Logically following aspects depend on each organization and industry ... and as with any other provision, will be the time who tell.
1. Leadership 2.0 : began to open a new model of management people open and close. This be due to the impact of the Age of Collaboration, technology 2.0, the new models of value creation and digital natives, which will offer new business opportunities. And most interestingly, this challenge can not be achieved with technology, but for a different way of managing people. The challenge involves a kind of leadership more collaborative, transparent, open and close. And as happened with the Internet in their day, there will be companies that comprise the first and others will wait to see them coming. And beware, 2.0. not only have a blog, but address changes go much deeper.
2. Change Management and Transformation : Many companies are embarking on major changes and require cultural reviews for several reasons: to embark on the 2.0 world., have to continue adjusting templates or are in intensive companies suffered in 2009 and in 2010. do not know what will happen in 2011, but it sure will not go back to where we were before the crisis. All this requires a transformation.
3. NoMiedo Management and Emotions : The crisis is taking its toll on the minds of many people and will be a challenge to manage to keep the illusion. Unfortunately, fear has been accentuated by the crisis, many leaders who advocated for talent, they are using methods very little talent. This, again, is incompatible with creativity and moods that help professionals do their best for themselves.
4. Mentoring : Due to the need to develop people through references in the company. the extent that many situations are still very difficult to manage for the young, some companies are embarking on talent development programs through more experienced professionals or mentors.
5. "Informal Learning" : New models of training and development by making use of new technologies and networks. One of the difficulties of e-learning was the use of Internet by individuals themselves. Now this problem has changed and we have the challenge to media professionals themselves to develop in their jobs relying on collaborative tools.
6. and Marketing Customer : human resource areas should be targeted increasingly to external customers and domestic and even incorporate knowledge of marketing in its internal management. Possibly one of the areas is less work on your internal image. All of this will also further directed to the business.
7. Communication 2.0 : Social networks will be more relevant in the communication of the organizations. Some innovative organizations are replacing intranets for such tools. I think they are very different things, but no doubt that the communication should be increasingly horizontal and in all possible directions: From inside to outside the company, from top to bottom.
8. Liquid Borders : divisions between areas will be diluted more by technology and the need for teamwork. To the extent that the complexity is being increased, the silos are less future. The job description does not make much sense pure over time because they will change ever more quickly.
9. Variable Salary : The percentage of total compensation variable based on achievement of objectives may gain importance in the new additions or renegotiation of contracts especially in times of crisis like the present. companies can not get rid of talent but they can not pay wages to be paid once. The solution is flexibility on both sides.
10. Conciliation Personal and Professional Life : A solution that is gaining strength as a motivational tool, in the absence of economic incentives, is the emotional and especially wages, reconciling the professional and personal life.
"The man who rises is Bigger Than That Has not fallen. "
Napoleon
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