People, Management, and Business – How to Gear This Gear?

The 48th edition of the National Congress on People Management (CONARH) could not have come at a better time. The event, sponsored by the Brazilian Human Resources Association (ABRH Brazil), was held in São Paulo from April 18 to 20, and included roundtables, talks and discussions on the subject: “People, Management and Business – That’s Welcome and Horizons It’s time to dump her and move on. ” Undoubtedly, it is a topic that has given and continues to be the subject of many important debates, which will decide the direction of the Brazilian market and its professional future.

Understanding people in the workplace is an urgent task today when a global pandemic has prompted us to rethink the corporate landscape as a whole. WorldAtWork CEO Scott Cawood said in a presentation at the event: “The world has changed and new ways of working routines have been created,” the employer said. And the truth is, we can’t focus on this new, just future.

With regard to new technologies, the conference brought some of the most current concepts into the discussion environment, such as web 3.0, robotics, metabersion, artificial intelligence, IoT (Internet of Things) and more and more digital natives. 4. The so-called Industrial Revolution is already among us, bringing all these aspects and many others that have become essential to the daily life of the company’s employees.

Agility is taking the place of speed. They are structured with the aim of facilitating the function of professionals who use digital platforms, and not the speed at which they achieve greater benefits. Let’s take this picture as a practical example: an employee is hired for administrative tasks, which can be fixed with a single click. It is a completely unfeasible scenario today because there is no other way to avoid another personal and corporate outcome: an employee who is dissatisfied with his mechanical role, who takes time to solve simple problems, and who does not grow in his career.

This was one of the most fruitful debates of CONARH 2022, and proved that the debureaucratization of processes with practical resources is not synonymous with mechanization. In contrast, they can be allies in customizing the corporate environment. To do this, it is necessary to see the planet as a source of talent, rather than as a stronghold of identityless and faceless labor.

Not surprisingly, according to research conducted by Cawood himself in his speech, CEOs who want to address the social issue in a professional setting have managed to increase employee engagement by 40% to 60%, respectively. He also found that 67% of job seekers were also looking for an employer with similar values.

In other words, it is clear that this old traditional scheme of entering and leaving employees, which automatically fulfills its function on a daily basis, takes the orders of a boss who does not take care of it, has no specific opportunity to grow. the expectation of a business and a rise from the sky is not part of the future of business. Employee happiness and inclusion are essential to modern strategic planning because they provide the motivation needed to grow with the company.

CONARH 2022 showed that business well-being comes only with experience, not with time, but with new ways of participating. Ways to reward the employee beyond pay — such as shows, travel, and special meals — rather than shorter working hours, increased opportunities, and reduced time to receive merit make the individual feel part of a whole. than a little unknown gear. As a result, a culture of learning and a personalization of the program can be fostered by creating better-prepared and motivated groups.

Just go back to where we started: “People, Management and Business”. The current reality shows that none of these three elements exist without others in a modern institution and growing in all areas.Was discussed in Congress, there is no doubt that we will expand our horizons.

* Richard Vasconcelos is CEO of Revvo, one of the leading digital education companies in corporate education, and recognized for implementing inclusive strategies in the workplace. He holds a Master’s degree in Educational Technologies from the University of Oxford, where he worked until 2009 in the implementation of distance learning at the University of Estácio de Sá. The founder and investor of other educational technology startups, Britannia was the CEO and partner of the English language school network, sold out. English Culture in 2018.

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