All posts tagged: Talent

Pivoting on the Career Path

How can you grow your own career, in a world where AI, Machine Learning and automation seem to change the basic rules of the game? The answer is becoming a lifelong learner, pivoting among different possible steps to change the meaning of your new work. One of the most interesting paragraphs of the book “The Technology Fallacy” that I’ve reviewed yesterday, looks at how people can get prepared for Digital Maturity by becoming lifelong learners. Ongoingl learning and a growth mindset will allow individuals to remain flexible enough to develop new skills. The need to pivot will mean that individuals will need to chart their own career path amid these changes in work. Gerald C. Kane et al., The Technology Fallacy The change imposed by technology and the necessity to create more adaptable organizations, will lead an important transformation in the way we all perceive “career”. The days of steady, stable careers are over. As organizations get flatter, some of the principles of Vertical Progression get questioned. AI, Machine Learning, progress as a whole will …

Need number 4: Enhance Creativity and Innovation

What is the real contribution that HR should be giving into an organisation? In my opinion there is one concrete answer to this: enhance Creativity and Innovation. These two elements are not just “side” effects of HR policies, or limited to the contribution of some learning specialist. In my opinion these two key elements are the real added value that HR can bring into an organisation. Too often people in HR think their contribution should be to the culture of the organisation, to the motivation of employees, to the productivity of people, to the efficiency of the organisation. All these elements are of course valuable ones, and are probably some very important results of a good HR action. But are they really the Purpose of HR? In many companies there is an idea that Innovation simply “happens”. Or, maybe, that should be delegated to the R&D department, where people are paid to actually innovate. Nothing more wrong than this. Innovation needs to be continually nurtured and fostered across all levels of the organisation. Because very …

Are you ready for Generation Z?

Ok, you may wonder why we should already start thinking about the Z Generation, when we have not yet learnt to cope with Generation Y. I believe the answer is easy. As HR experts, we need to interpret the world that is forming in terms of talents, competencies, values, attitudes, lifestyles. If we really want to be able to interpret our role in today’s organisations, we need to help the new generation form itself. Well, ok, I hear what some of you are thinking. “Helping a generation to form” is not exactly what you find in a typical HR job description. But let’s face it. Recent times have shown that private companies are, in many ways, the real frontline to the needs and desires of a new generation. In many countries, the schooling system has ceased to offer a real strong support to the evolution of a generation, constrained by continuous budget cuts and an aging teaching body. Family is so challenged by today’s economic crisis, that it also cannot offer a real consolidation effort …