Wim Daems

Did you know that my colleagues and I are lazy, distracted, and emotional? Qué? 😲 At Vlerick HR Day, we learned about these common, universal human characteristics. Professor Wouter Duyck explained how our minds play tricks on us for 3 reasons: 💭 𝗟𝗮𝘇𝗶𝗻𝗲𝘀𝘀: Humans are naturally inclined to be lazy. 𝗧𝗶𝗽 𝗳𝗼𝗿 𝗛𝗥: Set desired behaviors as defaults. For example, make standing desks default to the high position since people are often too lazy to change it. 👀 𝗗𝗶𝘀𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝘀: What you see is all there is. Your brain compares the available options. 𝗧𝗶𝗽 𝗳𝗼𝗿 𝗛𝗥: Let people choose from different alternatives. Include an "ugly option" in your offerings. 😊 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀: People are predictably irrational. 𝗧𝗶𝗽 𝗳𝗼𝗿 𝗛𝗥: Use nudges in the workplace. Pay attention to what you emphasize in your language—risks or gains? Thanks for another fascinating HR Day. Already looking forward to next year's 20th-anniversary edition! Glad to have shared this experience with "Balancers" Anna, Emily, and Marianne, who actually handle their laziness, distractions, and emotions very well! #VlerickHRDay #BehavioralEconomics #HumanBrains Balance HR

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Yesterday we had an interesting career pathing webinar with Bart Remmerie (DIGI Belgium) & Ellen Neirynck (SD Worx). Here are four principles we believe make for successful 🛤️ career pathing🛤️: 🎯 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐠𝐮𝐢𝐝𝐚𝐧𝐜𝐞 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 Managers may not be used to having career conversations and often fear losing their best employees. Be a coach to your managers and guide them in this change. 🔭 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐰𝐢𝐭𝐡 𝐩𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞 Let your people dream of their next step within your organizations. If you don’t help them dream within your organization, they may fulfil their ambitions elsewhere. 🛤️ 𝐀𝐩𝐩𝐥𝐲 𝐚 𝐟𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐩𝐚𝐭𝐡𝐬 Jobs and skills evolve. Avoid rigid paths and keep flexibility for your employees. jobs and skills are changing and what you need today is different from what you will need in a few years. Don't fall into the trap of rigid career paths and leave flexibility for your employees. 🩹 𝐋𝐞𝐭 𝐭𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐛𝐞 𝐭𝐡𝐞 𝐠𝐥𝐮𝐞 𝐭𝐡𝐚𝐭 𝐤𝐞𝐞𝐩𝐬 𝐢𝐭 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫 HR tech can give you a framework to bring all the above together, a place where employees & managers can follow up and discuss their career progress, while HR can update the skills and jobs based on the company's vision. Are you ready to dream? Feel free to reach out, and let’s have a chat! In the meantime you can also have a look at how we set up career pathing in huapii

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36% of the employers see internal equality as the biggest challenge when it comes to #remuneration, says European survey by SD Worx. As a result, employees don’t always receive equal pay for equal work. This challenge is immediately followed by pay transparency (35%). It is astonishing that three out of ten employers are not fully aware of the legal rules around pay transparency, such as the EU Pay Transparency Directive of 10 May 2023. According to Bruce Fecheyr-Lippens, Chief People Director at SD Worx, there are four important pillars for a successful approach to remuneration. Starting with a strategic reward policy is the first one. More in the press release below …

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Here are the results of our ManpowerGroup #Employment #Outlook Survey for Q1 2025 in #Belgium

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COVID reshaped how we meet, making virtual collaboration the norm, especially for global teams.🌍💻 Yet, in-person meetings remain invaluable for building deeper connections and fostering meaningful discussions. This week in Belgium 🇧🇪, I met with CEOs, HR leaders, partners, and ex-colleagues. I also had the chance to meet in person with Mic Adam, a LinkedIn expert. His insights on social selling and LinkedIn strategies were incredibly valuable 💡. Heading back to Lyon energized, grateful, and ready to apply my new learnings! 🚆🎒 #hr #humanresources #GlobalTalentAcquisition #BusinessCoaching #LeadershipTraining #GlobalBusiness

