SUSTAINABLE TALENT: 5 main lines of action

From Human Resources Management to Total Talent Management

Five master lines that define action within sustainability regarding society and people

Talent must be considered from the axes of Aptitude, Attitude and Altitude

Having sustainable talent improves the well-being and mental health of employees and provides countless benefits to companies.

Sustainability is a real trend. The 49% of the IBEX 35 companies mentions aspects related to the sustainability, a percentage that rises to 61% if we exclude the financial sector. For its part, aspects related to the importance of people and/or the attraction of talent are present in the 31% of the IBEX home pages, 39% if, again, we exclude the financial sector which, by the way, I should have him look at it.

The RAE defines “talent” as “intelligence,” “aptitude” or “intelligent person or person suitable for a certain occupation.” It is obvious that the sum of the three meanings does not contain or represent everything it means to manage talent. At the expense of entering into the correct or incorrect use of the term,What aspects of sustainability do we have to take into account when talking about talent??

The union between sustainability and talent is not trivial. The European Union is working, within the ESG directives (Environment Social Government) in defining the master lines of action within sustainability referring to society and people, which we could categorize into five:

  1. The elimination of biases and prejudices in hiring, treatment and promotion. Objectives that every sustainable organization must achieve following the principles of equality,
    inclusion and diversity
  2. Safety at work. Zero tolerance for avoidable work accidents and poor conditions, both dysfunctions of our economic and social system. Have a system
    of occupational risk prevention as an integral part of business management.
  3. Social justice. People must have fair and decent working conditions and remuneration. Although the agreements and the efforts of the regulators have been directed to
    To guarantee this aspect, companies have the moral responsibility to ensure decent and fair conditions for their workers, which do not always coincide with the minimums that
    required by law and conventions.
  4. Human rights and supply chain. Human rights generate the essential conditions for sustainable development. Companies are usually not able to impose their
    talent policies to their suppliers, but they must guarantee that they comply, at least, with human rights.
  5. Broad vision of people. We no longer think of people as resources. It is about expanding the vision to what they want to do and their life project, because is there true
    talent if there is no motivation?

Victor Kuppers says the Fitness sum but the Attitude multiply.” Thus, to the “talent” of the RAE we would add Attitude as an integral part of its essence. Also understanding the perspective with which people look or taking into account their life project, such as knowing if temporary hiring fits into it or, on the contrary, is forced, that is Altitude.

Therefore, to talk about Sustainable Talent, we consider talent from three axes: what you know and can do, Fitness; what he wants to do, Attitude; and the perspective with which you see life, Altitude.

Thus, the Sustainable Talent It is a broad and responsible vision of talent. We must move from a vision of people as resources to talent management in all its aspects, sustainable talent being a basis on which establish companies' people management strategies. This is Total Talent Management: having sustainable talent improves employee well-being and mental health, but it also provides countless benefits to companies: reduces unwanted turnover, increases productivity, eliminates countless hidden costs derived from the lack of suitable talent, increases innovation, improves the quality of work, decision making, organizational culture and reputation in the market, increases satisfaction of clients and attracts additional talent.

Company managers are gradually moving in this direction and, for those who do not believe, the EU is regulating more and more of these aspects.

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