, partner at , explains: “There is a structural shortage of skilled workers. In the past, an employee knew that other candidates could replace them, taking the job he or she wanted. Today, we’re seeing the opposite. Every employee is a target for other employers. This is a new paradigm for company directors and team managers.”
, managing partner of GGR&Partners, continues: “With this in mind, values such as respect and equal opportunities are rightly being given greater prominence. An employer can afford to make even fewer bad decisions: legislation protects employees with obligations concerning, among other things, discrimination and harassment, as well as reporting requirements. Not only do candidates have more alternatives, but the company will have to report on these HR policies or incidents.”
There is a structural shortage of skilled workers. Today, we are seeing the opposite: every employee is a target for other employers. It’s a new paradigm for business leaders.
, partner at GGR&Partners, explains: “In the ESG context, non-financial reporting is becoming as important as traditional financial reporting. One implication of CSRD is that the internal kitchen (HR) is becoming more open. The bar will be higher for every manager at every level: in addition to the results to be achieved, how they achieve them becomes even more important.”
“And we’re not yet talking about the new technologies, AI or new business models that are coming. Are employees on board with the changes and, above all, do they have the right skills?” adds Mireille Talsma.
In the ESG context, non-financial reporting is becoming as important as traditional financial reporting. The bar will be raised for every manager: beyond the results, the way in which they are achieved becomes crucial.
GGR&Partners has embarked on its own transformation process. “We’ve thought through the implications for our business and, with what we know, we want to help our clients maximise their long-term performance,” says Daniel Braun. “One example is that employers and headhunters need to work together to ensure that the recruitment process runs at the candidate’s pace: not too slow, not too fast.” This is just one concrete example.
“ESG compliance is an opportunity for any organisation to make its human resources management more professional and to communicate this to its stakeholders. Financial reporting is a given, ESG reporting seems to be a constraint, but above all it offers an opportunity to face up to the many challenges and--ultimately--to make the value of a company sustainable. The HR tools are there, they just need to be implemented and used according to the needs of the organisation and its stakeholders,” concludes Hendrik Geleyte.
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