On Thursday 7 November 2024, the HRM seminar took place at FHI in Leusden. HR professionals from the technology sectors gathered in the atrium for a busy and educational day. Experts from various disciplines – from employment law to GenZ – stood on stage and shared their knowledge and experience.
Andreas Meijer warmly welcomes everyone on behalf of FHI. The packed hall smells of fresh coffee and Andreas immediately gets things moving. “We have a full program. And you are not here to listen to me. It is impossible to attend all the lectures, but you can change if you change your mind,” he reassures the audience. And now that he has everyone’s attention, Andreas emphasizes the importance of good HR policy. FHI has had an HRM working group for years. This working group meets three times a year. Interested HR professionals are very welcome.
Four employees of FHI-advice partner Vestius Advocaten are ready to give a presentation on current affairs in employment law. The variety makes the tough subject manageable and with the necessary humor the advocates know how to hold the attention. Three subjects form the common thread: developments in the field of employment law; the changes concerning the self-employed persons legislation; and the Future Pensions Act.
Maria-Christina Kool is the first to step forward and explains the changes in the field of employment law in clear language. One of the things that stood out was the chapter on non-competition clauses. Of the 8.4 million employees in the Netherlands, 3.1 million people are bound by a non-competition clause.
Non-competition clauses are now often included as standard in employment contracts and bind the employee to the employer in a tight labour market. This is not what the law is intended for, because the non-competition clause is there to protect your specific business interests. A consequence is that it is even more difficult for employers to find new staff.
The Hague is now working on a change to the non-competition clause in which a restriction applies to temporary contracts, a strict motivation requirement, and compensation for the employee. Maria-Christina thinks there is a very good chance that this will pass.
Another sore point that the lawyers would like to pass on to the group is the change regarding the ZZP legislation. Sander Pieroelie, partner in contract law at Vestius lawyers, says with a warning undertone: "We will all have to deal with this".
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The above list illustrates the problem well. And we can only expect more clarity from The Hague from 2026. Sander explains how difficult it is to make a clear distinction between a contract for services (the self-employed person) and an employment contract. And the potential nasty consequences: additional assessments and labor disputes. Pay attention! The tax authorities will enforce from January 1, 2025. Sander gives the following tip: is the contract part of your core business and do you have a managerial relationship? If so, then it is most likely an employment contract and not a contract for services.
For more information, please contact FHI Advice.
After the lecture by Vestius Advocaten, it is time for lunch. The fifty-odd participants shuffle out of the room towards the atrium. Here, an extensive lunch is traditionally ready. At the standing tables, the difference between an employment contract and a contract for services is discussed. The difficulty is a difficult issue for all those present and very relevant. The HR professionals have listened carefully and are well aware: “It concerns us all”.
During the afternoon program, attendees can choose from two lectures. I follow the presentations Modern HR policy and Recruitment or development. Klap Insurance and ISA Training & Coaching also give a presentation, but as Andreas indicated during the introduction: you can't be everywhere.
With a little push in the back, the participants are led back into the room and Sandra Engelbertink takes the floor. She gives a presentation on Modern HR policy and on the journey of the employee. She emphasizes that five generations now have to work side by side and with each other. Five generations each with their own core characteristics, values and communication styles. This is a challenge for many organizations. The first thing that is important, according to Sandra, is that you acknowledge and recognize the differences. “Know what you have within your organization and where you can grow towards”.
Time for a short break to stretch your legs. The participants have found each other. Similarities and differences between the organizations are discussed in detail. Each company has its own style and culture. And the mutual differences clearly emerge. One of the objectives of the HRM seminar is to share knowledge and experience. The day is already a success in this respect.
Geke Schuiteman and Lennart de Winter from Valpeo take over after a short introduction by Andreas. Using theory from developmental psychology, they explain how to gain insight into the potential of employees.
The basis of their presentation is the distinction between 'learning' and 'developing'. Under the concept of learning they place all the skills and knowledge that you need to perform your job properly. Development is more complicated. By this they mean mental growth. The process that everyone goes through and that depends on many factors. The lifelong growth from child to fully autonomous individual.
There is a huge shortage of people in the current labor market. It is crucial to develop the people you have to their full potential. Lennart and Geke emphasize the importance of gaining insight into the foundation. The basis on which your employees stand and from which they perform their work.
The Belgian Done by Friday has the honor of concluding this beautiful day with a dazzling presentation about Generation Z. Sven Boelpaep and Kenny Timmermans stand together in front of the group and provide enthusiastic advice.
GenZ are the digital natives among us. The generation born between 1995 and 2010. In total, this concerns 4.9 million young people up to 25 years old and 2.8 million are between 12 and 25 years old. A group to take into account. And a group that wants to be approached in a different way than the generations before it.
And once again: entrepreneurs no longer speak of a War On Talent but of a War On People. 72 percent of entrepreneurs in Flanders fear that recruitment will become even more difficult in the coming years.
Done by Friday holds up a mirror to the group of HR professionals. It is time for recruiters to start thinking like marketers. “How do you make your company relevant to GenZ?”, Sven asks the participants. Your company is a brand, and the job is the product. And to summarize it briefly: “You have to understand your target group”.
GenZ is the first generation to grow up in a ultra connected world. In addition, this generation is very value-driven. As an example, Kenny gives the slogan: 'Planet over Profit'. GenZ is socially involved and attaches great importance to its own values.
Another big difference from previous generations is that media on demand & by default is. And, user generated, interactive, fast and instantaneous. And therefore free. GenZ is not interested in hyper-slick marketing videos. And at the slightest suggestion of advertising, the impregnable fortress jumps up: the wall of i don't care.
The most important thing Kenny and Sven want to give you is that you show interest in their world. And very practically they give us “Content with focus on RRR: real, raw and releatable”.
GenZ loves authenticity. So stop with those slick ad campaigns. GenZ loves clumsy self-recorded videos where you expose yourself, make yourself vulnerable and be honest.
When you listen to Sven and Kenny, it seems dead simple. But now? Now we have to get to work ourselves. And as a resounding conclusion, Done by Friday reveals to loud laughter: “GenZ is not loyal to their employer. Their loyalty is not tied to an employer, but to personal growth and work that inspires them. So take care of that!”.
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