#4 Competências do futuro e a gestão de pessoas

Summary

This podcast episode explores the future of talent management and the importance of soft skills in the evolving workforce. Lilian Saticonas, a talent and organizational consultant, shares insights on how companies are preparing for the future by focusing on the development of key competencies like adaptability, learning, and flexibility. The discussion emphasizes the need for businesses to invest in employee training, foster a sense of ownership in employees’ learning journeys, and rethink leadership models. Additionally, Lilian highlights the role of technology and data in shaping the future of work, offering advice on preparing the workforce for tomorrow's challenges.

Takeaways

• 😀 Companies are increasingly focused on developing talent and preparing for future skills, especially in light of Brazil's educational challenges.
• 😀 Future skills go beyond technical expertise; soft skills such as adaptability, flexibility, and the ability to learn and unlearn are crucial for success.
• 😀 The responsibility for skill development lies with both the company and the individual, with companies needing to provide learning opportunities while encouraging employees to take initiative.
• 😀 On-the-job training and real-world application of knowledge are essential for fostering engagement and allowing employees to develop skills in practice.
• 😀 Companies need to rethink their talent cycles, from employer branding and recruitment to leadership development and retention strategies.
• 😀 The talent market is highly competitive, especially for digital skills, making it essential for companies to have strategies in place to attract and retain top talent.
• 😀 Industries are beginning to collaborate within their sectors to prepare for the workforce of the future, creating shared strategies for upskilling and digital transformation.
• 😀 Professionals in HR must embrace technological tools such as data analytics and artificial intelligence to stay relevant and enhance the employee experience.
• 😀 There is a growing movement toward shorter workweeks, with some companies experimenting with a 4-day workweek to improve employee well-being and productivity.
• 😀 Continuous learning is crucial for both individuals and companies; leveraging accessible, open-source knowledge can help professionals stay current with industry trends and new skills.

Q & A

What is the main theme of the podcast episode discussed in the transcript?

The main theme of the episode is talent retention and the competencies of the future, particularly from the perspective of a professional working in talent management and organizational development.

What role does Lilian Saticonas play in the context of talent and organization?

Lilian Saticonas is the Director of Consulting at Dax Century, focusing on talent and organization practices. She has over 20 years of experience in the industry.

How does the episode relate to the challenges organizations face in retaining talent?

The episode highlights how companies, especially large organizations, are struggling to retain talent and how they can bridge the gap between current skill sets and those needed for the future, such as soft skills and digital competencies.

What are the key competencies for the future that are discussed in the episode?

The key competencies for the future discussed in the episode include adaptability, flexibility, the ability to learn and unlearn, and soft skills such as emotional intelligence and communication.

How should companies support the development of these future competencies in their employees?

Companies should create learning pathways that are not just pushed onto employees, but rather pulled by them. This means making training and development opportunities relevant and engaging so that employees actively seek to grow and develop.

What is the difference between 'push' and 'pull' learning in organizations?

'Push' learning refers to companies mandating training and development programs for employees, while 'pull' learning is when employees actively seek out and engage in learning opportunities on their own, driven by their interest and the relevance of the content.

How can organizations attract and retain future talent?

Organizations need to rethink their entire talent cycle, starting from employer branding, recruitment strategies, and talent development programs. They also need to focus on developing leadership that can effectively manage future generations of employees.

What does the future workforce planning process involve?

Future workforce planning involves predicting the skills and technologies that will be needed in the future, preparing employees for these changes, and creating programs to upskill the workforce to meet those needs.

How important is collaboration between industries in preparing for the future workforce?

Collaboration across industries is crucial. By working together, companies in the same sector can align their workforce planning, share resources, and create training programs that help everyone in the industry prepare for future challenges.

What role does the professional development of HR teams play in future workforce readiness?

HR teams must develop competencies in digital influence, data analytics, automation, and other modern skills. HR professionals must understand the business as a whole and be able to adapt to the changing needs of employees and the organization.