Following is our first guest post from one of our newest board members, Veronica Baz. She was formerly the General Director of the Centre of Research for Development (CIDAC), one of Mexico's most prestigious thinks tanks, where she developed new strategies to allow public policy proposals to have a greater impact on national decision-makers. She founded profesionistas.org.mx, one of the most visited sites in Spanish regarding job search, career path, and work skills.
The Workforce Institute recently launched a report titled Is Employee Engagement the Driver for Business Success? The survey behind the report was carried out among companies with more than 600 employees that have operations in Mexico. The report compares the survey findings in Mexico with the survey results in the Unites States and Canada.
It was interesting to see that the problems that large companies face in Mexico regarding human capital in their operations are very similar across all North America. Despite the very different geographical and social context, employees in Mexico, the U.S. and Canada struggle with technology, lack of recognition from supervisors, and administrative tasks.
Two of the findings I found most thought-provoking were associated with technology and the mismatch between employees' expectations and companies' HR strategies:
In light of these perceptions, it is reasonable to question the current role and purpose of Human Resource departments. At the same time, the reality is that, at least in Mexico, rotation in HR departments is already high and HR staffers tend to be more concerned about everyday priorities such as dealing with red tape, labor laws, lawsuits, and finding talent fast enough, than taking care of the existing workforce or truly re-thinking their organizational function.
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