We will record 2020 as a year in which a country has seen the obligation to adapt to sovrivir (confinement, teletrabajo, government restrictions, toque de queda, etc.). It is clear that, as in many other sectors, COVID-19 has changed its priorities to a large place in the Talent management. Follow the studio “Skill Revolution Reload”, de ManpowerGroup, the songs of Talent and Culture are conscious of what is critical to their function preserve the health and well-being of employees. Hecho, a 63% coloca with maximum priority by 2021.
PRIORITIES IN TALENT MANAGEMENT
A phenomenon phenomenally linked to the teletrabajo and the transformation that supone for the entourage and the labor relations. It is to be noted that in anticipation of the sanitary crisis, only 13% of the jobs covered by the work on its employees, while during the weeks of restrictions on the pandemic, the percentage has been increased 34% of total. An evolution that has given rise to the Talent and Culture function, a more strategic position for the business to decide to invest in a centralized “#LasPersonasPrimero”. For example, now, more than ever, communication has become a fundamental element in transmitting the climate and culture of business. For this, create a psychologically secure environment, to be sure, recognize the value of each person, approach the emotional and promote the work resistant, are some of the aspects that are converted on the basis of professional care.
During the sanitary crisis, those companies that developed the most advanced and technical talent management models have the capabilities to switch from a virtual presence to a virtual one, without sacrificing the productivity of their employees.
This corporate contribution to the role of RRHH implies the need for new technological solutions and new capabilities between its professionals. In particular, it has been observed that the paper of the Directorates of Talent and Culture in the management of health, well-being and resilience of its employees, has a direct effect on the productivity and good development of the company. Thus, points such as the labor planning and reinforcement of work spaces (upskilling and reskilling), in addition to the business ethics policies, employer branding and employee engagement initiatives, are fundamental to sovereignty in this new era. Finally, many published studies, as far as professionals are concerned, can be observed a 33% increase in energy and efficiency, the 300% of those risks of tener work accidents and an increment of a 88% of productivity of the company.