KEUZEWORKSHOP 2

PROGRAMMA

16.25 uurCase 1: Claudia Van Egmond, INGHR Manager Sales

16.40 uurCase 2:Heidi Van Herweghe, Boss PaintsHR Director

16.55 uurInteractie & Discussie

17.20 uurTerugkeer naar zaal Houyoux; kick-off leertraject aan 15 staantafels.

Case :

ClaudiaVan Egmond

ING

Employability a present for your future

Claudia Van Egmond, HR Manager Sales ING Belgium

VOV Kick Off Levensloopbaan, 30/01/2014

" L'avenir, c'est préparer l'homme à ce qu'il n'a jamais été !" Paul Valéry

 

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Employability fits within ING’s business & HR strategy

Strategic VisionStrategic

Business Priorities3 Strategic HR Priorities Employability

What does ING mean by employability?

9/24/11 7Name ING department or name presentation

The ability of all employees to

• improve and develop their skills• integrate recent or future changes in their job or functional domain

Allowing them to• perform wel in actual function • grow & adapt to changes all along his/her professional

life• discover what are their talents & strenghts, what gives

them energy & how to deploy their talents• stay agile and proactive for their development, open to

new options and challenges• maintain & improve their sustainable market value within

and outside the company

Shared responsibility

• Employee• Manager• Unions• ING

Basic principles of ING’s Employability approach

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BUSINESS PRIORITY & OWNERSHIPThe employability challenge is sponsored by our Executive Committee and owned by each and everyone at every level of our organization.

INTEGRATIONWe have developed an end-to-end approach, not only focusing on tooling but also on policies, systems, skills, behaviours and culture.

ANTICIPATIONWe were able to anticipate key challenges and initiate change before we were forced to change. This anticipation has allowed us to create a well rooted and sustainable employability program.

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2015

Building a new culture change program• 6 mindsets &

behaviors

2013-2014

Awareness campaign reaching all employees• Stimulate the way of thinking on

employability• Introduces the launch of useful and

practical employability tools and processes

MidYear review• Development

dialogue• Development action

plan (70/20/10)

Embedding in other HR practices & policies • Uniform competencies framework • Enhanced Job Career Framework

& development passports & easy job descriptions

• Integration outcome MidYear review in succession planning

• Internal mobility & external recruitment

• Strategic workforce planning• ‘My Future Check” • Reward policy

Portal for all employees: Employability Guide3 step approach• I know myself• Were do I want to go?• What is my action plan?

Launch MyJob/YourJob

Creating mutual understanding and broadening the One Bank view by experiencing each others tasks & responsibilities

ING’s employability journey

Supported by: existing learning offer, jobsite, already existing Job career framework

Making sure talents keep in shape• Wellbe@ING

Thanks for your attention