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

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

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

4 HR directors challenges Training Future France Decline of the industrial period Social crisis Unemployment, job insecurity Financing schemes, social protection and pensions, weakening of the welfare state Social cohesion, wealth gaps Ageing population Search of flexibility

5 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 Turquie 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) 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

7 Espagne Managing Talent Becoming A Learning Organization Enhancing Employee Commitment Strategic partner Change manager Managing Diversity Employees advocate

8 France Focus on people management Management des groupes sociaux : Management des seniors Management de la diversité Link organizational performance and personal commitment

9 Portugal 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 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

10 Turquie

11 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 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 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

Turquie Geographical Distribution of HRM Education in Turkish Universities (Bachelor-Graduate) There is not sufficient research output to guide practice.

14 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 Spain Hard skills Knowledge of the business, industry, and region in which the organization evolves. Knowledge in Strategy Self- control Resiliency Empathy Soft skills Knowledge in Project Management Mastery of Information Systems related to H.R. and social networks Leadership Communication aptitudes Persuasiveness and negotiation skills Capability to build alliances and to collaborate Aptitude in conflict resolution management Skills in providing Feedback Capacity to act as a «Broker» Flexibility

16 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 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 Turquie OLD REALITIES NEW REALITIES Aim HR focus to decrease costs HR create value by developing intellectual capital in the company HR perception Field of cost Profit center HR Managers Lawyers, military man and police originated man Physchogists, sociologists, industrial engineers Content HRM is the responsibility of HR department Each manager of the company is a HR manager at the same time. Role Operational jobs such as personal affairs, payroll activities Strategic partner of management; department forms company strategies toward the general vision and goals of the company Compentencies Functional compentencies Analytical thinking, higher technological know-how, communication skills, world citizen, higher creativity Training On the job training By the spread of internet ve mobile technologies e-learning, interactive distance learning, CBT, webucation Jobs Motivation, performance management, corporate culture, training and development, change management, conflict management, compensation, rewarding, operational jobs Talent management, corporate culture, change facilitation, emotion management, knowledge management, training and development, coaching, mentoring Outsorcing Limited jobs such as legislative Training and development, Recruitment and selection Employees Long term employment, loyal to his/her company, aidiyet, appreciation (X generation) want to enjoy his/her job, flexibility, flexible working conditions, to have different company experiences (Y generation) HR Department Medium sized, less effective Downsized, more effective

CERTIFICATIONS IN HUMAN RESOURCES» Senior Professional in Human Resources - International TM. SPHRi EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCES» SPHRi TM Senior Professional in Human Resources - International TM SPHRi TM EXAM CONTENT OUTLINE SPHRi EXAM CONTENT OUTLINE AT-A-GLANCE SPHRi EXAM WEIGHTING BY FUNCTIONAL