Next generation work
Current projects (8)
The coronavirus crisis has forced organizations to adopt new ways of working, and employees have shown great adaptability in recent months. What can we learn from this for the future of work? And what does this mean for sustainable careers? To find out, we have been regularly surveying employers since April 2020, together with, more recently, employees.
The aim of this project is to unravel sustainable career paths. How do these careers develop? Which different pathways can we discover?
De Lijn, Antwerp Management School and Jobat are jointly launching the Baanbrecht Werkgever charter. This charter gives organizations a framework and an extra incentive to embed hybrid work and new mobility in a policy where the employee is central.
The COVID-19 workplace not only increases physical but also social distance. In pre-pandemic times it was still pretty easy to find ways of sharing ideas or giving feedback within your organization, but today you may well be feeling a bit more inhibited. Because of the massive working from home, there is a risk you are not letting your voice be heard spontaneously. Informal coffee breaks are gone, making it more difficult to openly discuss decisions made by your manager or coworkers. So you prefer to keep quiet, even if you do not agree.
Welt is committed to a future-oriented HR policy. Through analysis, expertise and exchanging experiences, we set out to create and facilitate optimal sustainable careers within companies. That is how you help all your talents unlock their full potential!
The EOS-CARST project is an inter-university research project to enhance our understanding of how organizational and individual career management can lead to career sustainability, applying a multiple stakeholder perspective.
With this project we want to tackle the societal challenge of the reintegration of workers after a burnout. In this way, we are responding to the increase of long-term sick leave related to burnout. The research focuses on levers and drivers for a successful return to work.
Academic support for the group of experts of the Demography Fund, consisting of literature study, case-study and analysis, tool development, workshop support.
Past projects (12)
Why and how do employees succeed in transferring learned social skills (soft skills) from the training to the workplace?
In this project, we investigate which factors can ensure low-skilled and unskilled youngsters stay away from the low-wage job market.
Strengthening the sustainable employability of workers in the textile industry in a context of digital transformation.
With the AMoS project we want to reach young people in the Ghent region who are not in employment, education or training (NEETs) and try to activate them through commercial techniques of online marketing, such as a mix of advertisements, stories and movies, tailored to their lifestyle.
Open Hiring® means that you just get a job if you want to. Without a job interview, a CV or any government interference.
ESF project “Innovation through Exploration”: research project on the impact of the shift towards Innovative Labor Organizations (ILO) on the careers of employees, and the development of an intervention that should support employees in ILO in their careers.
Research on the possibilities and critical success factors of co-sourcing as a solution for longer and sustainable careers.
Research on the relation between work environment and the productivity and well-being of employees.
Study on the impact of the shift towards an Innovative Labor Organization (ILO), as part of the ESF projects “Anders Organiseren”.
ID@Work (Intellectual Disability at work) is a research project that focuses on integrating people with an intellectual disability in the regular economy. Through this project, Antwerp Management School and its partner HEC Liège are aiming to contribute to an inclusive society that focuses on talents and competences instead of on limitations.
With the ICOMflex project we wanted to support the supply and demand of teleworking possibilities in Flanders, on the one hand, by creating an awareness on the possibilities offered by teleworking and, on the other, by providing the methods and knowledge needed to practically introduce flex work.