About 85% of companies & institutions in old economies are aging at an incredible rate. Many of them were very successful last century, but now face the ever more prevalent question of how to stay vital and up to date. This energizing book about successive generations will show surprising new ways. The evolution of aging organizations in Europe and beyond depends on the youthfulness of all working generations, from the youngest to the oldest.
Aart Bontekoning has developed and tested a scanning method across successive generations that shows quickly and clearly where updates are needed and how to activate culture-updating processes. It requires a willingness to look for solutions across the boundaries of the existing culture. Humor, interaction between generations and contemporary leaders are important ingredients. The process can become hugely exciting.
Dr. Aart Bontekoning is a Dutch organizational psychologist and gen¬eration expert. In the 1990s, he ran numerous experiments to study the evolutionary power of generations. Between 2000 and 2007, he de¬veloped a generation theory and a generation research methodology. In 2007, his groundbreaking generation research culminated in a PhD thesis titled 'Successive Generations in Dutch Organizations, Hidden Powers of Evolution of Cultures.' Today, many companies are using his insights. There is also growing interest outside the Netherlands, not least because his scientific generation work is unique in the world. He adopts a generational perspective to show us the evolution of how we do and think.
Gerrit Brouwer, CEO of Appical: 'We produce onboarding apps for companies all over the world. Millennials are the most important us¬ers. Aart's generation insights inspire us to create the best possible fit.'
Suzanne Merritt, former Director of the Polaroid Creativity Lab, currently leading Flow-tography workshops around the world: 'This groundbreaking book about generations has given me a boost of energy.'
Edwin Hageman, CEO of INTO IT & Telecom: 'Companies in (digital) transformation should make sure the company's culture is up to date, stimulating the adoption of new technologies by both the younger and older generations. This book has great insights for HR, change and people managers.'
Nowadays, job positions are not as clearly defined as they used to be. Increasingly, work is carried out in varying roles where the only constant is the employee - but even he or she has to keep growing and adapting. Our current systems of remuneration are the one thing that has not been moving along. Not only are they unable to keep pace with the dynamics of modern business but they are time consuming and expensive. If you want to abandon them, however, you first have to change the basis for your employees' salaries. That basis is no longer the job position, but the added value that the individual employee contributes.
The Baarda Model shows you how to reward your employees' added value with a transparent system of assessment. Rolf Baarda has developed a model which allows employees to gain an insight into their problem-solving capacity and shows them how to take it to the next level. The model describes eight roles that set out who deals with the most difficult problems, who deals with the less challenging ones and who takes on the simplest issues. It not only helps employees develop themselves, but it also increases their engagement and motivation - and happy employees mean happy customers!
This book was written for HR managers and other executives who want to reward their employees in a decent and transparent way and thus increase their job commitment.
Rolf Baarda is chef de mission of Bureau Baarda, innovators in remuneration management. He has more than 25 years' experience as a consultant and he applied his expertise to devise the Baarda Model, a unique system that precisely maps out employees' added value.
Still far too often, HR policy is focused solely on permanent workers rather than on all workers in an organization. And that while large numbers of employees today have a different perspective on work. They work on temporary contracts, tied to organizations as self-employed professionals or external contractors. And yet these groups are systematically overlooked by HR policy, to the detriment of all parties involved.
It is up to HR to take on the challenges of the workforce of the future and to reinvent itself. It is time to let go of the old HR paradigm and make way for a new way of thinking. This book provides an overview of these changes and presents a new model for a sustainable, integrated workforce strategy. It makes this book a must-read for any HR professional who wants to take charge and lead the way in these turbulent times.
Roeland van Laer is partner at the Labor Redimo consultancy, where he helps organizations design and implement innovative HR strategies and solutions.
"A must-read! If you're now making the transition from traditional human resource management to a total workforce approach, you're just in time." - Inge Helmers, Global Learning and Development Manager, Marel