How does ING create a culture of learning agility?
Digital HR Leaders Podcast - EP80 - Maarten van Beek, ING

How does ING create a culture of learning agility?

David Green ???? David Green ????

David Green ????

Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast

发布日期: 2021年10月5日
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(Companies need to provide) more transparency about how the future looks. Which skills are relevant? Which are not relevant? Be honest with employees. How easy is it for those people to go from A to B? How easy it is to up-skill, and is that in ING or is that outside?

Those are the words of Maarten van Beek, HR director for Belgium, the Netherlands and Luxembourg at ING - my guest on this week's episode of the Digital HR Leaders Podcast, speaking about ING's culture of learning agility.

What are the skills we need for the next five years, and how can we help develop people towards that?

To encourage lifelong learning and talent fluidity across the organisation, taking an employee-centric approach is, according to Maarten, vital. HR should focus more on the employee journey – the employee experience - and less on the responsibilities and confines of rigid, traditional L&D roles.

If you want to have a great employee experience, you have to talk the language of the employee and not HR

You can listen by clicking on the image below or by visiting the?podcast website here .?

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Throughout this episode, Maarten and I discuss:

  • How organisations can promote a ‘lifelong learning’ approach to work, by encouraging and supporting employees to reinvent their skillsets every 3-5 years.
  • The power of using skills data to fuel talent fluidity: "We use analytics to match the skill-sets one side to the skill-sets that will be needed in the future"
  • The benefits of a close partnership between HRBPs, the people analytics team and business leaders at ING: "HRBP’s get excellent support from our central People Analytics. That helps make it real for the HRBPs business domains and gets it on the agenda of the management team"
  • The business value - and societal value - of measuring skills proficiency without depending on traditional qualifications and educational experience.
  • How the pandemic has fast-forwarded the future of work as well as the future of HR and learning: "We now do a lot of things differently: onboarding will continue to be digital, the majority of learning will continue to be digital"

Enjoy - and please let me know in the comments section your thoughts and any questions after listening to the episode.

In 2021, the world is becoming more transparent whereas HR can sometimes be a black box. Demystifying HR and taking it out of the black box is good for employees, good for the business and good for the function


LISTEN TO THE PODCAST

To listen to the Podcast and read the transcript of my discussion with Maarten, head over to myHRfuture by clicking on this link: How does ING create a culture of learning agility?


WATCH THE VIDEOS

As well as the podcast, there will be a couple of videos available on the?myHRfuture YouTube channel ?highlighting highlighting two of the topics Maarten and I cover in our conversation. In this clip, Maarten talks to me about how the relationship between work and learning is evolving .



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THANK YOU

Thanks to Maarten for such a stimulating discussion and for sharing his time and expertise with listeners of the Digital HR Leaders Podcast. You can follow Maarten on LinkedIn , also follow him on Twitter @VanBeekMaarten , and also check out his book: HR Impact: The Power of Craftsmanship .

I also recommend reading the articles below, where Maarten explains how ING has embraced agile ways of working:

Thanks to?TechWolf ?for sponsoring Series 16 of the podcast, and also Ian Bailie, Manpreet Randhawa, Caroline Styr and the myHRfuture team for creating the Digital HR Leaders podcast and video series.?


GET INVOLVED

If you enjoyed listening to this week's podcast episode, I'd be grateful if you could take the following steps:

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CATCH UP ON THE DIGITAL HR LEADERS PODCAST

If you haven't listened to all of the episodes of the Digital HR Leaders Podcast, you can catch up now by clicking on the links below.

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ABOUT THE AUTHOR

David is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work.?As Managing Partner and Executive Director at?Insight222 , he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 70 global organisations.?Prior to co-founding Insight222 and taking up a board advisor role at?TrustSphere , David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics.?David also hosts the?Digital HR Leaders Podcast ?and is an instructor for Insight222's?myHRfuture Academy . His book, co-authored with Jonathan Ferrar,?Excellence in People Analytics: How to use Workforce Data to Create Business Value ?will be published in the summer of 2021.

SEE ME SPEAK AT THESE EVENTS

I'll be speaking about people analytics, the future of work at a number of upcoming events:

Data Driven HR Monthly Data Driven HR Monthly

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Sonia Malik

Workforce Development Leader | Skills-based hiring | Multiplier | Corporate Social Responsibility

3 年

David Green The single statement I also took note was the one of speaking the employee language and not that of HR. I am curious if you or any of your guests have an opinion about breaking the boys club mentality that HR organizations have and bringing in talent from different business units for a fresh perspective? I do believe that the evolution of HR will not only come from a deeper application of analytics but also from the willingness to partner more closely with the business. Otherwise, HR will ALWAYS speak HR language and the needle will not move!

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Ranjit Shinde

HR Business Partner | Talent Acquisition Leader | HR Strategy | Motorcyclist

3 年

Interesting read

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Gordon Ritchie

Skillosopher and #Skills Architect. Job and skill architecture, Assessment, Learning, Career Development, Performance, Mobility.

3 年

Henning Winter thought you might be interested

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