- To transform… What and why?
- What company you want to work? any
- HR and digital processing under minimum
- Innovate and transform: Are there differences?
- The transformation goes through not only attract talent, but care for the inside
- What people say you will be the most important metric of the future
- The talent is slow
- Functions and dysfunctions of the digital age
- Purpose, vision and ethics
- Humans are not resources
To transform… What and why?
Last Wednesday 1 February 2017 I attended as a guest and speaker at round table #DCH (Executives International Organization of Human Capital) which it took place in the Circle Equestrian Barcelona under the title “To transform… What and why?”
First of all, Thanks to Pau Hortal Juan Carlos Perez and Espinosa this invitation, which it allowed me to test the condition of so-called human resources and their capacity and technological change and adapt to social change.
What company you want to work? any
One of the stellar numbers was that of Pablo González, of Pangea, a centennial of 22 years who gave a lesson in working format already being installed, and that is far from the standards of classical companies, HR departments, and, as the same stressed, the millennial habits.
Warning González: The 50% jobs of today will disappear in 2025. There's that, and only missing 8 years old .
Gonzalez recommended that recruiters hiring for attitude, not experience. Absolutely right: mass 35 years of work experience me today are only useful recent 5. But there are still many baby boomers recruiting who value accumulated experience and prestige of schools over the attitude and skills.
Reference: “How to analyze your CV as your recruiter generation”
HR and digital processing under minimum
For some unknown reason, the HR industry advocates the digital transformation without applying it first. It will be that of “Blacksmith at home…”, and Joana Sanchez (begin, Inesdi) He invited the officials who were in the room to transform digitally as a precursor to “to sell” digital transformation for others.
Share roundtable with Joana and, In addition to agree with what he said, I pointed out that it is useless if the digital transformation does not start from the top of the company.
Reference: “The digital processing starts at the top… or fails”
Innovate and transform: Are there differences?
The question I had to answer to start my speech was about the difference between innovation and transform. There's no difference. The problem is that many people confuse innovate to create, and that really is different. A esferificación bread with tomato, oil and salt is not a creation, It is a new way (innovation) to raise a classic recipe, It is a transformation. Reminds the María Moliner dictionary, “Innovate: Introduce anything new in”.
Reference: “Considerations on innovation and brand marketing” Ignacio Muñoz, Branward
The transformation goes through not only attract talent, but care for the inside
When asked what barriers must be overcome to achieve transformation, I stated that RR.HH always talk about Employer Branding, techniques to attract external talent, and nobody talks about Employee Branding (o Employee Advocacy, strategies win/win to project the brand with the strength and credibility of business professionals). In this sense, I confessed my no membership “guild” and I advocated the introduction of personal branding in Human Resources Management, something that today is a utopia in the sector.
What people say you will be the most important metric of the future
For lovers of big data and metrics, I remembered the great reflection Shiv Singh, responsible for Innovation at Visa Inc.: “What people say you will be the most important metric of the future”. Pure brand of personal that you think.
I lingered in “googlear” rapporteurs of the round tables, and projected digital personal brand was not exemplary in general. Juan Carlos Perez Espinosa saved (DHC & Facthum), the already referred Pablo González, Pol Hortal, Joana Sanchez, Joan Clotet and Christopher Paus.
Reference: Personal brand management, a pending
The talent is slow
It may seem a joke, but the pun Joan Clotet (Ferrovial) It contained a very clear claim. Talent sector requires greater innovation (transformation) and agility to meet the challenges of the future no longer, also today. Joan spoke of Digital Hub which he has organized his company to attract talent and training in digital skills Ferrovial professionals.
Functions and dysfunctions of the digital age
Chem Falgueras (e-magister) He stressed that digital tools represent an opportunity, but at the same time they allow dysfunction that can lead to plant closures and the disappearance of brands (Nokia, Kodak…).
Reference: “How Nokia lost the battle of innovation”
Purpose, vision and ethics
Silvia Vilchez (MRW) set point “sanity” As for the digital fever: “Given the urgency digital, purpose, view, ethic, not generalize, courage”.
Reference: “A day in the life of people director“. The country.
Humans are not resources
Throughout the various interventions I could see that there were two types of managers, which remain as valid title “Human Resources” and those who have sought other formulas, like the case of own Silvia Vilches “Director of People”. Of course, I am aware that human resources are more than. A resource is the big data, cloud computing or wind power. But people are more. A couple of years ago I wrote in this blog we have to move from human resources to human resources. Is there any other alternative: resources out!
Reference: “HR Human Resources with”
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