Thanks to ESE Florence’s network, our fashionable students had the honor of being invited to Pitti Immagine Uomo...Read more
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.