The importance of Humanistic Management to attract and seduce talent.
On July 17th, we gathered at the facilities of AKO Group with Human Resources directors from companies associated with INDPULS to discuss and share the challenges that industrial companies face in personnel management when it comes to attracting and seducing talent.
The day started with an address by Josep Lluis Bescós, CEO of AKO, who welcomed the group and introduced us to the company and its facilities.
Next, Mireia Mir introduced INDPULS to the participants, along with the activities to promote a culture of innovation and collaborative innovation among companies. These initiatives aim to generate new opportunities with tangible impact and results.
Humanistic Management of People, with Xavier Marcet.
Xavier Marcet delivered a conference on Humanistic Management of People, where he delved into the importance of adaptation, learning, collaboration, the ability to handle complexity, incentive plans, and legacy in detail.
“In the long term, we have 4 challenges: Delivering results, learning and adapting to changes, knowing how to collaborate and work with others, like in a ‘Jazz band,’ and being capable of absorbing complexity”, emphasized Xavier Marcet.
Marcet emphasized the importance of cross-functionality in companies: “People cannot be in isolated ‘boxes,’ but rather, we must understand the entirety, the future challenges the company faces, and engage in innovation processes. Understanding the impact of technology on our customers. Innovation is about people.“
In this context, the role of the Chief Learning Officer is crucial for designing and negotiating an effective training and learning plan. Additionally, it is essential to define a robust incentive plan oriented towards both the present and the future, with innovation at its core, including the logic of company results, team accomplishments, and personal outcomes oriented towards learning.
Lastly, Xavier spoke to us about the importance of legacy. Companies are very fragile, and we all must contribute to their growth by helping our clients, people, and society grow. He posed these two questions: “What will you leave to your company? What will be your personal legacy?” and encouraged us to incorporate them into our agendas.
Main challenges for INDPULS companies.
During the meeting, we also had the opportunity to share and reflect on the main challenges facing INDPULS companies. These include:
- Incorporating innovation capability as a factor to consider in talent acquisition and promotion.
- Promoting a culture of curiosity.
- Encouraging anti-silo logic through the creation of cross-functional innovation teams.
- Fostering a culture that is tolerant of responsible failure but not understanding of failure resulting from incompetence. We learn from failure; we avoid error.
- Considering innovation as one of the most important factors of “learning by doing.”
- Valuing initiatives of open innovation and relationships with innovation ecosystems (other companies, startups, universities, technology centers, and research institutes) as positive professional factors.
- Defining learning ecosystems that promote a balanced management approach designed to handle both the present and the future.
AKO Group is a company specializing in electronic components for industrial refrigeration control.
To conclude the session, Laura Tornay, Director of Transformation at AKO Group, presented the company’s evolution over its 45-year history, emphasizing its focus on innovation, efficiency, and sustainability.
AKO is headquartered in Sant Pere de Ribes (Barcelona) and has 2 commercial subsidiaries in Mexico and France. The company operates in 65 countries, and 40% of its revenue comes from international markets. It provides temperature control solutions for various non-domestic environments, including restaurant kitchens, hospitals, supermarkets, pharmaceutical industry, and more.
