LABEL PRO RH

1. LABEL PRO RH Pr. Anne Marie FRAY, ESCEM European Project Leader And all the partners

3. HR directors challenges Training Future Situationdu pays Espagne MAIN EXTERNAL & INTERNAL PRESSURES • Cost Reduction • Ageing population • Generation gap

4. HR directors challenges Training Future Situationdu pays France • Decline of the industrialperiod • Social crisisUnemployment, job insecurityFinancing schemes, social protection and pensions, weakening of the welfare stateSocial cohesion, wealth gaps • Ageing population • Search of flexibility

5. HR directors challenges Training Future Situationdu pays Portugal The Present... • Global economic crises • Investors worried about fiscal sustainability • Unemployment • A major demographic problem (an increasingly decline in demographic levels; the migration rate,...)

6. Situationdu pays HR directors challenges Training Future Situationdu pays Turquie Workforce Characteristics and Changing Demographics: Two trends; First: Changing values and expectations of a young and well educated workforce Second: Increasing participation of women in the workforce • Young nation • From agriculture based economy to industrialized and services based economy • Since 2001, single party government: Stable economic policies and regulations • New regulations based on harmonization with EU norms (Turkish Labor Law of 2003)

7. Situationdu pays HR directors challenges Training Future Situationdu pays Espagne Enhancing Employee Commitment Strategic partner Change manager Employees “advocate” • Managing Talent • Becoming A Learning Organization • Managing Diversity

8. Situationdu pays HR directors challenges Training Future Situationdu pays France Focus on people management • Management des groupes sociaux : • Management des seniors • Management de la diversité Link organizational performance and personal commitment

9. Situationdu pays HR directors challenges Training Future Situationdu pays Portugal Different tendencies and challenges on big companies and on small companies On big companies one of the major concern is the motivation and retention of top professionals Another one is the dematerialization of information (data security and access) On big companies RHM needs to be a business partner • HR needs to be in an strategic position in the organization • A tendency to assume HR function as an area of internal consulting and not only as an area that implements policies, procedures and management tools • HRM needs to be a support for change management

10. Situationdu pays HR directors challenges Training Future Situationdu pays Turquie

11. Situationdu pays HR directors challenges Training Future Situationdu pays Spain • Skills in project management, team management and conflict resolution need to be incorporated in the HR training • More emphasis on the knowledge of Business and Management • Soft skills to be incorporated to the training • Boosting the collaboration with the senior management

12. Situationdu pays HR directors challenges Training Future Situationdu pays France • Co = key development organizations with networks and social networks, virtual cooperation, informal structures and working more and more dynamic. Training decisions increasingly linked to the final result. (ROI) • HR training will aim to train HR and HRR can: manage, organize, advise, develop.These courses must integrate HR 5 dimensions: economic, legal, cultural, technical HR Innovation Management, Social and Environmental.Overall, the HRD of tomorrow will be a " strategist" who has had an eclectic career. He has trained as a "psycho-socio-manager“ • In summary, the representation of the future of HR business could be conceived by crossing two axes: •   - A first axis which distinguish the external or internal changes that are taking and will continue to impact the HR function • - A second area that would highlight the possible or probable consequences of these mutations on the individual or organization

13. Situationdu pays HR directors challenges Training Future Situationdu pays Portugal • The training of HRM must be beyond technical components • It must emphasize and incorporate the development of conceptual and relational skills • It must predict pathways of life-long learning

14. Situationdu pays HR directors challenges Training Future Situationdu pays Turquie Geographical Distribution of HRM Education in Turkish Universities (Bachelor-Graduate) There is not sufficient research output to guide practice. Academician’s studies in HRM are affected by discourses of practitioners. Increasing interest in new concepts and understandings after they become popular but can’t create a projection before that. Organizations shy away from providing support for research. They do not want to spend time & money on research.

15. Situationdu pays HR directors challenges Training Future Situationdu pays Spain

16. Situationdu pays HR directors challenges Training Future Situationdu pays France Crisis management in everyday life, Social Watch, CSR Business orientation: Research rare skills and remuneration Link HR and Strategy Technical Skills - Communication - Management of the person (employee's behavior)

17. Situationdu pays HR directors challenges Training Future Situationdu pays Portugal • A wide range of technical, relational and conceptual skills • Master the different activities/tools of the function • Empathy and sensitivity to understand the complexity and uniqueness of each person as a person • Excellent leadership, communication and conflict resolution skills • Has to be an aggregator of human values • Has to be a key element in terms of support for the administration and the collaborators • It will be a professional that play a predominant role in the culture and organizational behaviour

18. Situationdu pays HR directors challenges Training Future Situationdu pays Turquie