each manager of the company is a HR manager at the same time.

Role Operational jobs such as personal affairs, payroll activities

Strategic partner of management; department forms company strategies toward the general vision and goals of the company

Compentencies Functional compentencies Analytical thinking, higher technological know-how, communication skills, world citizen, higher creativity

Training On the job training By the spread of internet ve mobile technologies e-learning, interactive distance learning, CBT, webucation

Jobs Motivation, performance management, corporate culture, training and development, change management, conflict management, compensation, rewarding, operational jobs

Talent management, corporate culture, change facilitation, emotion management, knowledge management, training and development, coaching, mentoring

Outsorcing Limited jobs such as legislative Training and development, Recruitment and selection

Employees Long term employment, loyal to his/her company, aidiyet, appreciation (X generation)

want to enjoy his/her job, flexibility, flexible working conditions, to have different company experiences (Y generation)

HR Department Medium sized, less effective Downsized, more effective

LABEL PRO RH Pr. Anne Marie FRAY, ESCEM European Project Leader And all the partners.

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