Post by account_disabled on Dec 26, 2023 5:01:59 GMT -5
Changes in modalities, strategies, profiles and relationships have been the protagonists of the labor panorama in recent years. The accelerating power of Covid has been added to trends that were already progressively accentuating; The best example of this is the digitalization process. To this effect, other innovations are added, such as the incipient use of Artificial Intelligence and automation tools or decisions aimed at upskilling and reskilling of workers. All these questions are part of the latest LLYC Talent Trends report. The report points out three main lines of transformation in the workplace. The first, closely related to digitalization, refers to the continuous training of staff in the new skills necessary to keep up with the current digital context. The second change focuses on the flexibility of relationship models , which must consider issues that arise such as mental health or the reconciliation of family and work life. Finally, the third line focuses on the growing importance of communication , especially now that teleworking and hybrid models have turned the culture and procedures of many companies upside down.
David González Natal, Partner and Senior Director of Engagement at LLYC, recognizes that “ this is a key moment for the future of companies and the relationship with talent Phone Number List should be at the center of the decisions made. Specifically, it is necessary that we rethink and reinforce culture in a context of desynchronization and relocation, that we bet on training as a key to obtaining competitive advantages and that we generate stronger communication ties with the growing activism among workers.” New work reality The 10 key trends for reinventing the relationship with talent are the following 1. Employee activist Business philosophy, ethical issues and CSR are becoming increasingly important. From the worker's side, these trends and the digital scenario are giving them more power to demand. Therefore, companies must establish internal instruments and protocols to listen in time and avoid reactive policies with no room for reaction.
Eternal employee The increasing longevity of employees and the development of automation will conflict from now on. In order not to lose talent in the course of these processes, companies will have to propose and look for flexible models that balance work and personal life. 3. Continuous learners “The conversation about the need for upskilling (acquiring new skills) and reskilling (professional retraining) of talent in companies is not new, but it is more crucial than ever,” they point out from LLYC. The current circumstances have provided the push that the world of work was missing for complex digitalization; and this will require new capabilities that will soon be essential. 4. The new managers One of the great challenges for managers will be to propose efficient coordination of teams taking into account the long-term permanence of teleworking. According to LLYC, empathy will be essential to maintaining human connection and boosting productivity.
David González Natal, Partner and Senior Director of Engagement at LLYC, recognizes that “ this is a key moment for the future of companies and the relationship with talent Phone Number List should be at the center of the decisions made. Specifically, it is necessary that we rethink and reinforce culture in a context of desynchronization and relocation, that we bet on training as a key to obtaining competitive advantages and that we generate stronger communication ties with the growing activism among workers.” New work reality The 10 key trends for reinventing the relationship with talent are the following 1. Employee activist Business philosophy, ethical issues and CSR are becoming increasingly important. From the worker's side, these trends and the digital scenario are giving them more power to demand. Therefore, companies must establish internal instruments and protocols to listen in time and avoid reactive policies with no room for reaction.
Eternal employee The increasing longevity of employees and the development of automation will conflict from now on. In order not to lose talent in the course of these processes, companies will have to propose and look for flexible models that balance work and personal life. 3. Continuous learners “The conversation about the need for upskilling (acquiring new skills) and reskilling (professional retraining) of talent in companies is not new, but it is more crucial than ever,” they point out from LLYC. The current circumstances have provided the push that the world of work was missing for complex digitalization; and this will require new capabilities that will soon be essential. 4. The new managers One of the great challenges for managers will be to propose efficient coordination of teams taking into account the long-term permanence of teleworking. According to LLYC, empathy will be essential to maintaining human connection and boosting productivity.