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Empresa 3.0
Estrategia, Innovación y Desarrollo: claves para la empresa 3.0
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#HR #RRHH #Competencies #Competencias: 25 Practices That Foster Lifelong Learning

#HR #RRHH #Competencies #Competencias: 25 Practices That Foster Lifelong Learning | Empresa 3.0 | Scoop.it
Is your capacity for learning is fixed or fluid? Can you improve your intelligence and talents through hard work and practice, or are you stuck with the brains you’ve got? Stanford psychologist Carol Dweck says..


vía @virginiog

MyKLogica's insight:

Lectura muy recomendable, excelentes las 25 claves que aporta y muy a tener en cuenta pues, como bien dice en el artículo, el "aprendizaje continuo" y tener EPAs (Espacios Personales de Aprendizaje) es una competencia (un hábito) en auge.

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#RRHH #HR: Do Your Millennial Employees Have a Future?

#RRHH #HR: Do Your Millennial Employees Have a Future? | Empresa 3.0 | Scoop.it
Recently, I was skimming an article about how company managers can prepare Millennials to take on leadership roles in business.  The piece addressed the looming explosion of Gen Y-ers in the workplace – they’re projected to compose 75% of the workforce by 2025 – and noted that this is a generation with [...]


vía @chreme

MyKLogica's insight:

Teniendo en cuenta que son nuestros profesionales del futuro (y nuestro "mercado potencial", deberíamos comenzar a tomarlos muy en serio y aprovechar las grandes oportunidades que un "millenial" comprometido con la empresa aporta.


100% recomendable esta entrevista, aunque añadiría que una de las causas que más pueden atraer a un millenial, es la recuperación de la responsabilidad y función social de las empresas, no sólo en forma de voluntariado, sino en tener políticas en coherencia con los valores de las mismas.

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#RRHH #HR: The 10 Most Important Business Skills in 2020 (#Infographic)

#RRHH #HR: The 10 Most Important Business Skills in 2020 (#Infographic) | Empresa 3.0 | Scoop.it
Em apenas seis anos de tempo, as habilidades que você vai estar procurando em funcionários da estrela vai ser muito diferente daqueles ideal em trabalhadores de hoje. Considere esta sua bola de cristal.

Via Gust MEES, Carlos Rodrigues Cadre
MyKLogica's insight:

En un futuro cada vez más cercano la robotización y la inteligencia artificial hará que desaparezcan muchos perfiles actuales y adquieran valor aquellos profesionales que han desarrollado ciertas competencias. Muy interesantes tanto los agentes del cambio, como las competencias que adquirirán valor, casi todas ellas en relación al desarrollo de capacidades cognitivas y relacionales que, hoy por hoy, son esencialmente "humanas".

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Martin (Marty) Smith's curator insight, July 8, 10:46 PM

LOL, rare is it I'm glad I have the Big C and so making 2020 is doubtful, but this infographic made me exhausted and glad I don't have to master all this stuff (lol).

Edumorfosis's curator insight, July 9, 7:50 AM

Si la universidad no se articula a la altura de los tiempos practicando el conjunto de destrezas necesarias para entrar al mundo laboral emergente, lo harán los profesionales por su propia cuenta. Las micro-firmas se encargarán de desarrollar proyectos o programas dirigidos a profesionales en búsqueda de nuevos horizontes de posibilidades. La Universidad Intelectual ya es cosa del pasado. La Universidad Social es el presente y el futuro de la Hiper-Educación... 

Beth Kanter's curator insight, July 9, 10:20 AM

Good list of 21st Century work skills.

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#HR #RRHH: 10 Reasons Employees Really Care About Their Jobs

#HR #RRHH: 10 Reasons Employees Really Care About Their Jobs | Empresa 3.0 | Scoop.it
Want your employees to really care? First you have to really care about them.


Pay is important. Benefits are important. But pay and benefits are also expected; what makes employees go the extra mile is the feeling of belonging to a team, of pursuing a higher purpose, of working with people who care about them as people, not as employees. When that happens, employees want to come to work. Work is more fun. Work is more rewarding.


Vía @JolieTerrazas

MyKLogica's insight:

#HR #RRHH: Muy de acuerdo con las 10 pautas que aporta el artículo para involucrar a los colaboradores. En esencia, si deseamos construir ambientes en los que los colaboradores se impliquen y sientan la compañía, antes hemos de cuidarlos a ellos.

