Stratego Belgium Julie Rawoe May 15th 2017

Milestones Process and structure SWOT analysis Inventory of products (more than 100) Identification of customers and their needs Benchlearning Process and structure redesign Design of communicational flows

Milestones HR staff Communication Talent workshop Interviews Nominative organizational chart Training programme

Milestones Floor implantation Communication towards organization Evaluation

Timing Start project group: January 2013 Kick-off: July 2015

Each has its SPOC

Functioning from a client perspective Client Group HR Partner HR Strategy

Practice examples ‘I don’t understand the wage I got paid this month’ ‘Which are the possibilities in terms of career evolution?’ ‘How do I update the workload calculation in my department?’ ‘How can I recruit an employee to fill in a vacancy?’ ‘Work out a training programme in order to have more staff able to function as personal retirement counselors’ ‘We want to reduce burn-outs among our staff’

Before HR manager Hr administration & Payroll Hr Administration Selection & Recruitment Training center Well-being Social advantages Social workers Infirmary

After

Main lessons learned Fully describe your processes before you give the kick-off Implement a highly reactive help desk with decision-making power to address situations you did not foresee Don’t underestimate resistance from some colleagues: good will cannot fix every problem Be aware of the fact that widening your service offer creates additional needs and brings more work in the end

Thank You Julie Rawoe julie.rawoe@sfpd.fgov.be

Back Strengths Weaknesses Many of our products offer a (financial) benefit for employees One single HR-database Employees are satisfied of HR’s administration   Few products aimed at managers/Board of directors limited quality criterias “Administrative expert” function is split Silo structure Function as change agent & Strategic partner are underdeveloped Poor automation and dependency towards IT Opportunities Threats Public Administration is considered as an attractive employer Synergy with other public institutions is possible (Belgian) society is interested in retirement as an issue Cut in expenses/overhead costs Tension due to baby-boomers getting retired Constraints on the labour market Back

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