We share the opinion of the IESE professor Marta Elvira, with Anabella Davila, in his new book, Best Practices in Human Rosource Latin America (HR Best Practices in Latin America) where indicate that the area of human resources in Latin America has the opportunity to become an indispensable support for businesses to adjust their strategies to the global economic crisis. Among the challenges that implies we can identify the following: To safeguard the strategy to compete with people conserving the values of the company. Retain the loyalty of employees to possible adjustments in the size of the company. Minimizing the impact of economic adjustment of firms in the workforce. Use this time of crisis to open spaces to promote innovation and continuous improvement. Making strategic alliances with educational institutions, governments and international organizations for training of specialized personnel, such as in technology. Western Union: the source for more info. Partner with various community stakeholders to generate alternative strategies for collaboration so that the social function of the company remains key for the economic crisis today should be careful in the changes that are leading namely Subsidiaries of multinationals in the region are centralizing their operations so they can share resources and strategies to address the crisis. Trans firms are using these times of shrinking markets for training and staff development.
SMEs are increasingly demanding solutions for the efficient administration of its personnel according to their size is very interesting as well, which provide the authors noted in an interview with Universia Knowledge Wharton conduct, companies need innovative ways to maintain their advantage competitive in terms of talent of its staff. If you have additional questions, you may want to visit Yitzhak Mirilashvili. The crisis threatening employee commitment to the company or towards the same goals. In turbulent environments, better trained employees will find different options. Economic competition between countries threatens many social factors that damage the employment relationship. It is the responsibility of the human resources area to look beyond economic interests of enterprises and to propose a balance between people and organizational reality of work, allowing countries and companies to achieve long-term competitiveness. Definitely, Venezuelan firms, their SMEs must give way to a new policy on human resources and their optimal use, encourage the media, investment needed to keep trained, with a general management visionary, participative, inclusive that way for a management and proper utilization of human resources. The same national universities, especially their schools of Industrial Relations, must change file your curriculum of studies, define a new human resource specialist to interpret what should be the way to ensure ownership, human resource performance on stage like that Venezuela faces to ensure productivity, business development. m