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#HR #RRHH: How to Build a Resilient, Stress-Resistant Workforce

#HR #RRHH: How to Build a Resilient, Stress-Resistant Workforce | Empresa 3.0 | Scoop.it

The more resilient your workforce, the greater your ability to: Adapt nimbly to marketplace changes. Provide friendly, alert, loyalty-generating customer service. Implement change rapidly, with minimal resistance.


Via Fernanda Grimaldi
MyKLogica's insight:

6 acciones fáciles de llevar a cabo para rebajar el estrés y conseguir colaboradores mentalmente más fuertes y resistentes, lo que incidirá en el clima, en la calidad y en la atención al cliente.

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#HR #Motivation: 5 Inexpensive Ways to Keep Employees Happy #RRHH

#HR #Motivation: 5 Inexpensive Ways to Keep Employees Happy #RRHH | Empresa 3.0 | Scoop.it

Keeping employees happy is one of the best ways to ensure they are staying focused on their work.


Via Fernanda Grimaldi
MyKLogica's insight:

Interesante el estudio del que habla el artículo en el que expone la relación directa entre "satisfacción" y "productividad" y aporta 5 puntos fáciles de llevar a cabo en las empresas (y a bajo costo) para conseguir organizaciones con buen clima laboral ... comenzando por la misma selección.

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#RRHH White paper [hbr]: How Netflix Reinvented #HR

#RRHH White paper [hbr]: How Netflix Reinvented #HR | Empresa 3.0 | Scoop.it

Sheryl Sandberg has called it one of the most important documents ever to come out of Silicon Valley. It’s been viewed more than 5 million times on the web. But when Reed Hastings and I (along with some colleagues) wrote a PowerPoint deck explaining how we shaped the culture and motivated performance at Netflix, where Hastings is CEO and I was chief talent officer from 1998 to 2012, we had no idea it would go viral. We realized that some of the talent management ideas we’d pioneered, such as the concept that workers should be allowed to take whatever vacation time they feel is appropriate, had been seen as a little crazy (at least until other companies started adopting them). But we were surprised that an unadorned set of 127 slides—no music, no animation—would become so influential.

 

Vía Carlos Alberto Marin Alvarez (LinkedIn - Grupo Emprendedores y Empresarios IDaccion)

MyKLogica's insight:

Interesante este Artículo (para leer con tranquilidad) en el que muestra la estrategia en "capital humano" de una gran empresa, Netflix, en mercado en crecimiento, con un altísimo componente en I+D, con un perfil que diría bastante joven, una media por debajo de los ¿40? y cuyo CEO es un "workalcoholic" (expuesto en la entrevista, se tomó 4 fines de semana largos como vacaciones en un año y expuesto por uno de los comentaristas, ex-trabajador de Netflix, que estaba mal visto que se tomaran vacaciones) ... con una filosofía muy parecida a Google y otras tecnológicas, que prácticamente hacen la vida dentro de la empresa y apenas tienen vida fuera del trabajo, incluso con sus amigos.

 

Vía Carlos Alberto Marin Alvarez (LinkedIn - Grupo Emprendedores y Empresarios IDaccion)

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How to work in the creative economy

How to work in the creative economy | Empresa 3.0 | Scoop.it

We’ve been talking a lot about the shifting nature of work at Change Agents Worldwide, including the determination of some first principles. At the same time, I have been reviewing my thoughts on what kind of organizational change is needed.


Via Dina Gálvez
MyKLogica's insight:

Buena síntesis de los cambios que se están produciendo en el entorno laboral, de la cual las "escuelas de negocio" deberían de tomar buena nota si no quieren verse "fuera del mercado" en poco tiempo.

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Steffen Kirkegaard's curator insight, November 18, 2013 11:44 PM

This is how it works to day, do not think that you can change anything with the old scheme.

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Strengthen and Sustain Culture with Storytelling

Strengthen and Sustain Culture with Storytelling | Empresa 3.0 | Scoop.it

When a new hire joins your company, what do they take away from their first impression of your organization?

 

In most process-driven companies, the first impression is usually a twelve-inch binder full of procedures, checklists, and forms that tell employees exactly what to do, and what not to do. In product-driven companies, new hires might get a sample of your company’s flagship offering — a shiny laptop, a sporty bike, a sweet box of chocolates — along with that twelve-inch binder. If your company’s product isn’t tangible, that binder might come with a pile of collateral on the strategic/integrated/value-added/flexible/contextual/virtual/something-as-a-service your company sells. I don’t know about you, but the only thing I’d be interested in is the chocolate.


