HR One Gala (21 November 2013)

mediaCountry: LUXEMBOURG
City: Luxembourg
What: HR One Gala
Who: Farvest
Web: gala.hrone.lu

Training and the Luxembourg HR community. Nicolas Schmit, minister of employment, labor and immigration, insisted on the importance of this annual meeting. This human resources event is crucial for sharing visions because, now more than ever human capital is a company’s greatest asset. According to Schmit, the HR professional is an essential business partner for the company. Nicolas Schmit reminded attendees how important it is to create a favorable environment inside a company and in a global system. He also focused on education, orientation and training of future employees. A new generation of students needs to be guided in order to overcome the next employment market challenges. The industry sector still needs to be promoted but, most importantly, companies and administrations must work together to build an efficient system that will retain talents and promote Luxembourg’s working places.

Changing the Face of HR. Thomas Edig, dep. chairman of the executive board, and member of the executive board, human resources, at PorscheAG, reminded to the audience that Porsche is an historical brand with its own strategy and, most importantly, its own values, which hadn’t changed since 1948. As a matter of fact, the group has expanded considerably over the last decades, growing from about 10,000 employees in 2002 to more than 18,000 in 2013 while integrating the Volkswagen Group in 2012. This growth is also noticeable in the results of the group, reaching 2,439 billion euros in December 2012. To achieve this outcome, the group relies on strong values shared by every employee around the world: innovation and tradition, performance, exclusivity and design.

Recruitment of young talents sharing Porsche’s values. This strategy is a major challenge for human resources enabling growth, recruitment, development and retention of qualified employees. Talent management is one of the most successful achievements of the group. The system, built by Thomas Edig, includes a strong relationship with the academic system but also a talent evolution inside the hierarchy. Every year, Porsche rewards 250 universty students of science and mathematics for their success. It also welcomes 500 young professionals as trainees in the service of their choice in the company. In this process, Porsche pays

close attention to the male/female ratio. It is a matter of great importance for the Porsche Group to promote diversity within its employees and further develop its appeal to female workers. Over the span of two years, this program has been able to retain 80 percent of the talent. Now 75 percent of new recruits are former trainees, which ensures that they share the values of the group.

Re-skilling of HR. For Dimitri Ronsse, HR director at Husky, size doesn’t matter but HR innovation must be a priority on the agenda of the company. Nicolas Rasson, HR director and head of corporate administration at ING Luxembourg, reminded us that human resources management is one of those positions where you have the widest scope of skills under your control. Thus, outsourcing is a part of success. Your team must be built with specialists who can offer you the best expertise using their skills. Then you can have a clear view of each one of them and make the synthesis. Dimitri Ronsse, who insists on diversity in an HR team as he believes its members should come from different departments in which they previously specialized, shared this opinion.

HR Technology. On this point, the audience discovered two really different points of view. Grace de Latour, senior VP and corporate HR at SES, insisted that SES strongly believes in technology. In order to grow, you need HR information and quick access to it to maintain transparency and efficiency. On the other hand, Dimitri Ronsse believes that HR technology is important and we can learn a lot from it but, based on his own experience, he was disappointed most of the time. HR technology does not always deliver on its promises, especially if you consider the time and effort you have to invest in order to master it. For Ronsse, you need to invest in technology. The added value will be based on the questions you ask. You can have access to better analytics and efficiency if you clearly define what HR technology should bring you.

The HR community was invited to join a networking cocktail party before taking part in the Luxembourg HR Awards dinner during which the winners of the Luxembourg HR Awards were revealed.

Luxembourg HR Awards winners 2013

HR MANAGER OF THE YEAR Caroline LAMBOLEY, HR director, BDO
YOUNG HR TALENT OF THE YEAR Sonia OLIVEIRA, HR partner-HR project, University of Luxembourg
BEST INTERNAL COMMUNICATIONS Ampacet represented by Julian TROIAN, HR director EMEA
SOCIALLY RESPONSIBLE HR INITIATIVE AWARD Loyens & Loeff Luxembourg S.a.r.l, represented by Véronique HOFFELD
HR TEAM OF THE YEAR CFL Multimodal represented by Sylvie NOTARNICOLA, HR dir.
BEST CHANGE MANAGEMENT SERVICES Ajilon HR Solutions
BEST COMPENSATION & REWARDS SOLUTION SYMPASS
BEST HR STRATEGY FIRM RH Expert
BEST LABOR LAW FIRM MNKS
BEST LEARNING AND DEVELOPMENT SOLUTIONS Luxembourg School for Commerce
BEST PUBLIC PARTNER TUDOR
BEST RECRUITMENT SERVICES DO Recruitment Advisors
BEST TALENT MANAGEMENT FIRM Hudson
BEST HR TECHNOLOGY HR Access Solutions
BEST WORKLIFE BALANCE & WELL-BEING SERVICES Sécurité & Santé au Travail Luxembourg