2023-12-11 10:31:11
By Manuel Romera, director of Human Capital at Berger-Levrault in Spain.- At the current time, in which technology and personnel policies of most companies allow full mobility and teleworking, it is more necessary than ever to reinvent ourselves to face new challenges and take advantage of emerging opportunities. In this new work landscape, we must look for the key elements to create a transformation that not only optimizes talent management, but also allows us to place our Human Capital at the epicenter of change.
Personnel selection, a fundamental lever for the health of any company – regardless of its size or sector – has experienced a metamorphosis in recent years. Traditional methods merge with digital innovations and intensify the use of new practices in selection processes. But The revolution is not only technological: it is also human. Mental health, well-being, values that represent you and digital disconnection outside of work hours are projected as pillars for a high-performance culture.
Those of us who work in the technology sector are experiencing it, perhaps, with more intensity, since it is the technical positions that are having the greatest impact. The IT sector provides 42.3% of the positions in demand in Spain, according to an Adecco report, but the average turnover of technological and digital positions in Spain in 2023 is around 17%. Nowadays, STEM profiles linked to software development are highly in demand and the lack of candidates and, above all, female candidates, is more than palpable. This increases if we think regarding the gender gap in this area, where Only 12% of people who choose to study this branch are women and only one in three has a job in this field. We are at a turning point in which attracting talent has a preferential space on our agendas.
In this new environment, hybrid work emerges as a catalyst for change, transcending mere physical location to redefine time management efficiently. Hybrid work has been more than a response to the 2020 Covid pandemic: it is a work model that aligns business objectives with individual needs, improving the experience and quality of life of workers and reducing environmental impact. The choice of projects to work on, training and technical certifications are also key for IT profiles, Therefore, offering an attractive project that allows the development of actions that impact and add value to clients is essential. Today, more than ever, the happiness and well-being of our people (of course with a comfortable salary) directly impacts their work productivity and customer satisfaction (internal customer and, consequently, external customer).
Flexibility, together with a genuine commitment to the comprehensive well-being of people, stands as an essential strategy. Measures that expand maternal and paternal leave, the possibility of internal mobility and promotion, schedules that facilitate work-life balance, and other benefits that improve quality of life as support for mental health, show a paradigm shift, where social benefits go beyond from the conventional, creating work environments that value and support your human team.
In a context where equal opportunities drive innovation and competitiveness, inclusion becomes an imperative. Gender equality and conciliation reflect the commitment of companies to creating a more diverse, fair and inclusive work environment.
What you do and how you do it is very important for your team., it doesn’t matter if it is a positive event (such as a birthday, paternity, or the incorporation of a person into your company) or an unpleasant milestone (such as a leave from the teams, an illness, or death). from a close family member): do it WELL, treat it up close, personal and fair. Not feeling like “a number”, regardless of the size of your organization, is an intangible that you should not forget.
Thus, in this new business reality, Social benefits are not just tools to attract and retain talent, but tangible expressions of business ethics and responsibility. The objective is to create shared value, which not only consists of empathizing with the environment, but also of guaranteeing the economic sustainability of the business and carrying out a sustainable transformation towards long-term job creation that leads to a positive impact.
In short, it is necessary to reinvent yourself and adapt to the new demands of the market and the needs of the people who make up your organization, since they are the main value we have. The transformation in people management is not just a technological revolution; It is a change in the perception and management of talent, where technology merges with humanity to forge the future of work.
The time for Rh-evolution has arrived, are you ready?
Photo by Rommel Davila on Unsplash.
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