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Digital Management Trends Digital Management Trends Índice DIGITAL MANAGEMENT TRENDS DIGITAL MANAGEMENT TRENDS ÍNDICE METODOLOGÍA DIGITAL INNOVATION ACELERACIÓN DE LA DISRUPCIÓN DIGITAL MANAGEMENT HACIA UNA NUEVA CULTURA DE INNOVACIÓN INTRODUCCIÓN TRANSFORMACIÓN CULTURAL DIGITAL BUSINESS DIGITAL TECHNOLOGY DIGITAL TALENT CLOUD COMPUTING CONTEXTO TRANSGENERACIONAL IoT y BIG DATA PROFESIONALES COMO EMBAJADORES DE MARCA INTELIGENCIA ARTIFICIAL, MACHINE ORGANIZACIÓN DEL TALENTO LEARNING NUEVOS PERFILES FABRICACIÓN ADITIVA, IMPRESIÓN 3D REALIDAD AUMENTADA, VIRTUAL, ADITIVA DIGITAL SALES TECNOLOGÍA WEARABLE Y CONECTIVIDAD INTELIGENCIA ARTIFICIAL WIRELESS ESPACIOS HÍBRIDOS CIBERSEGURIDAD EQUIPO VENTAS LÍQUIDO APIs CUSTOMER EXPERIENCE BLOCKCHAIN MARKETING COMPUTACIÓN CUÁNTICA SOCIAL SELLING SMART DATA METODOLOGÍA METODOLOGÍA Coolhunting Group ha elaborado este informe analizando las últimas innovaciones, ferias, congresos y estudios más representativos a nivel internacional sobre todo lo relacionado con la gestión digital de negocios, obteniendo la información de su World Innovations Panel. Recurriendo a su Red de Early Adopters para filtrar y seleccionar la información más relevante y verificando cada una de las tendencias analizadas, así como su impacto y evolución, con su Red de Trendsetter o Líderes de Opinión del sector. INTRODUCCIÓN DIGITAL MANAGEMENT INTRODUCCIÓN La era de la hiperconectividad ha cambiado la forma en la que nos relacionamos, la rapidez y el acceso que tenemos a la información en cualquier lugar y en cualquier momento se ha instalado en nuestra vida laboral y personal de una forma natural. En los próximos años la transformación digital desplazará del mercado a cerca del 40% de las compañías. Así se desprende del informe Digital Vortex: How Digital is Redefining Industries, presentado por el Centro Global para la Transformación Digital de los Negocios (DBT Center, Global Center for Digital Business Transformation). Gran número de empresas aumentan las inversiones en nuevas tecnologías digitales, redes sociales, big data, cloud computing, relaciones M2M, etc. Pero hay que entender la digitalización como algo transversal y global de toda la organización, con soporte de software adecuado y con transparencia de los procesos de la empresa en tiempo real. DIGITAL MANAGEMENT TRENDS INTRODUCCIÓN Lo digital no va sólo de nuevas tecnologías sino de relaciones humanas, existe una gran oportunidad de acercarnos a los clientes, proveedores y empleados de una forma distinta. El potencial de la transformación digital dependerá en cómo los líderes y las organizaciones harán negocios utilizando los avances digitales (analítica, movilidad, redes sociales, dispositivos inteligentes...) para mejorar la experiencia y el conocimiento del cliente, la interconexión y comunicación de los empleados y la creación de nuevos modelos de negocio sobre una base de IT eficiente. En el futuro del trabajo todo lo que se pueda digitalizar acabará digitalizándose y todo lo que pueda interconectar acabará interconectado. DIGITAL MANAGEMENT TRENDS INTRODUCCIÓN PERSEGUIR UN PROPÓSITO Las empresas que trabajan con un fuerte sentido de propósito (tener un fin), generan mayores niveles de confianza entre las partes interesadas (clientes, empleados e inversores) e impulsa el crecimiento económico. Las empresas de éxito tienen un propósito que va más allá de hacer sólo dinero. El propósito y el fin mismo de una organización, moviliza a las personas de una manera que los beneficios