DCH and IESE Business School have celebrated the DCH Encounter of Digital Talent Management, with the collaboration of AMETIC and Fiabilis Consulting Group as the driving partner of the day.
Jorge Campderá, Commercial Director of Fiabilis, and master of ceremonies of the event presented Xavier Masats, Executive Education Director, Open Programs of IESE and Juan Carlos Pérez Espinosa, President of DCH who welcomed the attendees to the meeting, and introduced Josep Senar, Delegate of DCH Catalonia.
Is the era of management over?
After the official start of the DCH Encounter of Digital Talent Management, Jorge Campderá, presented Andrew Chakhoyan, Founder & CEO of Strategic Narrative Consulting, with the presentation: Is the era of management over?
In his presentation, Andrew Chakoyan has defended the need to move from the Manager to the Context Curator, a caregiver and developer of the team, who abandons his planning, controlling and hierarchical role, makes mentor leaders, developers and generators of flexible and motivating work contexts. The management challenges of generational diversity go in the direction of non-hierarchical and open organizations, oriented to the generation of value and customer satisfaction as a differentiating factor.
Digital Talent Management in technology companies
Then, a first round table was held with the title Digital Talent Management in Technological Companies, moderated by Alejandro Blanco, President of the Digital Talent Development Commission of AMETIC, and with the participation as speakers by Jordi Arrufí, Director of the Program of Talent, Mobile World Capital, Gerard Esparducer, Managing Director of ERNI, Agustín Bianchi, Director, HR Tech, Ops & People Analytic, of King and Mireia Ranera, Vice President and Digital HR Director “Employee Digitalisation” at Incipy.
With the premise that technology impacts all sectors immersed in markets that move at a dizzying speed, the management of Digital Talent is vital.
Gerard Esparducer has outstanding the importance of generating an attractive ecosystem and the commitment to talent as a strategic axis. He shared with the attendees the solutions and strategies they are developing in ERNI based on the concept of depth of action based on surveys carried out on employees.
Jordi Arrufí, Director of the Talent Program, Mobile World Capital, has focused on the fact that the scarcity of digital talent is limiting the capacity for growth or investment. A coordinated action is needed between government, administrations and companies.
Agustin Bianchi, Director, HR Tech, Ops & People Analytic, King, has highlighted the importance of employer branding in talent attraction strategies and Mireia Ranera, Vice President and Digital HR Director “Employee Digitalisation” at Incipy, attributed the great variety of projects in which they are working on their workshop system with the staff to define the experience and the roadmap.
The three star competitions that emerged as a conclusion to this colloquium were: the capacity for continuous learning, leadership based on communication and cooperation.
Digital Talent Management in non-technological companies
The second Round Table, titled Digital Talent Management in Non-Technology Companies, was moderated by Joan Díaz, Director of Catalonia and Corporate Business Development of the European School of Coaching. Table composed by Conchita Álvarez, Director of Human Resources of Banco Sabadell, Montserrat Pons Miquel, Director Finance and Administration and Head of Digital Transformation in Iberia of BASF, Gemma Fernandez-Nespral, HR & General Affairs Director in Nissan Motor Corporation and Patricia Castillo , Head of European Programs, Eurecat.
Conchita Álvarez, Director of Human Resources of Banco Sabadell, shared with the attendees the challenge of digital transformation in the Human Resources function and the concrete experience of Banco Sabadell with the adaptation of schools and training activities in digital issues, as well as competence development. In terms of attracting talent, they have launched attraction campaigns with the focus on these skills to incorporate cross-cutting and agile in all business units.
For Montserrat Pons, Director Finance and Administration and Head of Digital Transformation in Iberia of BASF, the fundamental pillars are the Agility, the simplification and the generation of empowerment. In this second sense, empowerment and making decisions at lower levels is vital, and agility and making decisions is vital, and a culture of positive error management.
Gemma Fernández-Nespral, HR & General Affairs Director at Nissan Motor Corporation, highlighted the difficulties of transformation and implementation of the change derived from business models, while for Patricia Castillo, Head of European Programs at Eurecat, the challenge is to accept and to face the constant change and the need to understand as a process of management of the transformation and cultural change.
With these two round tables have been highlighted two interesting approaches, the technological companies, and non-technological companies, facing the challenge that companies in Spain have to achieve the levels of digitization currently achieved by major European countries.
In addition, high-value keys have been put on the table to achieve the goal of making Barcelona one of the most important centers for Digital Talent Attraction in Europe.
The closing of the DCH Encounter on Digital Talent Management in Barcelona was carried out by Xavier Masats, Executive Education Director, Open Programs of IESE and Juan Carlos Pérez Espinosa, President of DCH.