It is necessary that the professionals of Human Capital know the characteristics of the companies and the industry of the region so that they can make strategic decisions

 

Before the current need that exists in the State of Guanajuato to attract and retain talent, companies are continuously seeking to implement better strategies that allow them offering higher and better labor conditions for workers.

 

For that, it is necessary to generate the conditions that provide an environment of decent job, healthy and safe for the region, seeking to contribute in the transformation and improvement of work conditions that allow organizations and its workers to achieve identity, prosperity, wellbeing, happiness and productivity in a sustainable manner.

 

Rodrigo Arciniegas, general director of Catch Consulting, consultancy firm specialized in advisory in labor matters, he announced that companies have the commitment of keeping its workers motivated in order to allow them be focused and develop in work centers.

 

“What people seeks inside the labor market, is finding a place that provides them the opportunity of reaching the personal safety concept, that use to be definitive to guarantee their long term stay in the company,” he said.

 

In the Human Resources Survey fulfilled by Catch Consulting, in which 78 companies in the state of Guanajuato participated (which represent 60 thousand employees of the 90 thousand of the industry total,) was known the general context to know the status of the companies and was known that they will report a growth of at least 14 % on their workforce during the next five years.

 

The growth of the Bajio area in general was obtained as follows: Queretaro 8 %, San Luis Potosi 18 % and Guanajuato increased from 14 to 18 % in the last six years, being the State that has a constant growth rhythm.

 

“Regarding personnel turnover, Guanajuato has a turnover of 6.79 %, due to it has been more difficult for companies to retain personnel due to the increasing demand present not only in the State, but in the Bajio region,” he emphasized.

 

He explained that an advantage for Guanajuato is that the new investments are attracted and sustained by different elements, among which standout: the geographic location, the specialized workforce offer and the supply currently present.

He said that, according to companies participating in the survey, it was registered an increase of the total jobs considered for the next 12 months, this implies that during July 2018 to June 2019, a demand is anticipated for the region of 6,727 new jobs, which are equivalent to a 14 % of total average increase.

 

PROFESSIONAL NEEDS IN HUMAN CAPITAL

 

A lag persists between the industry needs and what the academy or universities are offering, thus was announced by Jorge Ortega, director of Business Development of Grupo Prodensa, who added that the existence of new skills causes the industry feeling attracted to these profiles, therefore Guanajuato is showing interest to cover new profiles and turn the traditional pattern around, not only in the region, but in the entire country.

 

“I believe that we as Mexico are a manufacturing country and the skills are more about production or quality systems, processes specific of the industry focused to metrology, CNC, PLC programing, among others, but we see that there are already technical institutions that are incorporating automation careers, of technology, industry 4.0 to their study plans and this give us the path in order for Guanajuato be at forefront even in academic diversification,” he noted.

 

He explained that currently, Industry 4.0 is a worldwide trend and careers focused on it are the ones with greatest demand; however, universities and technical education institutions in Guanajuato will have to adapt and insert its study plans to face this demand which will be present in the upcoming years.

 

“In the area, companies are fighting for more trained personnel where the offer and demand of people with skills is not balanced, that is why there is a demand for certain technical processes, but the offer is not up to it yet, however, I believe we can turn it around as State,” he emphasized.

 

GUANAJUATO AS LABOR TREND

 

According to the Survey fulfilled in coordination with the Automotive Cluster Guanajuato (CLAUGTO,) Rodrigo Arciniegas explained that other indicators were also obtained, among them, the level of studies in operative personnel hiring in local companies is of Jr. High School with 58 %, followed by elementary school with a 35 %, High School with 6 % and technical careers with 1 percent.

 

He noted that another important indicator obtained by Catch Consulting, is that wages in Guanajuato are reporting an important growth, as according to what was reported by the 80 companies participating in the survey, the daily quote is of 170, in addition of an additional benefits package.  This quota has increased proportionally higher than the rest of the country.  Guanajuato is being competitive in wages within the Bajio region.

 

Regarding the projection of wages for 2019, Guanajuato shows an increase of 6.68 %, being this the highest increase in the country, same that can be maintained for the following four years.

The National Council for the Evaluation of Social Development Policy (CONEVAL, by its Spanish initials) takes the value from the basic food basket and nonfood basket to what it calls “Wellness line,” it uses this to measure the poverty rate in Mexico in urban and rural areas.

 

The cost of the basic wellness line for a person of rural area is of $1,902.25 per month, while that for a person from the urban area, this can reach up to $2,946.52 per month.  If from this is considered that for a Mexican family the average is of 4 people, the minimal monthly cost to acquire basic goods sums up to 7,609.00 and 11,786.08 per month per family.  Before this outlook, for Human Capital professionals it is necessary to know information and characteristics of companies from the industry in the region for strategic decision making in such matter.

 

HUMAN TALENT LANDSCAPE

 

The Organization for Economic Cooperation and Development (OECD) say that on average 24.4 % of workers in Latin America and the Caribbean has less than one year on their work position.  The main reasons why workers left a job are the lack of recognition, a low remuneration and hostility in labor environment.

 

Regarding this, Tomas Salazar, director of the Bajio area of Grupo Adecco Mexico, said that it is important to reconsider the strategy of Human Resources to strengthen the commitment, entrench and collaborators loyalty with the company, as thus a crisis will be avoided in the labor market.

 

According to the study “Best Practices to attract and retain talent” published by Grupo Adecco, a competitive wage is not the only value that can be offered to a worker in order to remain in the organization, as of an online survey, 91 % of specialists claim that incentives that do not have a monetary payment are effective tools of motivation and labor satisfaction, flexible hours (19 %,) benefits higher than those of law (24 %,) emotional wage (26 %) and in kind economic compensations such as food vouchers, fuel, school supplies (31 %) generate more satisfaction and labor motivation.  70.4 % of the surveyed noted that the best strategies to retain a talented collaborator are offering a life plan and career, as well as granting training and continuous formation.

 

“For companies an employee leaving cost can be higher, compared with the investment in training and fidelity of human capital.  For this reason, it is important that organizations operating in the Bajio design a business strategy focused in human capital to achieve a mutual balance and about high personnel turnover,” he said.

 

Salazar emphasized that ignoring workers motivations is a risk for the life of any organization since never before in labor relations had been transformed due to technological development, that is why he considered necessary to adapt and update human capital strategies in harmony with business models.

 

STRATEGIES FOR TALENT RETENTION

 

For Veronica Gonzalez, general director of Productivity Systems the highest challenge of companies is not only capturing and retaining their talent, but that they can make collaborators loyal to remain in the company.

 

She explained that the word “retention” can have a negative and of pressure content for human talent, since it results manipulator and does not inspire a collaboration attitude.

 

Gonzalez said that it is important to remember the energy of words on everything that implies for a company the wear of rotation.

She said that it is important to change the mentality of the human resources department and of the own company in order for collaborators have more tools and feel included in all processes.

 

On the other hand, aiming to make companies’ directives aware on the importance of implementing the “coaching” as a support for the transformational learning process, Roberto Mayorga, from the personnel direction and human factor in ICAMI, talked about the importance of coaching as detonant of human talent.  He emphasized that currently many companies are making efforts in training their people and improve their performance, by detecting that talent is the best capital they have to fulfill the objectives of companies.

 

He underlined that worktable are fundamental in organisms as it is a tool of great learning where experience, knowledge and feedback of participants is complemented

 

Mayorga noted that coaching is an accompaniment process where during the transformation course, the consultant accompany them in the process to obtain a better version, of the person in a personal manner, as well as of the person as company collaborator.