Via Jenny Ebermann
MyKLogica's insight:

Un buen artículo sobre cómo ayudar a conseguir una mayor involucración de los colaboradores con la empresa, ahora bien, hemos de tener en cuenta que dicha "storytelling" ha de ir acompañada por algo más que una narración interesante. De nada sirve hablar sobre los sueños del fundador, dónde queremos llegar ... si después en el día a día, el storytelling se convierte en una "telling de miedo, abusos, desprecios ...".

 

El verdadero arte de una involucración de este tipo, es cuando se integra en el ADN de la empresa y no son sólo los "líderes" quienes te lo cuentan, sino los propios compañeros porque es una vivencia y experiencia diaria.

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The Mismeasure of Intercultural Competence

The Mismeasure of Intercultural Competence | Empresa 3.0 | Scoop.it
The Intercultural Development Research Institute is an international non-profit organization whose mission is to contribute to a constructivist definition of the field of intercultural communication and to support continuing and new research in intercultural...

Via Jenny Ebermann
MyKLogica's insight:

A la pregunta que lanza Jenny Ebermann de si se puede "medir" la "competencia intercultural", mi respuesta es definitivamente sí. Evalua o valora su nivel de desarrollo en asertividad, autoestima y empatía y en función de su desarrollo, tendrás una persona capaz de integrarse e interactuar en diferentes culturas.

 

¿Y a vosotros? ¿qué os parece?

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Jenny Ebermann's curator insight, September 23, 2013 10:37 AM

This article is definitely going to spark some reactions... Is it possible to measure intercultural competence? What do you think? ;)

MyKLogica's comment, September 24, 2013 11:31 AM
Yes, I would say yes. How, on the competency level. A person with a good development of his/her assertiveness, empathy and steem, is a person who will be able to deal and get involved in different cultures.
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World-Class Leadership Skills

World-Class Leadership Skills | Empresa 3.0 | Scoop.it

The “Sterling Silver Cord” is the vital connection between the ability to think and operate strategically, and the ability to demonstrate execution at the practical level.

 

Strategic skills are those which are crucial to formulate policy, establish direction, and determine how resources should be most effectively allocated in order to achieve the larger vision.


Via Johann Gauthier, David Hain, Ricard Lloria
MyKLogica's insight:

Los grandes líderes, aquellos que pueden "Jugar" a nivel global, en compañías Tier1, son aquellos que han desarrollado de forma equilibrada sus competencias estratégicas y tácticas, de forma que tienen la visión de dónde quieren llegar, la habilidad de transmitirla y actuar en su día a día para llegar a ello.

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#RRHH #HR A Disney Formula for #Leadership Success: Values-Infused Leadership

#RRHH #HR A Disney Formula for #Leadership Success: Values-Infused Leadership | Empresa 3.0 | Scoop.it
The formula for leadership success is never as simple as 1 + 1 = 2. In fact, a recent article in Inc. Magazine identified 7 Leadership Qualities You May Not Know You Have, pointing out that some personality traits, which might have been considered “weaknesses” in the past, might lead to personal leadership success today.

We agree with the author’s assertion that empathy, optimism, forgiveness, altruism, eloquence, discernment and modesty are all important factors in determining potential leadership success. We also know that great leadership comes from consistently demonstrating these types of traits over time. 

At Disney Institute, we believe that great leadership depends upon the actions one takes with respect to the organization’s values. We call this “values-infused leadership.”

What defines a values-infused leader? Simply stated: these leaders actively cultivate success by making values foundational to their decision-making. These Four Considerations help to determine their effectiveness:

Via David Hain, Jose Luis Yañez, Ricard Lloria
MyKLogica's insight:

4 puntos claves básicos para un liderazgo efectivo en las organizaciones:


  1. Alineación de valores
  2. Proactividad
  3. Propósito y visión clara, aunque haya de actualizarse
  4. Inclusión
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David Hain's curator insight, November 2, 7:46 AM

4 key aspects of #leadershjip success at Disney.

