Global Competencies: The New Connected Talent
Offered by: Ruth Arroyo Tovar, Ph.D. in Pedagogy with an emphasis on ICT, Master in Hotel Management and Development, Specialist in Management Skills, and Externado Tourism and Hotel Administration graduate.
In 2018, the Organization for Economic Cooperation and Development (OECD) presented the project “The future of education and new skills.” In it, it was determined that education must be oriented to basic life skills as well as the different forms of knowledge, attitudes, and requirements for new generations. The “Global Competition” component was then included in the Pisa tests.
Global Competition is understood as the ability to examine local, regional, national, and international issues relating to economic, social, political, environmental, and cultural matters, as well as understanding, appreciating, respecting, and discussing the world perspectives.
The “Horizon 2020” study carried out by the Spanish talent management consulting company Humannova, made up by experts in human management + innovation, determined that this new decade of the 21st century identifies a human talent revolution that includes the global skills of people permanently connected.
Everything is born from students’ transformation into “citizens of the world,” which drives the development of intercultural skills and everything it brings with it:
Young LATAM students, ages 13 to 18, have increased their travel frequency by 57 percent in the last decade. The primary purpose of these experiences abroad is to explore places, increase cultural heritage, learn, improve or perfect one or more languages, create personal, professional, work, and business contact networks, in an increasingly connected world. These trips, together with an intercultural learning process, allow the development of “global competence” skills.
This new concept of competence includes 5 knowledge and skills: self-awareness and responsibility, critical thinking, empathy, cultural awareness and knowledge, and commitment to social responsibility towards the world community. (Education Week, 2019).
The competence, once experienced and perfected by the repetitive lifestyle of each person, brings, as a benefit, a positive return and impact on the community of origin, to seek an equal world, providing answers to the needs of the environment, as a more sociable and resilient individual, with peaceful, sustainable, and respectful of cultural differences behaviors. (Education Week, 2019).
It must be clear that a person does not become a global citizen with a single international trip. There must be continuous training and learning. Carrying out updating processes in practices and knowledge in high demand work environments, be they business, service, or academic
production, among others, and, above all … being connected through platforms, social, professional, labor, or scientific networks.
Regarding the near future, we can reflect and infer how the profound social and technological changes will affect people management in this new decade:
1. Digitization of companies (58 percent)
A factor that will change people management and Human Resources. This area should lead the management of digital change and help current organization members carry out the cultural and organizational transformations entailed by technological impacts.
2. Globalization and mobility (26 percent)
Globalization and changes in the labor market will lead to flexibility. The globalization of the economy and the appearance of new emerging countries imply changes in economic power, in the industrial location, and the generation of wealth. This brings about massive mobility phenomena and a new global workforce.
3. Aging of the working population (24 percent)
The generational impact due to the aging of the working population will be intense and a catalyst for mobility and flexibility.
4. New unadjusted multicultural and diverse job market (23 percent).
Well trained professionals from different parts of the world will compete globally in the market, where new professions will have cultural diversity, which will be an increasingly competitive advantage.
5. Increased competitiveness and innovation (21 percent)
Competitiveness and innovation, the result of this globalization, will bring changes in the new ways of managing people.
6. Economic crisis (15 percent)
Precariousness in labor relations is attributed to the economic crisis but is also considered as an accelerator of labor flexibility.
7. New business models, new forms of work (9 percent)
This type of phenomenon guides a new style of working relationship and work understanding, with a new kind of organization, characterized by flexibility but, above all, by the importance of the individual and the freedom of the professional.
8. New freelancers, new values (7 percent)
Individualization: companies with freer employees. New independent professionals, such as the so-called ‘Knowmads’ (nomadic knowledge), replace values such as fidelity, security, stability, individual responsibility, autonomy, and professional project. Professionals who no longer value their “work quality” in terms of hours or salary, but as a project.
9. Social and responsible enterprise (5 percent)
Lighter and more flexible companies have to incorporate new management and social responsibility values to attract this new talent, guided more by “responsibility” and “company values.”
10. New social values impacting organizations (5 percent)
New businesses must pay not only monetarily, but also emotionally, respecting the new emerging values – happiness, self-fulfillment, flexibility, transparency, justice, social responsibility. (Education Week, 2019)
Semana Educación, (2019). Apuesta por las competencias globales. Ed. 42, Page 21.