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🔎 Reflecting on Leadership: How Do You Measure Up?🔍   On Monday evening, at our sponsored event with the Vlerick Business School 's Alumni Progress Club, we enjoyed delving into 'leadership', a hot topic that is more relevant than ever.   Would you agree to say that understanding and enhancing leadership qualities is crucial? I believe it's essential to start by measuring and objectifying these qualities to foster growth and improvement. At Lincoln Belgium, we have developed our own unique approach to this, focusing on helping individuals and teams reach their full potential.   Leadership is a topic close to my heart, and I love to engage in conversations around it. Feel free to reach out.   #Leadership #Reflection #Growth

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We're excited to share our latest insights on the future of CXO roles, whether they should be permanent or temporary...

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What happens when behavior meets sustainability? Last weekend I gave a master class on sustainable HR in the executive master on Sustainability Transformation Solvay Brussels School of Economics and Management. It was great to show how HR can contribute to sustainability targets. In the audience? No HR People but sustainability professionals. ▶ According to research (e.g. the recent CPA study of Boston Consulting Group (BCG), World Federation of People Management Associations (WFPMA), and the European Association for People Management EAPM), ESG does not stand high on the agenda of HR. ▶ #CSR does not feature in the top 5 of the reasons why people join an organization (cfr Randstad 's employer branding research). ▶ But according to Edelman 's trust research a majority of people want their CEO to have an explicit point of view on societal issues. ▶ We are facing many societal challenges that have to do with people and the labor market. ▶ The start of SusHR is a clear vision, inspired by #SDG, Decent Work (International Labour Organization), and more instrumentally, by the #CSRD. ▶ The core is that HR should not only focus on reducing harm but also on doing good. and takes a long-term approach. ▶ I link #resilience - another fashionable term - and sustainability as the changes that are provoked by the drive for more sustainability require adaptability, collaboration, and a clear purpose-driven approach. ▶ HR can have an impact on the internal "S" as well as on the external "S". By being accountable for the people in the entire value chain, HR can step up its game and become truly sustainable. ▶ It integrates the interests of all shareholders and it becomes more relevant if internal solutions are explicitly linked to societal challenges. ▶ We need leadership that manages the dilemmas. ▶ We can debate about the outcomes, but for sure it is securing employment (as much as possible), developing sustainable employability and finally developing sustainable behaviors. ▶ What about the E and the G. As sustainability is about behavior, HR plays a part in developing capabilities that support the entire triple bottom line. Satisfaction does influence the bottom line and the share prices over time (Alex Edmans) ▶ ESG development is driven by legislative initiatives (e.g. CSRD), societal changes (e.g. inclusion), and instrumental needs (e.g. talent shortages, penalties). But we should be clear, that the best motive to develop sustainable people practices is that it's just the right thing to do. Responsible business means also responsible HR. Daniele Splendore Giulia Ciuffreda Julia (She/Her) Martinez Maxime Filipson Paulina Staniaszek Kris Westhovens Arancha Guisuraga Ruvarashe Chinyemba Nienke Buisman Clara Carelli Paul De Cooman Kim Vandevoorde Sandrine Kram Marie Petre Nicolas Coupain Xe May TIEU Andres Ramirez - MBA Valerie Vangeel Bernard Mathieu Dave Ulrich Lynda Gratton Ioannis Ioannou Peggy De Prins Dirk Buyens Toon Devloo, PhD

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Aesthetics 😍 Clarity of message 😍 Attitude   Launched at the 14th edition of Luxembourg's largest Job and Career development fair, the attractiveness index of a company measures the impact of an employer brand! This new metric introduced by Luxembourg's 1st recruitment media, Moovijob.com, is based on 3 criteria: ✨ The aesthetics of the company's stand ✨ The clarity of the company's message ✨ The attitude of the company's ambassadors   Discover the ranking of Luxembourg's companies displaying the highest attractiveness index in our article 👉 https://swll.to/AQ7qoPa