Tom George's comment, November 4, 4:56 PM
Jose excellent find and share, do you currently share to wordpress
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#RRHH #HR: Five Trends Shaping the Future of Work

#RRHH #HR: Five Trends Shaping the Future of Work | Empresa 3.0 | Scoop.it

If there’s one thing that we can all agree on it’s that the world of work is changing…quickly. The way we have been working over the past few years is NOT how are we are going to be working in the coming years. Perhaps one of the most important underlying factors driving this change is the coming shift around who drives how work gets done. Traditionally executives would set the rules and pass those down to managers who in turn would pass those down to employees. But as Dan Pink aptly put it, “talented people need organizations less than organizations need talented people.” ...


vía @briansolis @RafaDiaz1

MyKLogica's insight:

5 tendencias que conforman el futuro del trabajo y que harán que las empresas tengan que realizar un gran cambio en su forma de actuar y sobre las que ya deberían de estar trabajando si desean seguir en el mercado.

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#HR #Leadership: 9 Tricks E.Musk, J.Bezos, And Other Top Execs Use To Run Meetings

#HR #Leadership: 9 Tricks E.Musk, J.Bezos, And Other Top Execs Use To Run Meetings | Empresa 3.0 | Scoop.it

Americans sit through some 11 million meetings every day — with the unproductive ones costing companies $37 billion a year. 


Since we've already looked at the most egregious meeting mistakes, we decided to explore how the most successful executives run effective meetings.


Vía @Paco229

MyKLogica's insight:

Las reuniones pueden llegar a ser una pérdida de tiempo (y de dinero) tremenda en las empresas, de ahí que sea interesante las diferentes estrategias que diferentes CEOs de 9 compañías globales llevan a cabo, para que las reuniones sean productivas y una buena inversión.

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5 Reasons Why Long-Term Employment Is Dead (And Never Coming Back)

5 Reasons Why Long-Term Employment Is Dead (And Never Coming Back) | Empresa 3.0 | Scoop.it
A few decades ago there was an implicit contract between employees and the organizations they worked for.  As an employee, you would be loyal and committed to the organization you worked for - giving it your labor and your attention.  In exchange that organization would take care of you for [...]


Vía @virginiog

MyKLogica's insight:

#RRHH #Empresas: El trabajo estable y de por vida ha muerto y la inestabilidad es lo único que parece estable, no sólo por parte de las empresas, sino por la propia mentalidad de la nueva "fuerza profesional" con unas expectativas que van más allá de lo que una "gran empresa" puede ofrecer y por las nuevas plataformas y medios sociales que facilitan formar comunidades o llegar a una financiación impensable hace unos años.


Empresas que precisen de una baja rotación, habrán de reexaminar sus culturas para retener al talento.

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Employee Commitment: A Recipe for Peak Performance

Employee Commitment: A Recipe for Peak Performance | Empresa 3.0 | Scoop.it
Today, employees demand trust and respect. They want their input solicited, their strengths utilized, and their contributions valued. Furthermore, every employee should be given the opportunity to reach his or her full potential.

Via Anne Leong, John Michel, Mike Klintworth
MyKLogica's insight:

El compromiso da alas a la organización. Aquellas organizaciones que consiguen el compromiso de sus colaboradores tienen menores costes de no calidad, mejores productividades y una mayor rentabilidad, además de cómo incide en el clima ... las recetas son sencillas y, bajo mi perspectiva, de puro sentido común, otra cuestión es que vayan por vías diferentes a cómo estamos acostumbrados.


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John Michel's curator insight, January 19, 1:27 PM

Employees of this new breed want to work for an organization they can feel proud of.

Don Cloud's curator insight, January 28, 8:22 PM

"Commitment" ... the difference between "having a job" and "making a living".  Ask yourself, are you committed to making a living?  How have you setup and developed your people so they can make a living?

Graeme Reid's curator insight, February 13, 5:33 PM

Organisations that truly build employee commitment will be those that flourish.  Relacing a culture of fear of losing your job with that of commitment and passion will transform the workplace.

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Strategy and Talent: 4 Keys to build a [3.0] culture of “talents”

Strategy and Talent: 4 Keys to build a [3.0] culture of “talents” | Empresa 3.0 | Scoop.it
Claves para el desarrollo de la Empresa 3.0
MyKLogica's insight:

As some time ago it became fashionable the importance of innovation for sustainability of companies, this season is talent. Probably because talent is what we need to create 3.0, innovative , horizontal and “networking” cultures,  which are being shown as more agile and able to adapt to the market movements.

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#RRHH #HR: Why Companies Are Hiring Artists for Their Meetings

#RRHH #HR: Why Companies Are Hiring Artists for Their Meetings | Empresa 3.0 | Scoop.it
Creative agencies like Scriberia and Innovation Arts are offering 'scribing' services to companies who want an illustrated record of their meetings...

