worldofwork

#Luistertip! worldofwork™ was te gast in de podcast van onze vrienden van Rvdb. Rens Schouenberg, Bas Boermans & Pim Boterman gaan in gesprek met Susan Groenewegen over het succesvol selecteren, implementeren en optimaliseren van #HRTech. Luister de hele aflevering hier: https://shorturl.at/Nqhbl #empoweringhumanexperience #makingworkworkbetter

🌍Grenzeloze HR efficiëntie🌍 - Hoe standaardiseer en digitaliseer je internationale HR-processen op een manier die echt werkt? En, hoe implementeer je een gestandaardiseerd #HR-systeem als culturen, processen en HR-data per land verschillen? Vooral voor middelgrote, internationale organisaties is dit vaak dé bottleneck in hun digitaliseringsreis. Deze bedrijven zijn van decentraal georganiseerd, en groeien vaak door fusies en overnames. Van lokale regelgeving en cultuurverschillen tot het gebruik van diverse HR-tools in verschillende landen: fragmentatie maakt het lastig om data en processen samen te brengen en enige vorm van centrale HR regie aan te brengen. In dit worldofwork™ artikel deelt Rens Schouenberg zijn kijk op deze uitdaging en deelt hij concrete oplossingen om grip te krijgen op internationale HR-processen. Ontdek hoe je met een slimme aanpak de balans vindt tussen een globale controle en lokale flexibiliteit, zonder concessies te doen aan efficiëntie of compliance. Benieuwd hoe jouw organisatie het maximale uit HR en internationale groei kan halen met een intuitief HR-systeem geschikt voor internationale uitrol? Lees het volledige artikel hier 👉 https://shorturl.at/PSqEF #globalhr #humanops #backandforthnomore worldofwork™

Je kent het gezegde wel: "Als je snel wil gaan, ga alleen; als je ver wilt komen, ga samen." Wat ons betreft is dat helemaal waar. Bij worldofwork™ draait alles om samenwerking, niet alleen met onze collega’s en klanten, maar zeker ook met partners die onze visie op het #HR vakgebied delen. Samenwerkingen voor de lange termijn. En die samenwerkingen verdienen zo nu en dan gewoon wat extra aandacht. Daarom presenteren we met trots de nieuwste editie van onze "Partner Spotlight"-serie. In deze serie belichten we onze favoriete #partners en delen we waarom wij zulke fans zijn van hun oplossingen, hun visie en de hun mensen met wie we dagelijks samenwerken. In deze editie staat de spotlight op onze samenwerking met Otherside at Work. In een wereld van werk die steeds verder digitaliseert, geloven wij dat de mens nog steeds de motor van succes is en dat dit zo zal blijven. #Vitaliteit en #duurzameinzetbaarheid staan daarom centraal bij ons. Want veerkrachtige mensen vormen de basis van elk sterk team. Precies daarom zijn we zo trots op onze samenwerking met Otherside at Work – een organisatie die met slimme oplossingen voor #verzuimmanagement, #socialezekerheid en duurzame inzetbaarheid dagelijks streeft naar ‘Happy Professionals’. Samen zetten we ons in om werk niet alleen beter, maar ook gezonder en duurzamer te maken. Lees hier 👉 https://shorturl.at/duybT meer over hoe wij er samen met Otherside at Work elke dag aan werken om gezondheid en vitaliteit een strategische prioriteit te maken van de Talent Management-strategie van onze klanten.  Diederik Benders Rob Brekelmans Jan Marcel Schutte Bianca van Grinsven Bas van den Bent Robert van Gils Marieke Pöttker Leonie Koot Ruben van Geffen Marleen van Dulm Wesley van der Blom

Today we conclude our #Top5 HR problems that really need solving - yesterday. And Nr. 5 is about what might just be the most persistent challenge for #HR professionals and managers: mandatory #performancereviews that no one is looking forward to (and that often end up causing more frustration than anything else). Typical annual reviews often feel like a lifeless checklist that doesn't really match up with reality, rather than a real conversation about growth. They're infrequent, overly formal, and so focused on paperwork and abstract scores that employees rarely get useful, timely feedback they can act on. To make things worse, when compensation reviews are folded into these sessions, the conversation often shifts 'from development to dollars', and suddenly it’s less about employee #growth and more about salary negotiation. The focus on pay can sideline any meaningful talk about progress and #skills, turning a conversation meant to support career growth into a tense exchange about money. With the reviews already being too infrequent, tying pay discussions to performance adds another layer of stress. It’s no wonder performance reviews are dreaded by both managers and employees alike. But, there are easy ways to make performance reviews more engaging and effective: Increase the frequency: Start holding #check-ins monthly or quarterly. This way, you can recognize achievements right away or give feedback that helps course-correct if needed—keeping employees motivated and on track. Separate Performance from Pay: Keep performance and compensation reviews separate. When you have a dedicated meeting for each, it keeps the performance conversation focused on growth, without pay negotiations derailing it. Make it a two-way conversation: Make sure to let your employees know when each will happen so they can prepare. Make it an informal two-way conversation. Encourage an equal dialogue where employees can also share their feedback and concerns. This creates a more open and engaging conversation. Leverage Technology: Use tools to track progress, gather real-time feedback, and document milestones. This makes it easy to see an employee’s performance journey over time and keeps everyone aligned on achievements and goals. With these changes, performance reviews shift from a dreaded annual task to a continuous, supportive process that genuinely drives growth and development. Employees stay engaged, feel valued, and you build a culture that truly supports success. Interested in an insightful chat about #performancemanagement & #feedback cycles that actually help people grow and boost engagement? Connect with Bas Boermans or schedule a free 30-minute introduction --> hello@worldofwork.nl

