KBC Minerva-plan

Testimony : end of career program KBC

bart.mellaerts@kbc.be

Minerva in a 1

KBC Minerva Integrated approach

HR in evolution

AVO What ?

• Track 1: Continue working at same level (or still ambitious )

• Track 2: Work less

• Track 3: Work lighter

• Track 4: Work less and lighter

• Track 5: Work outside of KBC

5 tracks

I-deal

+ reality check Enjoy working longer

Create environment to debate, to tackle bias regarding ‘working longer’

Trigger Conversation

Dialogue Implementation

KBC Minerva

KBC groep nv

How ?

Employer support via tools,

learning & development,

career talks …

Self – determination

Competences & interests

Time

Function level

Duration

Balance

across

dimensions

Storytelling,

Multi disciplinary

projectteam

Early communication

4 Keystones: Sustainable employability Career mgmt. that takes account of life’s phases Performance / output = age -independent Self-determination through introspection

Respect , Trust,

Open Dialogue

KBC Minerva

Why ! war for talent

business continuity

cost control

Changing world :

• Changing time perspective

• Changes in social space

• Changes in agency

• Changes in the meaning of career success © prof. Ans De Vos

have to can / want to work longer

Mindset enjoy working (longer)

Burning platform

60 200 + 1.000

In 5 yrs

Minerva track 5

2

Minerva track 5

• Create limited possibility to introduce specific knowledge and experience temporarily in another context , as enrichment for the employees career

• Via temporary placing at disposal of another organization

• Clear offer, all vacancies published internally

• Looking for “ambassadors”

• Tailormade !!!

• Screening request : 1) CSR policy 2) Commercial 3) HR

Two-track-policy

Minerva Track 5

• Internal

• Social – non profit & profit

• Specific competences

• Limited budget

• Limited requests

Experience@Work

• Profit sector (and others)

• Service contracts

• Increase employee mobility between employers

• Lobbying

• Co-creation

www.experienceatwork.be

Success ? 3

Maatschappij

Success ? • Figures vs Mindset –> change mgmt

• Creative and innovative thinking

• Everybody is involved, we all ‘have to’ work longer

• Build on trust, respect & open dialogue

• HR partnership with staff - line management – social partners

• Transparency: on going dialogue with employees & soc. partners

during pre-implementation stage (long-term comm. plan)

• Provide in choices for the employee

• Putting employees self-determination concept into practice

• I-deal = (moral) commitment, but modifiable & changeable

• Offer good supporting tools and coaching

• Working with like-minded partners on a co-creation project

• Selling by Story-telling

questions?