Via Peter Verschuere, Angel Gavin, Jon Altuna
MyKLogica's insight:

Nuevas formas de incrementar nuestra competitividad y facilitar el desarrollo de nuestras compentecias, en este caso, la Toma de decisiones.

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Corinne Chauffrut Werner 's curator insight, December 19, 2013 2:54 AM

Tous les bénéfices de la facilitation graphique

IE.Digital's curator insight, January 3, 5:29 AM

@Yulia I. #CINO

Emeric Nectoux's curator insight, May 2, 3:19 AM

Combining visualization and storytelling, the  "scribers" (illustrators providing live illustrations to give a visual interpretation of meetings and corporate events) are a great help to engage everyone during the event and even after, when communicating widely.


A great opportunity for artists and business world to meet and combine their skills.

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Smart #Leadership: Delegate, Prioritize and Simplify vía @FerGrimaldi

Smart #Leadership: Delegate, Prioritize and Simplify vía @FerGrimaldi | Empresa 3.0 | Scoop.it

Are you still measuring the value of your leadership by how many hours you put in or how long your to-do list is? Don't work hard; work smart. Here's how to do it.


Via Fernanda Grimaldi
MyKLogica's insight:

100% recomendable este artículo en el que muestra 3 claves de un liderazgo inteligente, es decir aquel que facilita el trabajo a través de su equipo sabiendo delegar en las personas adecuadas, priorizando tareas y actividades simplificando procesos para que el equipo gane en eficacia y eficiencia. 

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Intercultural competence begins with self-awareness

Intercultural competence begins with self-awareness | Empresa 3.0 | Scoop.it

Have you already encountered your first intercultural issue during your holidays? Maybe it was in a restaurant where the waiter did not serve you exactly what you wanted; or maybe your neighbours in your holiday resort are awake when you normally sleep and vice versa. How do you deal with these problems? Do you walk away angry, do you change rooms and hope it won’t happen again?

 

MyKLogica's insight:

Intercultural competence will be more and more demanded by transnational corporations, to be able to cope with diversity and make the best of it. If you want to train it, as Jenny Ebermann says, the first step is to be aware of our own behaviours and opennes to other views, cultures, habits ...

 

 

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Jenny Ebermann's comment, September 26, 2013 3:20 AM
Muchas gracias Mercedes! :-) yes, intercultural competence is a must in today's world, as it dealing with uncertainty. Jenny
MyKLogica's comment, September 26, 2013 3:31 AM
A ti Jenny! and 100%!
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[FR][ENG]: Les talents doivent-ils être achetés (recrutés) ou construits (formés)?

[FR][ENG]: Les talents doivent-ils être achetés (recrutés) ou construits (formés)? | Empresa 3.0 | Scoop.it

Dans son white paper ‘Recruter une main d’Ĺ“uvre compétitive: les compétences recherchées doivent-elles être construites (formation) ou achetées (recrutement)?’, ManpowerGroup  Solutions formule des recommendations pour bâtir une stratégie d’acquisition talents efficace, en fonction du contexte de l’entreprise, de son marché et de ses plans pour le futur.

 

ManpowerGroup Solutions met en évidence 4 clés pour trouver et (développer) le bon talent, au bon moment: comprendre son marché, anticiper, identifier et valoriser les potentiels, s’engager auprès des employés , qui s’engageront à leur tour.

 

(White paper in English)


Via Francois Adoue
MyKLogica's insight:

Interesante lo que apunta Manpower Group Solutions, sobre todo que reclutar talento sin tener detrás una organización con una estrategia clara de retención y desarrollo, puede resultar muy caro.

 

Las empresas que deseen garantizarse un futuro sostenido y sostenible, y aquí no sólo hablo de grandes empresas,sino también de pymes, tendrán que construir entornos laborales que lo potencien y estimulen y saber cuál es  su "perfil empresarial" (competencias, valores, conocimiento y "personalidad laboral") para atraer profesionales con proyecto de futuro.

 

Porque sino ¿para qué invertir en desarrollar o reclutar un "talento" si no tenemos un entorno que lo estimule y lo aboque a irse o a "morir" por desidia, desilusión ...?

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Francois Adoue's curator insight, September 19, 2013 3:52 AM

Une question importante à se poser quand on envisage un recrutement pour les métiers de l'Internet !