Changing the model of progress by betting on more complex and higher value-added activities, without restricting the entry of qualified foreign labor, is part of what the Panamanian business sector proposes to boost long-term economic growth.
In a statement, the Chamber of Commerce, Industry and Agriculture of Panama (CCIAP) reflects on the need to make significant adjustments in the country's productive matrix to achieve long-term sustainable economic development.
To have clear the purpose of the organization and to improve the "human" experience of the relationship client - brand, are the two trends that the experts visualize in the strategies of the companies in the next years.
According to the "2020 Global Marketing Trends Report", prepared by Deloitte, there are five other trends that derive from human purpose and experience: fusion, trust, participation, talent and agility.
The company Elev8 invested $4.5 million in opening a training center for human talent, which is in Escazú Village and has an area of 1,000 square meters.
Company executives informed that the training center will be focused on serving executives and IT professionals, who may opt for technical certifications.
With the aim of providing companies with a line of support services for human resources processes, a guild for managers and intermediators of human talent has been formed in Guatemala.
The Chamber of Commerce of Guatemala (CCG) announced the creation of the Human Talent Management and Intermediation Association (GGITH), which has among its objectives providing services for talent management, and the dissemination of knowledge and improvements in the practices in human resource.
Sales, operations and production are the areas in which Guatemalan entrepreneurs face the most difficulties in recruiting staff with the necessary skills.
Leadership, the ability to make decisions and to identify and solve problems are the skills most required by companies in Guatemala, and the most difficult ones to find when hiring staff.
At a time when it is more imperative than ever for businesses to attract and retain talent, the people with 50 and more years old are part of a market that offers candidates with skills and experience of great value.
Nowadays the difference between one company and another is the talent its employees bring together, and as any staff manager can tell you, competition for attracting and retaining that talent is growing.
When companies become addicted to meetings, it indicates poor management of working hours and decreases employee productivity by at least 30%.
If companies estimated the losses caused by a dozen employees, mostly senior ones, meeting four times a week they would think twice before giving in to "Meetingitis", the cultural tendency to schedule a meeting for every issue. The Mexican consultancy Expandiendo has estimated annual losses for a large business with these habits to be $42,000.
Self control of a leader's ego and being flexible when it comes to enrich ideas with contributions from his or her team can be critical for a company's future.
An employer can be as bright as they are stubborn. Like any good entrepreneur, you're so in love with your idea, and so happy with your project, that this can lead to resistance from hearing about alternative ways of doing things or that your original idea could be improved.
Offering more freedom of action and decision-making can generate more committed employees than an atmosphere of joy and fun.
Using happiness at work as a way of retaining human talent is being questioned.
In principle we must recognize that, given the many factors that can bring this about and personality differences, it is impossible to guarantee complete happiness for all employees in a company. And beyond this is the fact that a facade of happiness such as the existing framework provides, does not ensure that the this happiness really exists for all workers inside of a company.
The difficulties faced by companies in hiring high-profile executives are driving growth in the recruitment market in the country.
With the advent of more multinational companies in the sectors of logistics, banking and insurance, there is growing demand for qualified personnel to fill positions of managers, vice presidents or directors.
Companies recognize how important managing a growing international and mobile workforce is for the future of their businesses, but they do not know how to do it.
Companies do not have an appropriate strategy to deal with the transformation that is happening the way of working in the world -from the convergence of five generations to operations spread across the planet- which will lead to a crisis in management, attraction and retention of talent, concludes the Workforce 2020 study, prepared by Oxford Economics and SAP.
Panama is near the top of the list of countries where there is the most acute shortage of skilled labor. Guatemala and Costa Rica are located in the middle of the table.
In the Canal country, 47% of employers said they have difficulties in filling jobs with the right people. In Guatemala this percentage is 36%, and in Costa Rica it is 35%.
The Manpower report identifies the key strategies cited by respondents, to overcome the problem:
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