A good work-life balance, a correct remuneration, options for flexibility, and sufficient perspective in career development remain the driving forces for employees to choose a particular employer. Furthermore, it appears that employees are attaching more and more importance to purpose and diversity, equality & inclusion. For HR and Comp & Ben professionals, it is therefore equally important to take this reality into account, to find the right balance in the broader (reward) strategy, and to consider how flexibility or other market practices can contribute to this.
With a view to further expanding our HR and Comp & Ben community, we will explore together some key principles that can help you shape your strategy in this regard:
- Flexibility in the execution of work: working from home, working from different offices, working from another country, flexible hours, 4-day workweek, … What are the key points to consider here, and what are potential other alternatives that we see in the market with which you as an employer can make a difference or even be the frontrunner? We will also dive deeper into some attention points in view of international employment, specifically how to align a targeted policy on flexible international employment with the company's strategy.
- Flexibility in the salary package: flexible remuneration (including flexibility in commuting to and from work) is an integral part of the Belgian remuneration landscape, but how can you as an employer continue to distinguish yourself in this area? And looking to the future, considering the recent note from the federal government negotiations? How do you meet all the needs of your employees and their individual situation, taking into account additional administration/costs for HR and certain sustainability objectives that you want to meet?
- Flexibility in career development: we see more often the trend that employees want to have control over their career and the learning and development opportunities within. How can you, as an employer, be supportive to your employees in this regard?
- Communication & implementation: how do you make such initiatives a success for your employees? We share some best practices and do's & don'ts from recent projects following the implementation. How do you deal with the additional workload and how can operational support be a strength in contributing to impactful implementation?
We offer before, during and after our sessions the ideal opportunity to connect with your peers.
We would like to add that any governmental initiatives – if known at that time – will be taken into account in the above topics.