Vlerick Expertise in Human Resource Management

Our specialists in Human Resource Management (HRM) have valuable expertise in a variety of sub-fields. Amongst these domains are international HRM, strategic HRM, career management & development, people performance, career management, learning & development and strategic rewards. This know-how is translated into management programmes, books, publications and advice customised to the needs of the organisation. Don’t miss our networking opportunities. The Vlerick HR Day is our unique networking event for HR professionals.

In addition to conducting research that contributes to fundamental academic knowledge, we also carry out practice-based research on HRM especially for your organisation. An overview of our expertise can be found in articles, book reviews, podcasts and videos that you can find on this page. With these articles we help you as a professional or manager to stay up-to-date on the recent developments in the area of Human Resource Management.

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  1. Half of all Belgian employees do not know how much supplementary pension they receive

    Although the importance of a supplementary pension has gradually become widely understood, the amount of the annual employer contribution is greatly overestimated. More than one employee in two (54%) has no idea what contribution their employer pays into this so-called second pillar. More and clearer communication becomes in this way an important attention point. This communication employees want above all digitally and via a single central platform. This is the lesson of a survey by Vlerick Business School and AG Insurance.

  2. Employers want to make better use of strategic potential of group and hospitalisation insurance plans

    Fringe benefits are becoming increasingly commonplace in the labour market. But employers still see ample opportunities for leveraging this popularity in their HR policy by means of better communication, especially as regards the package of supplementary pension and health care plans. More and more employers also want to be able to arrange these types of fringe benefits more flexibly in the future. These are the main conclusions from a study that AG Insurance carried out in cooperation with Vlerick Business School in which more than 100 Belgian employers participated .

  3. Salary least important driving force for CEOs

    CEOs consider the non-financial aspects of their job much more important than their financial reward. This is according to a study among almost 1,000 Dutch and Belgian CEOs. CEOs are mainly driven by ambition and non-financial factors, such as the challenge the job brings with it, the feeling of achieving progress and the pride of working for the organisation. Notably, female CEOs obtain most motivation from the work climate and cooperation with other members of the top management.

  4. Leadership development remains top priority for HR departments

    The main priority for Belgian human resources departments continues to be the development of the competencies of managers, i.e. leadership development, as the HR Barometer study by HR consultancy Hudson and Vlerick Business School reveals. Talent management – the attraction, development and motivation of talent in the organisation – is still ranked a clear second.

  5. Happiness at work is a habit you can practice

    We all have to work. However, the key to finding happiness on the job is to feel good at work. There are countless benefits to happiness at work, both for the employee and the company, as scientific research has repeatedly shown. According to "The Happiness Advantage” by the American researcher Shawn Achor, happy employees are up to 31% more productive and their creativity is three times higher. With the support of ESF Flanders, Vlerick Business School and HR service provider Attentia have therefore developed a new tool which wants to promote happiness at work.

  6. Fortis: in the eye of the storm

    From the year 2007, the effects of the crisis that hit the financial sector were felt hard and painfully by many organisations. The Fortis Holding, a Belgian Dutch service provider in banking and insurance, was no exception. The first part of the case starts with the historical decision to (partly) nationalise the activities of the Fortis holding by the Dutch, Luxemburg and Belgian state. Throughout the case emphasis is placed on the various human consequences and emotions, triggered by the events.

  7. Fortis BNP Paribas: a new uncertainty

    The historical decision to nationalise the activities should have been the start of a new beginning for Fortis Bank. However, in this second part of the case it becomes clear that it was only the start of a prolonged period of additional uncertainty, characterized by legal wrangling, disgruntled shareholders, rumours and misinformation.

  8. Knowledge creation at Group Thermote & Vanhalst

    The case describes the evolution of a Belgian family owned company named Group Thermote & Vanhalst (TVH). The case zooms in on the situation in the warehouse at the time of the move from Gullegem to Waregem (2004).

  9. Spreading the culture @ Torfs

    The case describes the evolution of a Belgian, family owned retail company named Torfs. The first part of the case takes place in the year 1949, a year in which Torfs was only a small town shoe store. The second part of the case gives a summarised evolution from the year 1955 until the present.

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