Stanton Chase, headhunting of senior executives firm, conducted last Thursday, June 11th, a Breakfast and Discussion Panel at the Hacienda de los Morales. The topic was the new Talent Trends and new needs of the Organizations in Human Resources issues.
Stanton Chase Mexico served as organizer of a Latin American Forum on Human Resources in the Regional Meeting of Latin American Partners. It was attended by leaders of the Human Resources area with influence in the region. The event was also attended by Mickey Matthews, Chairman of Stanton Chase, Franz Rois, Global Director of Marketing and Corporate Development and partners of the offices in Mexico, Argentina, Brazil, Chile, Colombia, Panama, Peru and Uruguay.
The panel was moderated by Ana Cristina Botero, Managing Director of the Colombia office and had the participation of:
• Olivia Enríquez, General Director for Mexico and Central America, Bühler Group.
• María Antonia Maraña, Human Resources Director for Latin America North, Monsanto.
• Gabor Marton, Human Resources Director for Latin America, Axalta Coating Systems.
• Mauricio Reynoso, Human Resources Executive Director for Latin America, MSD.
During the Forum, Matthews said that today we are witnessing the acceleration and intensification of digital and technological advances that drive global connectivity and reduce the geographical boundaries between countries. It is important to acknowledge that these trends are increasing trade and investment flows across borders, therefore many smaller companies can take advantage of this new economy. These trends are not only changing the speed with which business is conducted, but also the size of the organization that is able to maximize the benefits and the collapse of the geographical borders; there are also effects in the way how imports and exports of emerging markets contribute more to the worldwide economic growth than advanced countries.
Through the research and finding the best practices in global human resources teams, we have identified three areas that illustrate the Corporate Directors of Human Resources (CHRO):
• They are connected both internally and externally and capitalize these relationships, to align human capital and leadership with the business strategy and result achievement.
• They establish priorities using metrics, big data and analytics for human capital and the planning talent management.
• They have a business impact using Key Performance Indicators (KPI) and investing in leadership at all levels to generate a culture of commitment and success.
Mickey Matthews pointed that today the world-class organizations are being more creative in finding and assessing executives with leadership, and hire not only based on technical knowledge but with emotional intelligence, drive and high potential, as key elements for their adaptation to the organizational culture instead of considering only specific attributes of the job.
Latin America has much more qualified people than before, not only at executive levels but also at operational levels and we see it in different industries. Our countries are moving towards a more skilled workforce. Universities in the region are promoting globalization, said Toni Maraña, Director of Human Resources for Latin America North, Monsanto.
Gabor Marton, Human Resources Director for Latin America at Axalta Coating Systems, mentioned that executives in Latin America are very flexible compared with those of other regions; they are creative and innovative, the way they overcome obstacles makes a great difference from the European and Asian markets. Companies have transformed themselves; to integrate the family with the job is important for the employee.
Moreover, Mauricio Reynoso, Executive Director of Human Resources for Latin America, MSD, noted that companies must have a value proposition for employees such as: home office, flexible hours, and opportunities for women, so they can develop professionally and personally.
Olivia Enriquez, General Director for Mexico and Central America for Bühler Group, stated that to be competitive you must have a local, quick and efficient response, therefore it is important not to rely on centralization. The Executive Director of Human Resources of Latin America for MSD joined this argument, adding that the regional functions are to be decentralized.
The HR function is changing in an accelerated manner; it has become another player at the table. The role of payroll, laying off, or paying off is within the entire organization so today HR presents new challenges. Companies are changing the way they operate, there is no stiffness in the salary ranges, and potential is valued differently and seeks to maximize the employee permanence in the organization.
At this forum, it was recognized that traditional structures have changed, for example, the time spent by people in positions has declined over the years.
The new generations as the millennials have pushed the change in the way that corporations live their culture and ways of working. Today companies are lean, structures have individual contributors and it is a challenge that employees understand the value of lateral movements.
Finally, the executives applauded the valuable contributions of HR leaders expressing their concerns in forums of this nature, that enable them to identify trends and stay ahead for the future of organizations regarding human capital in a Global and Regional way.
View PDF: Stanton Chase holds the Latin American Forum on Talent Trends in Organizations