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Currently, companies face various challenges, which as the integration of digital life advances
It is estimated that there are currently just over 58.1 million people who are actively working within the national territory.
HR leaders must consider technology development alongside personnel to incentivize the workforce.
Companies today face a myriad of challenges as they move into a digital economy that is transforming the world of business and education. traditional function of Human Resources (HR), because the customs that formed society have been transformed due to the forced social distancingpromoting aspects such as mental health care and the personal development of workers.
One of the main lessons left by the world health crisis, within the new normality, is to review the care of people, for which a transformation mentality has been generated and the search for good leadershipas the key elements to turn challenges into opportunities.
Important aspects if one takes into account that in Mexico alone there are just over 58.1 million people active in the workforce, according to what is indicated by the National Survey of Occupation and Employment of INEGI, carried out during the first quarter of 2022.
7 keys to take human resource management into the future
Due to the opening of public spaces within the national territory, employment opportunities have begun to be regulated, which has caused more and more people to find themselves in the labor force; However, within the new normality, labor relations have been transformed, since aspects such as remote work, mental health care for employees, constant training and personal development are aspects that the new generations prioritize when looking for a job, For this reason, it is necessary to promote a mentality of change in the Human Resources teams in accordance with the times we live in, as mentioned Ivan Lizarzaburu Sandoval.
For Olivia Segura, the HR challenge is the relationship of talent, the automation of processes and the creation of an outstanding experience for the collaboratoralso coinciding with a demographic trend that brings together five generations that form a very diverse workforce”, for which he mentions that the new leaders must take advantage of technological development to see into the future, with the help of technologies such as: data, Analytics , Augmented Reality (AR) and Artificial Intelligence (AI).
- Understanding the multigenerational challenge: The idea that current generations have become more demanding of companies and their personal development must be conceived.
- Focus on the employee; Within the new labor normality, it has become essential to prioritize the employee over other company interests.
- Consider employee experience: In a mode fostered by immediacy, consider employee experience above other aspects, as it is these unique qualities that they need to solve dilemmas and get the job done.
- Inclusion: Within an era thought of normality, aspects such as inclusion, diversity and equity must be considered as part of the business DNA.
- Staff development: the personal development of each employee must be encouraged, since it is through them that the work of the companies is optimally promoted and developed.
- Bet on new technology; An important part of the teachings of the new post-pandemic normality is the need for adaptability of companies.
- Having a strategic talent management plan: Being clear about the skills and aptitudes of the staff allows for the effective promotion of the workforce of each department that makes up the companies.
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