Starting today, and for three days, nearly 1,000 Human Management experts from Colombia and Latin America will meet in Bogotá, Hyatt, to talk about intelligent transformation and innovation, at the XIII National Congress of Human Management organized by Acrip Central Region.
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Gladys Vega, president of the Colombian Federation of Human Management, Acrip, and Acrip Central Region, analyzes the challenges of the human resources areas and talks about the risks that the labor reform project generates for some companies, given that increases have been estimated in spending up to 40%.
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Gladys Vega, president of the board of directors of Acrip.
Private file
What is the central topic that will be addressed?
We believe that there are many things happening in the business context, many tensions, we are in a volatile and uncertain context. And that means that organizations and talents have to adapt and reach the level to be able to respond.
The truth is that if human capabilities do not advance at the speed of these challenges, there will be a mismatch, and organizations will stop responding adequately.
Then everything will revolve around the transformative Mindset or that transformation mentality that we have to have. You have to think about an adaptive Mindset.
And what does that imply?
The three days of experience revolve around five elements. The first is leadership, which explores how leaders impact organizational culture in a changing environment and discover essential skills to meet current and future challenges in our region.
The second is Purpose and Culture. Discover how to align company purpose to build a strong culture that drives success and innovation.
And follows Talent and Performance, which maximizes organizational performance through continuous talent improvement and strategic human resource management.
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In that part, the debate is around what we have to do to increase commitment in talent and take it to its best level, understanding that we must respect its diversity.
A phenomenon that emerged after the pandemic is that of silent renunciation, according to which people retain their potential to avoid exposing themselves, but this reflects a withholding of commitment and causes results to fall. So we have to look for how to leverage that commitment.
What are the other two?
Artificial Intelligence and Innovation: Explore how innovation driven by artificial intelligence can improve organizational flexibility and prepare companies to lead in a dynamic and changing global environment.
And the fifth element is the search for balance. The question is how do we align everything in a psychologically safe environment.
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Tensions will continue to advance because we see that reforms or increasingly narrow economies increase the challenges in organizations. The important thing is to identify how we adapt and not deny what is happening in front of us.
Sometimes in human resources there is a tendency to follow the traditional model and the truth is that what we have done so far is not going to lead us to respond adequately to those tensions that are being experienced. That’s what the invited experts will talk about.
How should a human resources area be integrated for this?
I don’t think there is a single solution. Each organization has to challenge different capabilities: innovation, agility, service, quality, low cost. It is important that you not only resolve operational and health issues, but also manage to engage in a strategic conversation. This area has to be organized as an external consulting firm. The minimum is to comply with the conditions of law and legislation. Then follows developing practices such as a performance model, a well-being process. The third and fourth waves are when you sit on the steering committee and manage to understand where the business is going and adapt your offer to the business.
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How much uncertainty does the labor reform generate?
The academic exercises that have been presented, not only in institutions, but in the Association that also carried out a study with Econometrics, find that as it is proposed, it only solves or brings new possibilities for people who are part of the 50%, which is the apparatus productive, but it is nowhere resolving informality, which is the great challenge.
And what impact does it have for that 50%?
What these studies show is that it can increase spending by almost 35% to 40%. And when an organization registers an increase like this, some will no longer be sustainable and that is the risk. We have let the Government, the Ministry, and also the legislative branch know, trying to make them understand that it is going to put a very important inflection on the productive apparatus. So there is a lot of tension for organizations. At this moment we are facing great uncertainty, I hope they really manage to consider all those issues that put the sustainability of companies at risk.
CONSTANZA GÓMEZ GUASCA