Verleg de grenzen van HR – word Digital HR Consultant bij worldofwork™ Bij worldofwork™ bouwen we dagelijks aan de toekomst van HR met en bij bedrijven als Just Eat Takeaway, Jumbo en ASML. Als Digital HR Consultant duik je in uiteenlopende projecten: van strategisch advies op HR IT tot projectleiding bij de implementatie van HR systemen. We zijn op zoek naar iemand die durft te pionieren en écht impact wil maken in wereld van het werk. 👉 Bekijk de vacature hier: https://lnkd.in/e5_qCskb

The year is coming to an end and for many companies a 'go-live' of a new HR system is in sight. Exciting times ahead, all the hard work of the last few year(s) lead up to this moment. But have you considered what to do after going live with your new ATS, Core HR, LMS or other HR system? Our Digital HR Consultant Valentijn has written down five things to consider after go-live. Read our latest blog here: https://lnkd.in/gTZRpt85 Are you prepared for January 1st? Connect with us throught the contact form on our website or via hello@worldofwork.nl

Happy Friday! We're already on the second-to-last item in our #Top5 Problems #HR should've fixed by now. Today we look at that annoying (but necessary) #reporting work every HR professional is familiar with. All of us in HR get how important and powerful data is. Also, we all know the hassle, frustration, and stress that come with those mandatory compliance reports that we have to produce from time to time. Compliance reporting is a non-negotiable requirement in many industries, from healthcare to finance, where strict regulations demand transparency and accountability. For HR, compliance isn't just an obligation but a critical function to avoid legal risks and protect the organization. But a simple dump of data without any contextual analytics and insights is useless. And how do most HR teams analyze and get insights from data? Well, they log in to their 47 different data management systems and then manually extract the data they believe is necessary for them to get insights. It’s no wonder that HR is always behind and can’t generate actionable ideas from data; nobody could! The system is fragmented, it perpetuates data silo creation, and forces HR people to handle data manually because nothing is integrated. Collaboration is virtually impossible and outdated information is just a consequence of this fragmentation. Now don't despair. There’s an easy solution to the problem of clunky compliance reporting. The best thing you can do is to invest in an integrated system that would unify data flows in HR platforms. A robust single system for your data to be integrated into will enable you to have all the data in a single space. Then, you can use modern analytics that would automate data processes, like worldofwork™'s Power BI templates for #HR and #Compliance. This structure will enable you to create cross-team collaboration and create a data culture in your organization. Want to talk smart (and fantastic looking) reporting solutions and dashboards for #HR, connect to Konstantinos Ioannou, or schedule a 30 mins introduction via 👉 hello@worldofwork.nl

Just because we're still riding high on cloud nine... Here's one last throwback to our swinging worldofwork™ party on September 13th! We can't wait for the 2025 edition!

Poor employee onboarding isn’t just a missed welcome - it's the first step toward disengagement and high turnover. Today we present Nr. 3 of worldofwork™'s #Top5 problems #HR should have fixed by now. Imagine you’re hired to build a house for a customer. As you’re packing to go to work on the first day, you realize that you don’t know the location where you need to go to build the house. Once you finally find that information, you come there and realize that all the toolboxes are locked and that you can’t access any of them, that the other people working there don’t speak your language, and that the foreman just told you to “wing it.” It would be ludicrous, right? Well, then, why are we expecting new employees that we just hired to know how to do everything when we have locked their toolboxes? Even prior to day one, the employee should receive all the necessary tools, access, compliance elements such as badges and cards, necessary authorizations, directions, and a proper introduction to colleagues, peers, and managers in the workplace. If we don’t set up our employees for success, then they’ll have a much harder time getting to peak productivity. If we don’t set them up to win, it becomes a lose-lose situation for everyone. So let’s make sure that the toolboxes are open, that we provide directions, and give proper authorization to our new employees so they can do the job they were hired to do. Interested in an insightful chat about onboarding processes that boost engagement from the get-go? Connect with worldofwork™'s Hidde Veenis or schedule a free 30-minute introduction ➡ hello@worldofwork.nl