While large companies fell at the end of the nineties regarding their people management strategies, the vision that emerges from the thirteenth annual survey of CEOs of PricewaterhouseCoopers, presented in Davos, suggests that the Presidents and CEOs of companies are giving priority in their agendas to issues closely related to the human factor, as a means for recovery and growth. The research, based on in-depth interviews with 1,198 executives from 52 countries, detected some areas particularly affected by the recession, weak. In this sense, the vast majority of the consulted CEOs, namely 79% of them, claimed to that they will review the way in which their organizations have managed its human capital during the economic crisis-induced change. The motivation of the employees was a factor mentioned by 75% of respondents, as an area where investment should be increased and that needs to be reinforced. 59% Said it would make changes aimed at more flexible working hours, while 55% would revise their mobility patterns in terms of your personal travel, per diem, international commissions, etc. While the vast majority of Presidents and CEOs who were consulted believes that the existence of a talented work force, professional and well qualified is something critical to maintain the future competitiveness of their companies, only 20% of them, thinks that its management has been effective in this regard and that it has contributed to the creation of a skilled workforce.
Other findings released earlier, showed that more than 39% of the consulted CEOs, recognized the importance of having the right people in the right job and hoped to increase its payroll in the next 12 months. Having said this, 48% of them stated however, having reduced the number of employees over the past year. On the other hand, and as a recognition of the new skills required in emerging environments, more than 77% of them, intends to increase its investment in training and development. In this sense, raise some questions about whether human capital managers are prepared to properly advise their organizations during and after an economic recovery. For this is necessary to convert to human resource management as a strategic business partner and break with his role operating / administrative. Know the business environment, figures that are handled, final customers who are services or products, but before everything, know and live the strategic planning of the company to be able to design effective actions that generate alignment and synergy between all people, to the corporate strategy.