Post by account_disabled on Mar 4, 2024 2:10:29 GMT -6
Companies around the world are immersed in an intense campaign to efficiently manage inflation, ensure the supply chain, reduce costs and generate safe environments for doing business. In the short term, inflationary tensions add commercial pressure due to the high prices of certain products. On the wage side, the loss of purchasing power causes unrest and conflict between employers and workers . In parallel, we can see the momentum of accelerated digital transformation, the growing strength and presence in daily life of generative artificial intelligence and complex talent management. Today, talent knows no barriers to joining diverse organizations and requests new development formulas for the uncertain future. People management has taken on a new character in organizations. Its past transactional role does not correspond to current needs. They have assumed a role as agents of change: they must be alongside the business and occupy a more strategic role . CTA Post The five great challenges of people management Organizations face a variety of challenges in managing the people who make up their workforce. These are broken down into the following aspects: Cultural diversity and the generation of integration policies.
Competitive advantage in the face of the 2030 Agenda and achieving the 17 sustainable development goals. The world offers a special opportunity to live with people of different ages, races, religious beliefs and political ideologies, without any discrimination based on gender or sexual orientation. However, some barriers to traveling and working in some countries persist despite the interconnection and ties that exist in many areas. Employment relationship models, part-time Europe Mobile Number List work management, and hybrid portfolio management (in-person and virtual). The labor relationship and people management model that has worked for more than a century is under review. The trend toward working fewer hours continues. The commitment to the four-day week takes center stage . On the other hand, nomadic work modalities suffer abandonment , since they do not quite offer what was imagined. The return to the offices has called into question the benefits of teleworking . Companies have seen commitment, integration and communication decrease in their teams.
The physical distance has not been shortened by the virtual relationship. The gig economy or on-demand economy continues to make its way with new formulas to generate new income. The demographic challenge and a new definition of talent. The talent development trap lurks in regions with depopulation and demographic aging in Europe. A rethinking of what the talent of tomorrow means is needed and a commitment to lifelong learning in people management is needed. Employee well-being and the active promotion of resilience as an antidote to stress. When it comes to health, people have become aware of the need to take care of themselves . Companies that invest in the well-being of their staff can see their performance increase . Stress levels have increased , but resilience can help reduce it . The use of complex technological resources such as artificial intelligence. The use of artificial intelligence forces us to increase the skills of employees and generates new functions and responsibilities and, therefore, new jobs. People need to adapt to the digital skills necessary to survive, live and work. The digital competence framework for citizens, published by the European Union, dissociates the knowledge, skills and attitudes to relate to the world.