Going for Touch
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The document outlines a consulting approach focused on leveraging individual strengths to enhance organizational potential through open innovation and AI methodologies. It emphasizes collaboration, creative thinking, and a commitment to performance management and HR processes like staffing and development. The aim is to transform HR into a proactive 'contact sport' that aligns with the company's vision and fosters positive outcomes.
Going for Touch
- 1. Kirsten Floren,e & Jan Laurijssen WAIC 2012 Touch crouch pause engage
- 2. What you can expect… • Share the story • Invi,ng you • How AI helped us • To par,cipate • To create a shared • And add to the process vision • We’re going through • On our organisa,on and HR • Self-‐propelling execu,on • For ourselves • And our clients
- 3. 1 2 3 Who/what? How? Why?
- 4. 1 Who are we? “People's unique personal strengths are the key to unlocking their poten,al”
- 10. For starters What does this tell about us?
- 11. • Focus on now • Roots • Daring and guts • In,mida,ng • Resiliance • Ambi,ous • Authen,city • Adaptability • Teamwork and teamspirit • Passionate • masculin
- 12. Once upon a ,me…
- 14. What? How?
- 15. 2 How we're going to do that? Crea9ng the future as it emerges…
- 16. Building the 16 walking while on it
- 17. Open innova9on Take the system out of the room
- 18. We want to be the All Blacks of the consultancy companies How to become the All blacks? To answer this ques,on we are reflec,ng on two topics (affirma,ve topics) 1. How to bring our performance to the next level? 2. How to support crea,ve thinking and support innova,on?
- 19. the AI methodology => to define our ambi,on and our vision the AI Philosophy => to integrate in our HR processes
- 20. Affirma9ve ques9on What is the impact of the AI approach to the different HR core processes?
- 21. Result HR Processes • Staffing • Payroll • Comp & Ben • Performance • Development Leadership
- 22. PERFORMANCE MANAGEMENT (new approach) Step 1: collect informa9on • stories about strengths happened the year before. Step 2: alignment • employees share and discuss these stories with their manager. • define 3 to 5 strengths to use more the coming year. Step 3: commitment agreement • employee suggest and commit to 3 to 5 ac,ons points • to obtain a posi,ve outcome/result for the company.
- 23. your input to make a start for two other processes. Staffing & Development Management 2 subgroups Discover: 10 minutes to interview us about the current situa,on Dream: about a new way of ‘staffing’ or ‘Development Management’ and visualize with an image Design: sugges,ons for ac,ons points to realize the ‘dreamed staffing’ and ‘Dreamed Development Management’
- 24. 3 Why?
- 25. Why would we do this? HR is a contact sport
- 26. Thank yuw boodschap? Wat is ou
- 27. Clients