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To create a Crisis-Adjusted CV, candidates should: Highlight Crisis Management Skills: Clearly outline skills and experiences related to crisis management, such as problem-solving under pressure, quick decision-making, and effective communication during crises. Detail Relevant Experiences: Include specific roles or projects where the candidate successfully navigated companies through difficult times, emphasizing the challenges faced and the outcomes achieved. Showcase Leadership in Adversity: Provide examples of leadership roles during times of financial distress, restructuring, or significant organizational change. Quantify Achievements: Use numbers and data to demonstrate the impact of the candidate’s actions during crises, such as funds saved, percentage of growth, or recovery time reduced. Tailor the CV to the Role: Adjust the CV to reflect the specific requirements of the interim management position, focusing on relevant competencies and experiences. Use a Clear, Concise Format: Ensure the CV is easy to read, with a clear structure that allows the reader to quickly identify the candidate’s suitability for crisis management roles. By following these guidelines, candidates can create a CV that better reflects their qualifications for crisis management positions and aligns with the expectations of Kruger Interim Management B.V.

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My colleague Wout Van Impe met with GUBERNA - Instituut voor Bestuurders/Institut des Administrateurs to talk about the importance of diversity and inclusion and to give a stepwise guide on how organisations can implement this in their selection and recruitment procedures. "We could state that there is an academic consensus on the fact that diversity is a key ingredient for better quality of governance decision-making. Furthermore, a large body of academic literature finds a positive relation between increasing inclusivity on Boards and Executive Committees and organizational effectiveness. We observe that inclusive and diverse boards and management teams perform better. Collaboration, innovation, improved decision-making, and better stakeholder engagement are all fostered by a diverse composition.  We must also keep in mind that diversity is important, but not sufficient. To enhance team performance, it often comes down to inclusion. Nonetheless, in Belgian practice we see that diversity and inclusive leadership are maybe still undervalued in the Boardroom. Some organisations definitely have a ‘diversity problem’.  This brings us to Wout Van Impe, partner & Team Director MU Belgium, for a conversation about both technical and strategic issues on how to enhance the diversity and inclusivity of board and leadership teams." Read the full article here: https://lnkd.in/e7TYQx9k

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🔍 Is the Pay Transparency Directive only a matter for #HR and C&B? Not at all! It requires involvement of a wide range of stakeholders across organizations. In the latest episode of the CFO Insights Podcast hosted by Roel Boons, we look into the financial angle of the Pay Transparency Directive and its implications for employers. A special thank you to Maxime Duymelinck for her insights and contributions to this discussion. Stay tuned for more updates on #paytransparency coming later this week! In the meantime, feel free to reach out if you need more information or have any questions. #PwCRewardServices #PayTransparency #CFO #Podcast #Finance #HR #Compliance #Stakeholders

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‘To be transparant or not to be transparent’ that is the question in Comp & Ben nowadays, join us for getting the right answer and above all for sharing your experience with this HR practice!

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I am thrilled to announce that I have successfully completed the course Mastering IT Management at Vlerick. A huge thank you to Stijn Viaene, the inspiring guest speakers and my fellow peers who made this learning experience so enriching. I am eager to apply these newfound skills. Here’s to continuous learning and growth! 🌟 #ITManagement #ProfessionalDevelopment #ContinuousLearning #TechLeadership

