It is the fundamental task of those responsible for talent management in companies to develop the necessary skills of the employees in the face of this new reality.
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4 min read
This article has been translated from our Spanish edition using AI technologies. Errors can occur due to this process.
The opinions expressed by the entrepreneur's contributors are their own.
By Sergio Porragas / Director of Operations (COO) at OCCMundial.
Those responsible for talent management in companies have the fundamental task of fostering the necessary skills of the employees in the face of this new reality, of upholding the values within the organization, of supporting and nurturing the work team and of ensuring that the goals of the company are achieved .
The health emergency caused by the COVID-19 pandemic is causing an intense process of transformation in organizations that has set in motion a number of work practices and staff developments that will continue.
In this way we see that the first and the most important of these is the implementation of remote working, which, although it has already been used in some companies, in this context has been the way to get the operations going and maintain the continuity of business. Now the question turns to how companies will return after the pandemic and how much the home office will develop, because there is no doubt that the way of working will change
We are also seeing the development of virtual meetings instead of face-to-face meetings, either with the management team, with employees or with one of the company's stakeholders, be it business partners, strategic allies, institutions, agencies, customers, etc.
In order for virtual models to run successfully and, above all, securely, it is therefore important to create strict protocols for the exchange of information by providing teleworking with an encrypted channel over a VPN network and requesting regular installation of security-related updates on operating systems, Internet browsers -Versions as well as extensions and add-ons. In addition to other measures such as cloud storage, the use of antivirus, strengthening of passwords and others
Image: Daria Nepriakhina via Unsplash
On the flip side, another practice that is gaining ground is work flexibility, even though it has already been part of the demands of employees. Over the past few months she has taken a leadership role in human resource strategies to adapt measures to current work dynamics and the needs of each member of the work team.
In relation to the above, and with a clear goal of looking after the wellbeing of employees, it is extremely important that organizations adhere to the agency's guidelines while developing strategies that take care of their employees and that reinforce their commitment to them for example, to support them in maintaining their physical and emotional health during this transition and thus to help them to face the current and future challenges in our company.
Everything mentioned above leads to a greater need for emotional content. For example, on the Labor Thermometer OCCMundial, 8 out of 10 workers in Mexico said they would appreciate extra days off to combat the intense stress they are beginning to feel. 9% felt that oral recognition would be a great way for companies to strengthen relationships with their employees and inform them of their worth. 3% said organizations could pay for training courses to improve their skills or for legal advice to address issues raised during the pandemic.
The actions taken in this regard are already part of the current work dynamic and have become part of talent management strategies, and even the growth of companies will depend on whether they can be successfully and permanently integrated.
Those responsible for talent management in companies have the fundamental task of promoting the necessary skills of the employees in the face of this new reality, of upholding the values within the organization, of supporting and mentoring the work team and of monitoring that the goals are achieved. the company.