STORY INLINE POST
Q: How has ARIOAC influenced HR best practices in Mexico?
A: Our organization has been the voice and guideline of human resources practices and trends for 53 years, during which time we have become a harbinger of innovation and the largest human resources association in western Mexico. We work with over 300 associated businesses, 80 percent of them transnational companies and the remaining 20 percent medium-size businesses.
We have set the standard for organizational competitiveness, enterprise development, human capital, social employability and oriented solutions and sharing the best and worst practices of businesses around the region.
Q: What added value can clients expect from membership in ARIOAC and its portfolio?
A: We focus on providing companies with the knowledge, tools and applications that best fit the needs of their business, while representing the best human capital solutions in the western region.
We also offer consultancy services that include a workshop, educational clinics, specialized courses and access to the National Job Board with Vacancy Exchange, which hosts over 200 organizations. Our clients also get access to information that can aid their decision-making, pertaining to competitive wages, the most requested benefits, internship programs and the Best Practice and Human Resources Networking groups.
Q: How have compounding digital and social changes forced ARIOAC to rethink the strategic direction of organizational design?
A: The COVID-19 pandemic brought new challenges for businesses to tackle. The digital transformation of talent had a great impact in the short-term everyday life of companies and workers alike. The changes created new paradigms regarding human capital, Industry 4.0 and digitization. The way businesses work and operate have changed. Companies now prioritize the health and well-being of their workers.
Q: As these changes impact every industry, how has ARIOAC shifted its operations toward solving new challenges?
A: We are using quantitative information, key performance indicators, financial information and internal company data, such as wages, financial information and staff turnover, to make the best decision possible for clients.
Q: Which trends will dominate HR initiatives in 2023 and how will ARIOAC participate in their development and adoption?
A: In 2023, the digital transformation will continue to expand, so building a data-driven, decision-making culture is a must for any organization that wants to remain competitive in today’s industry. When searching for a job, workers are evaluating organizational happiness, compensation and benefits, talent development, work-life balance, educational opportunities and new hybrid or remote work models .
Q: How can a business compete in a data-driven focused environment?
A: Most technology is already available and the data-driven services are blending into every aspect of our lives. However, the digital transformation is more focused on the person and less on the technology, at least internally. Breaking old paradigms is a must for any company that wants to thrive in today’s ever-changing world. There are two questions to promote competitiveness: How do I make employee well-being the core of our operations and how can I proactively listen to introduce new solutions that meet their needs?
Externally, companies need to ensure that they are acting based on data insights, which include a quantitative analysis of wage competitiveness, vacation days, hour flexibility and hybrid or remote work. While these benefits will bring talent to a business, they also help to prevent poaching.
Q: How can organizations protect themselves against the shift toward new trends and prevent staff turnover?
A: Businesses must prioritize their needs. When considering human capital, they should consider the questions: What are the needs of their employees? What social and economic changes are they searching for? Does hybrid and remote work result in a better work-life balance?
We are seeing that those companies that are not able to make their operations more flexible are seeing major staff turnover versus those that listen to the market and the needs of their associates.
Q: How can businesses establish a balance between the needs of their associates and what the company can offer?
A: It is a matter of shifting priorities and the work the company does. Big data, market analysis, shifts in wages and benefits must also be used but the main problem is often the lack of effective communication, which builds a wall between the two parties and causes problems.
Q: What events or initiatives does ARIOAC have planned for the rest of 2022?
A: In 4Q22, we will continue to focus on setting the standard for organizational competitiveness, enterprise development, human capital and social employability, while also sharing the best practices of businesses around the region via our business events.
We are also hosting a golf tournament in Jalisco and several workshops and a diploma course in labor relations for the automotive and food-processing industries in Guanajuato and Jalisco.