Sustainable Employability
How do you ensure that your people are not only valuable now but also perceive themselves as valuable in the future?
The topic of 'sustainable employability' touches on themes such as (physical and mental) health, motivation, engagement, and people's development. Keeping the conversation going is essential in this regard.
- Insight into suitability for the current role
- Understanding of motivations, needs, and preferences
- Insight into the current level of challenge, overload, stress, and engagement
- Development opportunities
- Insight into job and career possibilities
- Starting points and substantive input for a SD plan
- Scores on all competencies
- Personality questionnaires
- Intellectual ability tests
- Affinities and career questionnaires
- Matching module
- Development guide
Insight into the employee
Is the employee still in the right place? Are they being sufficiently challenged or feeling overwhelmed? What does the other person need and what do they require to continue growing? A sustainable employability plan really can't do without a thorough understanding of the employee. This analysis provides all the starting points for a solid EI plan. It answers the questions 'what does someone want?' and 'what can someone do?'
Sustainable insight
The communication profile and the character profile provide insight into preferences and motivations. Competencies show what comes easily to someone and where their strengths lie. Self-awareness of what someone wants and can do helps take responsibility and then make conscious choices when it comes to their personal and professional development. A valuable addition to the analysis is the intellectual capacity tests. These measure the level of work and thinking (secondary vocational education, intermediate vocational education, higher professional education, or university) and provide more insight into someone's potential.
And there's more..
You can also involve information from the employee's environment by using the 360-degree feedback module, utilizing career questionnaires, or leveraging affinities. The matching module provides a lot of information about the type of work that suits the employee best and what doesn't. Additionally, the employee can use the Development Guide. For each competency, the development potential, literature, and tips are described here. In short, a practical and concrete support for HR, management, and the employee.
Benefits organisation
Higher productivity and organisational efficiency
Prevention of absenteeism and accidents, reduced healthcare costs, and improved work atmosphere
Compliance with legislation for safe and healthy working conditions
Research shows a return on investment of 1:2.2 to 1:4. For every euro invested in vitality and sustainable employability, the organisation gains three euros.