As part of our Masterclass Program, last week we had the pleasure of hosting Lisa Corti, Ese London Alumni and current HR Business Partner at Tiffany & Co. for a Masterclass in Heritage Reinvention.

During the class Lisa highlighted the importance of having a strong Brand Heritage and how that should reflect the values of the Company, even in Talent Acquisition.



Part of the Masterclass was an assignment given to our BSc Year 3 and Master Students, in which they had to analyze a 2014 Article on Tiffany’s HR Strategy and how it changed the scenario in the last 6 years.

So “talent is the key” is a revolutionary idea because finding the right talent for your business can make a difference for each company.– note Andrea and Mattia in their assignment – For this reason by investing in technologies and platforms HR professionals can provide even more valuable services to their companies while improving team morale.

 Today a good part of employee use smart working thanks to the use of new technologies.  -continue the two students- So another big change is surely emerging technologies, in fact, the future hires are on facebook, twitter, linkedin and even instagram. For this reason 47% of recruiters chose social media as their top platform of choice.

Two other Students, Margarita and Alena, chose a different approach by spotting four main areas of  change.

For the two students, companies who want to successfully lead employees through adoption of an organizational change must follow a systematic, proactive approach that incorporates four primary steps:

1. Overcoming resistance:

• Clearly and consistently communicate about the change
• Help employees better understand the need for the change
• Provide strong support for the changing environment

2. Engaging employees:

• Develop a team approach
• Assigning and clarifying roles
• Increasing your focus on the workers who are affected most by the change.
• Understanding and taking into account the different motivational factors for each employee.

3. Implementing change in phases

• Defining your change management strategy
• Creating and executing change management plans
• Collecting and analyzing feedback and then implementing corrective actions where needed.

4. Communicating change

• Use both formal and informal communication approaches, including email, intranet, in-person meetings, signage and voice mails.
• Gather employees to explore worst-case scenarios and then develop strategies to address them.
• Offer opportunities for employees to provide feedback into the process, and then be sure to use the input to inform the plan.

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