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A clear HR strategy, one that follows naturally from the company’s objectives, sets out a course for management decisions on staffing, HR policy and support from the HR department. In other words, it defines the preconditions for future success.
HR technology can help the organisation stay flexible and improve the employee experience. But HR generally lags behind in competencies and knowledge of digitisation in their own field. This became apparent from research conducted this year for the second consecutive year by Berenschot in collaboration with CHRO Community.
Privacy and data protection are low down on the priority list of HR departments. Although they are confronted with it every day, nearly one in ten HR professionals (8%) do not know that since the introduction of the duty to report data leaks, the Personal Data Protection Act has started to play a greater role in HR.
In 2020 and for the first time in five years, HR professionals’ top priority will no longer be the recruitment of new employees, but rather training and retention of current staff. This was shown in the ‘HR Trends 2019-2020’ research report by AFAS Software, Berenschot and Performa. Although 2019 is still all about recruiting new talent, this trend is expected to stagnate next year.
The HR world is changing rapidly. A large majority (71%) of HR professionals expects their job to change in the near future and the threat of jobs disappearing through robotisation appears to be drawing closer.
Against the backdrop of an expected rise in redundancies and stagnating recruitment, HR professionals believe that digitalisation will play an even greater role in improving employability in the workforce. This is the conclusion of the 'HR Trends 2020-2021' survey of almost 2,000 HR professionals in the Netherlands.
Do you have questions about your HR strategy? Or would you like to learn more about our services regarding HR? Please contact us.
No less than 71 percent of Dutch HR professionals expect their jobs to change in the coming period. This is the conclusion of the 'HR Trends 2019-2020' research report carried out among almost 2,000 HR professionals in the Netherlands. The research was an initiative of Performa publishers and was implemented by Berenschot with support from AFAS Software. HR staff are particularly aware that jobs in human resources admin and payroll are changing as a result of digitalisation.
How the HR function develops in practice is largely explained by the way organisational tensions are dealt with. The most effective HR structure emerges when opposites are well understood. This is the main conclusion of a study that was conducted by Berenschot in collaboration with the Amsterdam Business School (UvA).
Technological developments, such as automation and robotisation, have a drastic impact on work processes and the job market. This is one of the findings of the HR Trends 2018-2019, the largest survey conducted among HR professionals by Berenschot in cooperation with Performa and Talentsoft.
Employees are remarkably positive about working in the technological sector. Approximately 83% of employees see digitisation and robotisation as a promising opportunity and encourage these developments. They feel that technology makes their work more challenging and fun. Employees enjoy learning and have a need for professional training and information.
Performa and Berenschot invite payroll staff and advisors to participate in the Payroll Professionals Trend Survey, an initiative from the Netherlands Institute for Payroll Accounting (NIPRA). The objective is to gain an as complete as possible picture of the role of payroll professionals.
For the third year in a row, Berenschot, Logistics Management Association (vLm) and Logistiek.nl together are carrying out a salary survey amongst logistics professionals. The online survey is also intended to identify trends and developments within logistics and SCM-positions. Register now and receive the salary report for free via email.
“All over the world you must strive to be the best as a woman to get to the top.” So says Luc Steenhorst, international remuneration expert at Berenschot. However, women at the top in the USA earn more than their male colleagues. How is this possible?
A study conducted by Berenschot into talent-based working within organisations in the Netherlands and Belgium shows that 70% of organisations are working on this to a greater or lesser extent. At the same time, 90% of organisations indicate that they see room for improvement.
As per 1 September, Hans van der Molen (1966) started as the Chairman of the Executive Board of Berenschot. He is the successor of Theo Camps, who performed this role for fourteen years.
On 20 and 21 October 2017, the annual conference of the European Organisation Design Forum (EODF) will take place in Dortmund. Berenschot is sponsoring this conference and, together with a large group of advisers, is also actively participating. The theme is ‘Next Generation Organisation Designs’.
How can you implement HR in your organisation so that it both supports your business strategy and contributes to achieving your defined goals. Berenschot can help your organisation with a number of challenges on the HR agenda: Is your remuneration market-competitive? Are your positions well described? Which competences do you need to link to specific positions? How can you create a career path accepted by all? How do you evaluate employees?
Berenschot carries out a Strategy Trends survey each year. The preliminary results of this year are known, with Digitisation and HR scoring highly.
Last year, management consulting firm Berenschot hosted an Inhouse day for members of STAR (the study association of the Rotterdam School of Management). Since this was a great success, we decided to have a sequel on the 8th of May.
Public leaders must perform their tasks in a period of unrivalled complexity in which change occurs at lightning speed and Europe is subject to critical scrutiny. This context calls for excellent public leadership: for leaders capable of acting as change agents, who can inspire and develop their people and are highly tuned to the political operating context.
In their constantly changing environments, organisations are becoming increasingly complex. The challenge for organisations is to understand these complexities and invent effective coping mechanisms to best drive their strategies and business models.