The first challenge for Human Resources is to demonstrate security in a context of uncertainty. It is essential that all communication between the company and its employees about changes and new internal definitions be done clearly, precisely and without hesitation to avoid doubts and anguish, providing security to the team. A workplace digital platform, the famous intranet, is an essential tool to support truly efficient communication, especially now that this new working model has allowed companies to broaden their talent horizons and not limit themselves to a local selection. In this sense, a Page Group report highlights that 44% of organizations in Latin America have employees who work in a country other than that of the parent company, highlighting the particularly high percentage in Colombia (57.6%). In other words, technology has never been more indispensable than now.
Even on this topic, the good application of an OCM -Organizational Change Management- is certainly a trend that will stay. Making the change process is a science, with well-defined methods, especially when it comes to a major change such as the adoption of the hybrid work model, for example. Think how much a change like this is capable of transforming people and companies. Imagine how to have offices without defined and fixed positions, professionals working in person and remotely. doHow to make all this work? The answer is: with a well structured OCM and technology to support this movement.
Another important topic of discussion for 2022 is how HR keeps employees connected to organizational culture in a more flexible world of work. This was already a leadership attribute, based on a work model in which the office was also a good reference to define and understand the culture of a company. The physical office made it explicit how modern or old-fashioned the company was, whether it was informal or formal, technological or traditional, etc. Now, with remote work becoming part of the routine (be it every day or just some days), this role of transmitting principles and culture goes beyond physical and human resource limits and becomes an even more mission. important to all company leaders. In this new scenario, Not investing in leadership development can cost even more. The role of HR is to prepare leaders to fulfill this mission, in addition to providing technology to modernize and reduce bureaucracy in traditional processes such as performance evaluation, goal setting, feedback and training, for example. All of this is part of the culture and needs to be maintained.
There is no longer room for the Human Resources department to act in isolation from the rest of the company. This independent and non-collaborative model between areas is no longer acceptable, after almost two years of profound changes in labor relations. If HR doesn’t provide the right answers at the right time, managers tend to go it alone in finding solutions to their talent attraction and retention challenges. The Page Group study also found that nearly 50% of Latino companies will use remote work and flextime as their primary talent retention strategy.; this is because 53.3% of Latinos are not actively looking for a new job, but are open to offers, which represents a challenge for companies.
But in the face of so many transformations, how to travel this path? I answer: again with the support of technology, which assumes an increasingly strategic role in supporting decision-making, which needs to be increasingly humanized. What I am referring to here is not only to use technology to automate and optimize processes in a “robotized” structure, but also to expand the use of tools that humanize relationships based on richer data and more complete and valuable information for seek the best, both for employees and for the company itself; amplifying the actions of the HR area and highlighting its importance for the entire organization.
One thing we know about the future is that the speed of change will increase. And if this is going to be a new constant, doing it well becomes an essential competency for the success of HR and the future of the organization. Therefore, from now on, the focus must be to bring more knowledge and solutions that can solve the challenges of human capital management in organizations. Even because, after all, even with all the existing technology, the idea is not to replace people, but to empower them so that their decision-making is even better. It is a technology that allows more human and precise relationships through real and reliable data. This is the path to the future in Latin America and in the world.
Director of International Market of TOTVS in the operations of the South, North and Andean.
Source: Ambito
