1. Stratego
Belgium
Julie Rawoe
May 15th 2017

2. 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

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

4. Milestones Floor implantation Communication towards organization
Evaluation

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

6. Each has its SPOC

7. Functioning from a client perspective
Client Group
HR Partner
HR Strategy

8. 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’

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

10. After

11. 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

12. Thank You
Julie Rawoe

13. 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
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