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Peggy De Prins, PhD

Function Academic director Master in Strategic Human Resource Management, researcher ‘Next Generation Work'

Email peggy.deprins@ams.ac.be

Phone +32 3 265 44 79

Discover publications

Expertise

Quality of work, employee engagement
Employee voice and employee silence
Sustainable HRM
Sustainable labor relations
Future of work

References:

Janssen Pharmaceutica
SD Worx
Flemish Government
Essenscia, Cobot, Constructive
Social Partners

Peggy De Prins is associate professor at Antwerp Management School on the domain of sustainable HRM and sustainable employee relations. She conducts research on changing labour-management relationships and social dialogue, and investigates important evolutions within the domains of HRM, the future of work and quality of work. These are also the core topics of her teaching activities within Antwerp Management School. At AMS, she is also the academic director of the Master in Strategic Human Resource Management.

She frequently cooperates with organizations on challenges related to social dialogue and sustainable HRM and is a well-known speaker on this topics.

Her work has been published in national and international peer-reviewed journals. Recently she published two practitioner-oriented books on sustainable HRM and sustainable labour-management partnership. Peggy De Prins obtained her PhD in 2001 from the Faculty of Social Sciences of K.U. Leuven. She holds a master's degree in Sociology (K.U. Leuven) and started her academic career at the University of Antwerp within the faculty of Business Economics.

Programs

Master Class Well-being Science at Work

Master Class Strategic HRM

Master Class Strategic reintegration after burnout

Master Class Organizational (re)design

Master Class Sustainable HR

Master in Strategic Human Resource Management

Master in Management

Executive Master in Public Management

Discover our programs

Recent publications

What’s next for work in textile, construction, chemistry & life sciences?

AMS research helps future-proof the role of work in vital industries An aging workforce, how to build sustainable careers, and prioritizing workable work… these issues present specific challenges for the textile, construction, chemical, and life science industry. AMS Competence Center “Next Generation Work” recently conducted industry-level thorough research on the subject. This research combines the viewpoints of both employees and employers, resulting in a comprehensive take on these crucial issues – and important information to future-proof these vital industries.

Peggy De Prins, PhD

Human Resources

Blog ambiguity

Ambiguity as the only certainty. How do we deal with it?

At both the individual and organizational levels, dealing with ambiguity is becoming increasingly crucial in a rapidly changing world. This competence, the ability to navigate in gray areas and reconcile different perspectives, is considered essential for future success. Competence Center Next Generation Work emphasizes this importance by combining scientific insights with the exchange of experiences from leading partners such as SD Worx, Johnson & Johnson, and others.

Peggy De Prins, PhD

Human Resources

HRM trends 1

Sustainable HRM: four strong trends and insights

The job responsibilities of HR managers today look completely different than they did a decade ago. Companies expect you to provide business insights, think proactively about strategy and keep your finger on the pulse of the latest trends. How do you keep up with all that? (This webinar is in Dutch.)

Lou Van Beirendonck, PhD

Human Resources

Scope leren op de werkvloer

Dark sides of learning on the work floor

Lifelong learning is important, but we encounter obstacles or dark sides here, such as high work pressure and stress when pursuing new knowledge and skills. Training often comes 'on top of' and can exacerbate this stress and sometimes lead to stagnation, causing us to no longer stay current.

Peggy De Prins, PhD

Human Resources

Trends duurzaam HR beleid resized

3 trends for a sustainable HR policy

As an HR manager, it is increasingly expected that you know the 'business' and help realize the strategy. While innovations and trends follow each other in rapid succession, it is a matter of implementing a sustainable HR policy, based on flexibility, dialogue and win-win solutions. (This webinar is in Dutch.)

