Deloitte calls for increased flexibility in human resources management at the Jump Forum in Brussels

Corporate Ladder evolves into Corporate Lattice characterized by increased performance and sustainable work-life balance

Brussels, 26 April 2012 - Businesses should move away from the traditional Corporate Ladder and move to a Corporate Lattice in order to be able to keep pace with today's rapid rate of change and skills needed to succeed. During the HR Seminar at the Jump Forum held in Brussels today Deloitte stressed the importance of a cultural change to improve talent management and organisational effectiveness and showed participants how a Corporate Lattice makes employees more versatile, and increases strategic flexibility.

The hierarchical human resources model that took hold in the industrial age has given way to a new landscape. The pace of change is faster, work is increasingly virtual and transparent, and organizations are flatter. Due to today's flatter organizational structures companies have fewer options for developing their people by solely moving them up the corporate ladder. What is more, younger generations are bringing different attitudes about what it takes to motivate them at the same time older workers are looking for flexible options to stay in the labour market.

Yves van Durme, Partner at Deloitte, responsible for Human Capital at Deloitte Belgium: "In the fast paced environment we currently operate in it is of great importance to find the right balance between processes, structures and systems on the one hand and cultural and personal motivation on the other hand". The Corporate Lattice signals a shift in mind-set and outlook – it represents the multidirectional, flexible and expansive nature of how successful organisations work today. The lattice model organizes a strategic and comprehensive response in three core areas:

  1. How careers are built: lattice organisations are broadening career pathways to include lateral and diagonal directions along which people can grow.
  2. How work gets done: the lattice represents the transformation from work being a place you go during set hours each work day to something employees do in a dynamic, increasingly virtual workplace. Globalization, virtualization, modular job and process designs, and team-based project work, among other workplace advances, leverage new technologies.
  3. How organizational participation is fostered: lattice organisations are sharing information transparently, creating communities and providing more collaborative, inclusive and meaningful options for employees to contribute regardless of their level on the organizational chart.

Talent Partner Tom Declercq: "It is increasingly important to move away from a defensive to an offensive talent management approach like the Corporate Lattice. The advantages of the Corporate Lattice are apparent – lattice organisations are often more adaptable, more profitable, have higher return on assets and higher revenue growth. In order to succeed it is however not sufficient to implement policies and procedures in line with the lattice model but organisations rather need to start an organisational journey to constitute a culture change".

The Human Capital professionals from Deloitte Belgium support organisations in making the move to a Corporate Lattice. Deloitte enables organisations to maximise the efficiency and effectiveness of their HR strategies through process redesign, vendor selection/management, building the HR service delivery model, and implementing the enabling ERP and front-end technology solutions. Deloitte also guides organisations to comply with the new ISO standards for reliable and transferable approaches to workforce management.