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🚨 Struggling with complexity in Corporate Performance Management? Here's your solution! Join us tomorrow for our #webinar: "From Chaos to Control: Structuring Corporate Performance Management for Scalable Growth" 📅 Date: December 3, 2024 🕓 Time: 4:00 PM CET 🎙️ Host: Nick Verstraete Discover how to: ✅ Reduce complexity and optimize working capital for financial efficiency ✅ Align cross-functional teams for seamless collaboration ✅ Boost profitability and achieve up to a 2% EBITDA improvement Don’t miss these actionable strategies to transform challenges into opportunities and drive sustainable growth. 👉 Secure your spot now:  https://lnkd.in/e5NuB87E Let’s take your corporate performance management to the next level! #CorporatePerformanceManagement #CFO #Finance #BusinessGrowth

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Demystifying Belgian Payroll episode 3: Optimizing salary packages 🔍 Satisfied by their success in navigating the hiring process, the dynamic startup turned to Pro-Pay NV once again. This time, they sought guidance on designing a competitive and optimized salary package for their new Belgian employee. 📈 "We want to offer an attractive salary to our candidate," they said, "but we also need to manage costs effectively and we do not know what are the common practices in Belgium. What options do we have?" 💼 We were ready to reveal another layer of the Belgian employment landscape. "You're in for a pleasant surprise. Belgium offers a variety of benefits that can be included in salary packages, many of which are partially or fully exempt from social security contributions. This not only optimizes the employee's take-home pay but also reduces the overall cost for the employer." 📊 The startup was intrigued. "Tell us more." We outlined some of the most popular benefits that could be included in a Belgian salary package and highlighted their key points. "Each of these benefits can be tailored to meet your startup’s needs while ensuring compliance with Belgian laws. Our legal department specializes in creating optimized, compliant salary packages that benefit both the employer and the employee." 📜 The startup’s founders were impressed. "This sounds perfect. We want to provide the best for our team while keeping our costs under control. Can you help us design a package that works for everyone?" 🛠️ "Absolutely," we assured them, and with our guidance, the startup was able to offer a competitive, optimized salary package that made their dream candidate even happier to join their team. They enjoyed significant cost savings while ensuring their employee felt valued and well-compensated. 🎉 Moral of the story: In Belgium, a well-crafted salary package can be a win-win for both employer and employee. At Pro-Pay NV, we're here to help you navigate the complexities and maximize the benefits. Contact us today to find out how we can assist you in optimizing your salary packages and enhancing your employee satisfaction! 🚀 #payroll #business #humanresources #bestadvice #payrollBelgium

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Are you wondering how to Enhance the Management of Renewable Energy Assets? This October at NET ZERO EUROPE - Solar & Energy Storage, Jeremiah Tops Senior Originator Axpo Benelux will share his expertise and insights on innovative energy solutions and risk management in Belgium and beyond. 𝙇𝙚𝙩'𝙨 𝙖𝙘𝙘𝙚𝙡𝙚𝙧𝙖𝙩𝙚 𝙩𝙝𝙚 𝙩𝙧𝙖𝙣𝙨𝙞𝙩𝙞𝙤𝙣 𝙩𝙤 𝙖 𝙜𝙧𝙚𝙚𝙣𝙚𝙧 𝙛𝙪𝙩𝙪𝙧𝙚 𝙩𝙤𝙜𝙚𝙩𝙝𝙚𝙧!

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Exciting News from Adecco Belgium! Today, we are thrilled to announce the launch of our first AI-powered tool in the Belgian labour market – the Adecco AI CV Maker! Our innovative CV Maker allows you to create a professional CV in Dutch/French/English/German in minutes by simply talking about your experience and education in your native language. Supporting 35 languages, from Dutch over Portuguese to Arabic, this tool enhances access to the Belgian job market for everyone. Key Facts: 1 in 4 Belgian applicants faces challenges in preparing their CV. Over 30% of Belgians are digitally vulnerable. More than 50% of Belgian jobseekers experience digital vulnerability. To get more people into work, we need to support everyone on their journey. The Adecco AI CV Maker is available for everyone to use (or test) at cv.adecco.be – no need to apply for a job at Adecco to benefit from this tool 😊. Let's make the future work for everyone! #Innovation #AI #JobMarket #Adecco #AdeccoBelgium

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