Lou Van Beirendonck, PhD

Human Resources

Innovatieve arbeidsorganisatiegeen cosmetica 1

Innovative Labor Organization is not a matter of cosmetics

Through this webinar you will be introduced to Antwerp Management School's master class Organization (re)design with Innovative Labour Organization (ILO). ILO is not a matter of cosmetics: quick fixes and done. It is a fundamental story: once you get into the methodology, there is no turning back. But what exactly is behind the term Innovative Labour Organization and why should your company/organization adopt it? The answer is simple: because a well-developed ILO policy drastically improves the efficiency and sustainability of your company and the quality of your employees' jobs. (This webinar is in Dutch.)

Peggy De Prins, PhD

Human Resources

AMS HR2030 2 listening

HR in 2030: Invest in a culture of 'continuous listening'

In 2030, what will our jobs look like? What skills will be "hot"? How will employees and employers engage with each other? What do we see a leader doing? How do team members connect? And what about 'employee experience'? How do people build their careers sustainably in 2030? Are we evolving toward more flex workers? These and other questions were presented to us by our knowledge partner Janssen Pharmaceutica as part of a strategic talent exercise 2030. Based on our current insights and storylines, we set to work on a future forecast. This resulted in five concrete innovation slopes, based on 5 central themes within our Competence Center 'Next Generation Work'.

Peggy De Prins, PhD

Talent & labor organization

Employee silence: why and what are we silent about at work?

Peggy De Prins, PhD

Human Resources

Nieuwe werken

Innovations in workplace & organizational design: is the honeymoon phase abruptly coming to an end?

More and more companies are shutting down offices and allowing their employees to work from home. Hybrid work, or the combination of working from home, at the office or at a third location, is definitely on the rise. Ten years ago, hybrid work would have been unthinkable. In 2010, 15% of Belgian employees worked from home. Today, this is no less than 35%. At the same time, more and more organizations are looking for new ways to respond more flexibly to customer and environmental needs. The classic, rather closed and bureaucratic hierarchy is giving way to a more open and dynamic organizational design. Innovative labor organization, self-management, network organization are all different names for the same movement.

Peggy De Prins, PhD

Strategy & Innovation

Blog traditionele competenties

Employees no longer get by with "traditional" competencies. So, how do they manage?

There is a lot going on in the literature around 21st century skills. Rightfully so, because in our VUCA world, diplomas are expiring faster and faster. Employees can no longer manage with 'traditional' competencies. For example, now they also need to be problem solvers and cope with change. COVID-19 has only sharpened the need for such competencies for the future.

Lou Van Beirendonck, PhD

Talent & labor organization

Peggy De Prins driesluyten 8

From anger to pride, a transformation in health care

Labor sociologist, HR expert and professor at Antwerp Management School Peggy De Prins clearly indicates the change that is taking place in healthcare, in an interview to Zorgnet. How the current crisis has increased the importance of the healthcare sector and how we can transform the initial anger into pride.

Peggy De Prins, PhD

Human Resources

The office environment as a lever for well-being and productivity (Dutch)

Human Resources

Ode to HR-consultancy

Peggy De Prins, PhD

Human Resources

Peggy Bieke kritische vriendschap resized

Critical friendship

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? What makes HR consultancy an honorable profession? This is episode 1 of the series 'Ode aan de HR consultant'. This podcast is in Dutch.

Peggy De Prins, PhD

Human Resources

AMS Peggy Bieke Positieve begrenzing resized

Positive limitation

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? What makes HR consultancy an honorable profession? This is episode 2 of the series 'Ode aan de HR consultant'. This podcast is in Dutch.

Peggy De Prins, PhD

Human Resources

AMS Peggy Bieke Ware kunde resized

True competence

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? And what makes HR consultancy an honorable profession? This is episode 3 of the series 'Ode aan de HR consultant'. This podcast is in Dutch.

Peggy De Prins, PhD

Human Resources

AMS Peggy Bieke Wederzijdse echtheid resized

Mutual authenticity

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? And what makes HR consultancy an honorable profession? This is episode 4 of the series 'Ode aan de HR consultant'. (This podcast is in Dutch)

Peggy De Prins, PhD

Human Resources

The consequences of digitization, informatization, and robotization

Peggy De Prins, PhD

Human Resources