Engelstalige essay over HR in 2017. Deze essay was deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs! 1e plaats: HR in 2017, Espace-transformation-a future HR-essay De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.

1. M.N.A. van den Broek Pattonstraat 6
5103 SP DONGEN
HR in 2017
ESPACE TRANSFORMATION
A future HR- Essay

2. Before I will take you along to my time I should first like to pause upon the development organizations hadto undergo.
Organization & Social development in a nutshell
2002 – 2010
Overstressed organizations must switch from rules to values.
Business becomes busyness.
Pressures of work have increased to such an extent that people have stopped performing optimally and insome cases have stopped to perform altogether, let alone work.
To be busy was synonymous to having success.
Not taken the time to look back and/or forward. This would most certainly hamper efficiency. Peoplebecame slaves and working became a prison.
2011 – 2016
Changing people do not wait until traditional organizations change, but create new approaches themselves.
Enthusiastic and dedicated people become creative and show initiatives, so that flexibility becomesmeaningful (the hype everyone was talking about in the year 2000) and decisiveness becomes important.
Large organizations cannot transform themselves as quickly as small companies can create themselves.
As a metaphor take the pupa or cocoon. The caterpillar, consuming leaf after leaf with an unsatiableappetite, stops consuming one leaf after another and cocoons itself in order to transform its own elementsinto a totally different being.
By only looking at the new technologies and the dotcoms we miss the extent and the impact of thetransformation. For the effect is far more profound and extensive.
Welcome to my world of 2017
1. Organization & social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing versus new versus adjusted

3. Welcome to my world of 2017
1. Organization & social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing versus new versus adjusted
Our mutual experience increases with the spread of all information channels, such as Internet. Decision-making is going beyond its classical bounds, between worlds and countries as well asbetween public and private sector.
The time has come for transformation management.
2017 (the present)
The system: Transformation Management
Within the system of transformation management it is all about organizing people as employees. Colleagues sometimes replace the word management by the word Development, because it isinherent to the essence.
Where we usedto know different languages such as old Dutch or English, French, German andsuchlike we now know but one language i.e. the Global language. A language which makes it possibleto work virtually. Distances are no longer applicable and time has been replaced by speed.
Where organizations used to have employees, employees now have organizations. People aretherefore active and fully customer-oriented. It has all arisen from the saturated market oforganizations. Where people used to work five days a week or shifts for some target groups, we now speak about weekend work. Even holidays ‘in-between’ are arranged around the work.
The home base has become the work place. Appointments and action meetings are dealt with viaHome-meetings. The E- home technology is a good instrument in this.
People school themselves with this instrument via the proven E-learning method. An accomplishment acquired in 2003. Besides the usual video and other images it is now possible to simulate everythingin the self-made simulation programmes. We therefore speak about a fully virtual work place.

4. CompetenciesSkillsExperiencesCompetenciesSkillsExperiencesCompetenciesSkillsExperiencesABCDuration in timeDepthwithexperienceby differentcompaniesCompetenciesSkillsExperiencesCompetenciesSkillsExperiencesCompetenciesSkillsExperiencesABCDuration differentcompanies
In order to obtain a better impression of the people I shall give a number of profiles below:
Passionate
Energetic
Active
Entrepreneurial
Independent of place
Freedom
People charge themselves (we used to speak about development by taking on other tasks besides E- learning within different organizations. In this way competencies are maintained at a high level.
As I indicated before, though your eyes we live in an upside-down world.
People choose the projects,
tasks, activities that appeal to
them, of which they can learn
and which give them energy.
People will be responsible
themselves for keeping up
their competencies, skills,
abilities and experiences.
Organizations make their
projects, tasks and activities
known with the speed and
energy required.
In order to charge the people
organizations will annually make
an amount available. This
money will provide for new
E-learning platforms and new
educational programmes will
be written.
Welcome to my world of 2017
5. Organization social development
6. The system
7. The role of HR versus organizations versus people
8. Instruments: existing versus new versus adjusted

5. Pay structure020406080100303540455055age balance€ organicvariablebasic
Welcome to my world of 2017
1. Organization social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing versus new versus adjusted
Perhaps you are wondering how the payment issue has been arranged. Now in particular that for aproportion of the people the feelings of ‘security’ or ‘freedom’ have come to an end (which was notunder discussion from 2002 up to 2010) they will have to be expressed in the sphere of payment.
Also now we know basic pay for all educated people. On top of this basis we know a variable. It is dependent on the quantity of projects, tasks
The basic charging of people (formerly education) has been set in such a way that at the age of thirty people arecharging (developing) fulltime. Within the charging system the POP methodology is still used. This way people themselves specify which the desired charging focus is according to them.
(POP is one of the successful remnants of the year 2003.)
When reaching the age of thirty people become active in accepting assignments from differentcompanies. On the basis of the present standard people are linked to assignments they haveacquired the speed for and from which they obtain energy. The amount of learned knowledge is also taken into account in the assessment. Up to the age of 45 people actively act within thissystem. People can have developed to the highest level that can be achieved. For those whoswitch over to passive activities (activities within the organization(s)) the variable part of the payment is replaced by an organic payment. As you can see in the diagram growth within theorganic accelerates. The perimeter for offering these activities lies approximately at the age of 55. Here you can see people becoming active voluntarily in passing on knowledge within the basiccharging of people. In this manner the competencies, skills, abilities, techniques and experiencesremain guaranteed.

