“Lately, word ability started to happen available everywhere in the media, and above all in business forums and in the companies themselves”. With these words, the journalist Isabel Benitez introduced a meeting held in Madrid by Iberian press And SPANISH NEWSPAPER which is sponsored AstraZeneca And Asiyeled by title Talent retention, key to business success. In it, five experts discussed some issues at a roundtable. main challenges companies are facing attracting and retaining talent.
Carla RuizDirector of Human Resources at AstraZeneca in Spain, “man is the pillarPharmaceutical company’s board of directors paradigm shift in the way of thinking of new generations that “challenges us and puts us to the table”facts we didn’t think of and it forces us to adapt meet the needs that demand us“.
Carmen Sebrango The Director of Professional Careers and Employment at CEU San Pablo University and the Director of the Entrepreneurship Commission agree on this point and “ business success depends on any organization today one hundred percent talent because after all, people do the work.” However, to achieve this success, “a long term strategy“.
marian romeroMichael Page, Chief Technology Officer, said: “Less by little, we are seeing the transformation companies are going through. the importance of talent as a differential element” and stated along these lines: mission to attract and retain talent constitutes a key factor organizations to achieve their goals.
Carlos Alberto Perez RiveroD., director of the Postgraduate Degree in People Management and Organizational Development at the ESIC School of Business and Marketing. progressive improvement in talent retention “Because even though you’re gone much slower Pérez Rivero complained that “often people see more freedom, flexibility and treatment”. a situational strategy like what true belief of management” and stated that one of ESIC’s maxims is to “energize students”. who wants to do somethinglet them search, make an effort, and find their own space”.
Belen Garcia Diaz Director General of the Public Employment Service, Deputy Minister of Community Employment of Madrid, Public State Employment Service (SEPE) for attracting young profiles selection processes and job and training offers. “There is a significant challenge there,” he added. They see “key” from SEPE formation like this persons at risk of exclusion or long-term unemployed can further develop their knowledge and skills. That’s why Garcia, 4,000 free shares offered to users by your government agency comprehensive training catalog.
talent retention
Definitely, one of the important points The purpose of this forum is to show how companies Work to retain the talent. Pérez Rivero advocates for companies to create the “conditions for work”. people develop to their full level“. This bet is very important so that the talent feels comfortable and evolve“, said the ESIC president. “If we want to change organizations and really attract this talent, It is necessary to understand that people deserve respect, deserves attention and deserves to have this ability participate in your own decision Where do they want to go?” he added.
Carla Ruiz pointed this out from her company working on diversity and seeing that “what used to be for everyone is no longer valid”. AstraZeneca representative praised one of the programs run by the company reverse mentoringContributing to “new generations’ understanding of the world”, sacrifice value“. Pharmaceutical company AstraZeneca was named by Forbes last June. Best company to work for in Spain. Carla Ruiz stressed her company’s commitment to “creating.” trusted environmentsspaces psychological security everyone can be, act and share as they really are, and give development opportunities“. “We work differently blocks such as diversity and inclusionand we strive for it create spaces It’s a place where people can talk and continue to co-create that great workplace we already have today.”
Universities and companies
Belen Garcia Diaz, world of education as “stage for learn to develop skills and know what Every student can contribute in the business environment”. The Community of Madrid representative commented that they already have a project named from the civil service. ‘Class Employment’, they are approaching the truth of corporations to citizens different sectors of activity, careers and existing professions. And jobs to be filled in the current job market. “It’s a way to accompany companies and also speak their language from the people; it is important to have same language experts More than Human Resources departments,” he said.
García Díaz also referred to his work. Self-improvement they should assume discontinuous fixed personsHe encouraged “not to wait for them to call now”. take advantage of breaks continue education and recycling”. Along the same lines, Carla Ruiz has always same profiles companies, now the same company look for different profiles like this as an engineer or data analyst. In this context, “We competition with other companies to attract non-industry talent,” insisted Carla Ruiz breaking stereotypes encouraged to work on early initiatives to introduce different sectors and their value propositions.
Carmen Sebrango still says “a lot of progress has been made” openness between academic and businessstressed that steps have been taken and “measures have been implemented”. company within the universityso that students more direct contact with reality work and may get to know the sectors better and the possibilities they offer.” “Often, young people don’t have all the options on their radar. They don’t even think about what opportunities they might have. “in certain companies,” Sebrango explained, eventually “facilitate these opportunities So that the students know and see that there can be a void for them”.
Marian Romero said, “If the company doesn’t deliver what the profiles demand, and what’s more, no one is prepared to close these positions. very large space between the demanded and the existing market reality“. Therefore a convergence between companies and training centers start with the schools themselves. “We need a lot of flexibility,” he concluded. Romero is also currently most requested profiles digital and technological, emphasizing those related to cyber security or data analysis. The expert emphasized the importance of publicizing the issue. trunk race (science, technology, engineering and mathematics) and students “have a good job orientation that helps them know” what will be the outputs of different careers.” “It is important that they have references Those who can ask,” he said.
New technologies
Carmen Sebrango is currently a mismatch between existing talent and existing talent. companies demand. “We’re not fast enough to get to market” talent the company needs“, he complained. He also suggested changing the method. attract talent young man: “they have it now other needs, other values and other speeds“.
Sebrango argued that what companies traditionally offer their employees is no longer of interest to companies. new generations and what they’re looking for now, first of allflexibility. For him, it’s not just a matter of practicing remote work as much as being flexible before. certain conditions or demands. “The employee can say he’s going to Bali for two months and wants to work from there, and if you let him that’s great, otherwise look for another job because the market now offers possibilities.” aforementioned. The representative of CEU San Pablo University reminded that today’s employees also pay attention to issues such as: company reputation or his environmental sensitivity.
Marian Romero agreed on this point and said that “a career plan and professional development”, “while valuing” safety and well-being at work and even at the venue”. Also at the moment not only your salary, but also social helps offered by the company. “She’s looking full compensation package”It was stress. García Díaz stated that in his view, young people “are for pleasure or immediacy.” culture of effortHe emphasized that changing this social reality is one of SEPE’s priorities. get engaged“, added.