If a company seeks to be at the forefront and be successful, it must be diverse and inclusive. Diversity stimulates innovation, therefore, it helps corporations generate new and better products and services.
It is highly recommended that work teams be made up of different people from each other, such as differences in age, gender, religion, nationality and sexual preference, among many other possibilities that differentiate us, but above all, that what prevails is inclusive behavior. The ethical perspective of cultivating a diverse workforce is effective and adequate, based on a series of actions that transnational companies, for the most part, adopt as an institutional culture.
In real work situations, there are many problems related to employee turnover between generations. There is a skill gap that workers have in one generation with another. In many cases, this gap results in discomfort in the work environment. Discomfort in the work environment will ultimately lead to a decrease in the level of company productivity. These problems are exacerbated by a lack of job skills and the view that talent and experience are everything. In this modern era, talent and experience do not have to play the most important role.
With talent shortages at the highest level in 12 years, the rapid emergence of new skills and the loss of old skills, more and more companies are planning to build talent. Companies recognize that they can no longer wait to discover talent from one moment to the next.
According to the ManpowerGroup “Wanted” study, 76% of organizations aim to upgrade their own workforce skills by 2020. Automation transforms the skills that companies need in their workers and it is at this point that human resource specialists should propose a talent strategy 4.0 to support all their companies in integration. automation with human skills.
Leadership is important
Executives need to be initiators of change, innovation and culture to ensure that their companies become centers of learning in an era of fast growth and changing skills. Leadership is what makes the difference between successful companies and those that are less successful.
Let women be part of the solution
Women represent 50% of the workforce and in 2017 they make up the more educated population than men. Today, it is more important than ever to create a culture in which women can thrive. Most importantly, what works for women also benefits others.
What do your workforce want?
In 2025 to 2030, more than 60% of the workforce will consist of digital natives; In other words, by Millennials and Generation Z. Companies have had to deal with this reality by including the job models favored by the new generation, such as contract work, part-time and temporary jobs, to attract and retain the best skills, because 97% of workers want that.
Know the team’s capabilities
Organizations need to carry out assessments, have hard data, and predict performance to deploy talent in the most effective way and avoid creating “skill pools.” Businesses should replace the “Domestic cavy” training method and opt for strategy-focused, achievement-oriented training to acquire the necessary and key skills for their workforce. In order to understand the capabilities of the team better, the use of software such as human resources software is recommended.
Bet on personal skills
Organizations must refine their talent strategy to take into account the fact that human skills are more difficult to develop than technical skills.
Enable people to upgrade technology
Companies must continue to improve the skills of their workers and create talent. They must evaluate and re-evaluate the skills they need to ensure human talent complements automation.
All of the above factors are the main pillars of a future-ready workforce.