6. HumanresourcesHumanresourcesHumanresourcesPeopleOrganisationsHumanresourcesHumanresourcesHumanresourcesHumanresourcesPeopleOrganisationsHumanresourcesHumanresources
The role of HR versus organizations versus people.
Within the existing process of the transformation era we chiefly know three players i.e. Organizations, People and Human Resources. All three play an important role herein.
When we look at the roles separately we can distinguish the following focus areas:
HR: Attention and Security
Organizations: Current and future tasks
People: Charging themselves for current
and future tasks
Where the roles overlap synergy and co-operation will automatically take place.
All roles have been transformed to such an extent that people can anticipate in a flexible way. Each other’s needs are provided for and with it a clear win-win approach.
Transformation is therefore not only applicable to people; it is a complete revolution, an Espace Transformation.
Besides passing on the current tasks, the role of the organization is also to create a clear picture of the tasks in the near future. This enables people to take their responsibility by adjusting their POPprematurely and start to charge. Also systems such as E-learning can thus be upgraded timely.
The role of HR has also been described with the words: marketing and PR, lawyer, pivot, market salesman. As HR you must be within sight of all processes and command a speed of insightcomparable to that of an employee on the MONDEAL stock-exchange (the former Wall Street).
Welcome to my world of 2017
1. Organization social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing versus new versus adjusted

7. The tasks of Human Resources is particularly directed at:
Managing relations
Creating small scale
Entering into meaningful relations
Exercising recommendation management
Competition management
Attention management
We have not yet spoken about my personal role. Perhaps this will give you a more complete picture. You may have noticed I am speaking about ‘my world of 2017’. This is also how I see myself in it andexperience it all. Like a fish in water I enjoy the autonomy (all of us) we have all acquired. Somethingyou had in 2002 when you were at the head of a group, department and/or organization.
In the past I was already passionate about development in the broadest sense, in which creativity andinspiration played an important role. I wanted to contribute in giving people and organizations moreinsight into their qualities and relations with others, so that they could learn to be aware of and dealwith opportunities and threats.
I was always looking for something new and approached each challenge pragmatically. Supported bymy wide experience in human resources and my vision I worked at results and made sure that issueswere rounded off, so that organizations and people would function better. All this has taken me to this world, in which the qualities I acquired are still of daily use.
I am now charging myself to perform an important task, i.e. ‘to help others learn to charge themselves’. At the moment I am working at a task for several organizations to develop a instrument which makes it easy to do the T-planning. As it happens organizations find it difficult to systematically express theiractual tasks in energy and speed (you used to see the same happen with non-final projects, such as the setting up of job descriptions and assessments. These projects often overran themselves to such anextent that the jobs described had to be described all over again). In addition organizations find itdifficult to concretize their future tasks, projects and/or activities and to link them to a reality factor.
Welcome to my world of 2017
1. Organization social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing
versus new versus
adjusted

8. Zoekt nieuwe oplossingen voor bereiken vanstrategieBetrekt mensen en organisaties bijHR- aangelegenheden- Levertrelaties aan mensen en organisatiesHoudtdeorganisatie en mensen scherpReageertop alle signalen vanuitmensen en deorganisatieSeeks new solutions in order to achieve strategyInvolves people and organizations in HR mattersSupplies relations to people and organizationsKeeps the organization and people on their toesReacts to any signals from people and the organizationSmall scale creationManaging of relationsEnter into meaningful relationsRecommendation managementAttention ManagementAnnounce MatchKnowledge increase FeedbackPaymentCharge POPCompetition SecurityTask Payment AdministrationEnter LeaveZoekt Leave
Instruments: existing versus new versus adjusted
I was just speaking about T-planning, a current HR instrument that was not yet known in2002. Through the years a great many instruments have perished. New ones have been added and many have been adjusted in time. Take T-planning for example: until 2012 it was still called Personnel planning. The focus now lies on Transformation as before it was on personnel (people). Thus you can see that recruitment selection has changed to announcing, bundling energy through a notice board andselection is now simply making a match.
The waterfall shows the meaning of the HR tasks and the different instruments that can be discharged onto them.
Welcome to my world of 2017
1. Organization social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing
versus new versus
adjusted

9. Where before we used to describe whole function buildings we now work with job briefing, project and task descriptions focussing on speed and the required competencies.
Assessment systems have become obsolete. We now only know feedback of the task, which hasbeen, completed either satisfactorily or not. People and organizations do make use of the well- known 360° feedback system on a voluntary basis. It is also linked to the E-learning platform.
It is amusing to see that through the ‘wireless way of working’, employability has really becomepossible. People therefore rather speak of enjoyability. So employability really was a view of thefuture in those days.
When I look back at the past 15 years I can conclude that it all happened quickly. For some peopleand organizations possibly too quickly. Before we had an autonomous spaceless society there was the fear of the unknown. Once that was overcome an insight arose. This gave space. Spacenecessary to be able to grow again. An irreversible process: the espace transformation.
In my present role as OTR manager (Organisational Tasks Resources Manager) I can manage quite well. I serve people and the organization best by correctly bringing into action the networkrelations that I have acquired by having the courage to enter into relations, by giving theappropriate attention and by making good recommendations. All this is necessary to withstandthe competition and to recharge myself time and again for the new tasks to come. For the race isnot always won by the fastest runner, but by the one who keeps running.
I look forward to our meeting in person,
Mark van den Broek.
Welcome to my world of 2017
1. Organization social development
2. The system
3. The role of HR versus organizations versus people
4. Instruments: existing
versus new versus
adjusted