Alejandra Moreno

What’s the most important thing within an organization? Some will answer that the business model, others will think about the service or product that the company offers, or they will talk about the utilities. Possibly some will respond that people are the most important asset in the organization, because they make the company competitive and generate added value that allows it to last over time, despite the environment.

The above may seem trivial, but it’s certainly not. The challenge for companies becomes more interesting when in addition to talking about individuals, they should consider the administration, attraction, retention and training of the talent that each individual contributes.

In this sense, it’s more often heard that one of the problems faced by companies is the shortage of talent or lack of suitable profiles to occupy key or specialized positions. There’s even talk that most posts will be replaced by robots. However, the “new organization” is built through diverse and qualified teams, driven by a new management model and managed by a generation of younger leaders with a global vision.

In addition, organizations have other elements to attract candidates, such as: promoting diversity and inclusion policies (D&I) in their business strategy and organizational culture, having an inclusive and collaborative leadership, and promoting an agile and flexible work design that integrate the different work teams.

To take this leap and not be left behind, organizations must reinvent themselves by aligning talent management with their business strategy, considering those elements that will position them in front of the client and their employees to provoke an “experience” that is difficult to imitate. For this reason, the Human Resources processes should change as well. For example, it’s well known that the evaluation of performance takes place on a yearly-basis, but millennials won’t wait a year for their boss to give them feedback, for which, some organizations are already implementing evaluation and feedback systems within shorter periods.

In this framework, the area of ​​Human Resources and its processes will evolve in tandem with what happens in that environment, as well as the different ways of being of the new generations, who will be a majority in the labor force in less than a decade. In such a way that it will be necessary to build an organizational culture based on collaboration, inclusion, empowerment and innovation.


Alejandra Moreno is a Consultant and Researcher at D & I

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