que persiguen nunca lo harán. Para que una empresa prospere, es necesario infundir su propósito en todo lo que hace. Así, el propósito se convierte en el ingrediente clave para una cultura fuerte, sostenible y una organización escalable. DIGITAL MANAGEMENT TRENDS DIGITAL BUSINESS La economía digital es la economía que surge de la transformación digital. Trata de incorporar las técnicas digitales que generan valor, facilitando su procesamiento y eliminando barreras. Las TIC han modificado la economía tradicional, generando una estructura conectada a nivel global. Las innovaciones digitales han dado lugar a una transformación digital de productos, sistemas, procesos, marketing y personas. La economía digital en España representa un 19.4% del PIB. Sólo el 35% de los puestos de trabajo son digitales y el 11% de la inversión de España está clasificada como digital. En EEUU, un 43% de los puestos de trabajo son digitales y un 33% de su producción se prevé que para 2020 sea del 37%. Francia, Alemania y Reino Unido se sitúan en el 41% de puestos de trabajo digitales. El Reino Unido pasará del 31% de su producción actual hasta el 33% en 2020, y Francia y Alemania prevén aumentarla del 26% hasta el 29%. DIGITAL MANAGEMENT TRENDS DIGITAL BUSINESS Sumado a los modelos de negocio digitales antes mencionados, están surgiendo algunos modelos de negocios disruptivos de nuevos avances tecnológicos que tienen de base la tecnología móvil, nuevas plataformas digitales o los productos conectados. Además, las startups de la economía digital están creando nuevos ecosistemas de empresas donde la unión genera nuevas oportunidades de negocio. DIGITAL MANAGEMENT TRENDS DIGITAL BUSINESS Algo fundamental que debemos interiorizar, es que la Transformación Digital va de personas, no de tecnología. Los Nuevos Modelos de Negocio de la Era Digital han surgido de los cambios y los nuevos hábitos y motivaciones de los consumidores y podemos dividirlos en 12 áreas principales: 1. PUBLICIDAD 2. COMERCIO 3. SUSCRIPCIÓN 4. PEER-TO-PEER 5. TRANSACCIONES 6. LICENCIAMIENTO 7. DATOS 8. MÓVIL 9. COMERCIO 10. GAMING 11. CIBERSEGURIDAD 12. MARCA PERSONAL DIGITAL TALENT DIGITAL TALENT INTRODUCCIÓN CONTEXTO TRANSGENERACIONAL PROFESIONALES COMO EMBAJADORES DE MARCA EMPLOYEE EXPERIENCE CULTURA EN EL LUGAR DE TRABAJO DESARROLLO PROFESIONAL ORGANIZACIÓN DEL TALENTO AUTOMATIZACIÓN DE LA GESTIÓN DEL TALENTO PEOPLE CHECKING HERRAMIENTAS DE COMPARACIÓN SALARIAL NUEVOS PERFILES ECONOMÍA GIG CAPTACIÓN DE NUEVOS PERFILES TECNOLÓGICOS CONECTAR CON LAS NUEVAS GENERACIONES TALENTO GLOBAL Y DIVERSO DIGITAL TALENT CONTEXTO TRANSGENERACIONAL Consecuencia de la longevidad de nuestra sociedad y la extensión de la vida activa de los profesionales del S. XXI, el futuro próximo de las empresas estará protagonizado también por la convivencia de 4 generaciones que compartirán espacio de trabajo y objetivos organizacionales. La incorporación de los millennials a la fuerza laboral (llegará a significar el 75% en 2025), ha traído con ellos un nuevo paradigma donde ha cambiado el concepto del trabajo, su significado, los valores intrínsecos y los objetivos profesionales, siendo ahora mucho más relevantes para su desarrollo y satisfacción personal. Esta generación tiene la capacidad de decidir dónde quiere trabajar, para unir por primera vez sus expectativas profesionales y ambiciones personales. De esta manera, las empresas deben revisar la imagen que proyectan, y pasar a convertirse en organizaciones donde el talento no sólo NECESITE trabajar, sino ser el lugar donde QUIERAN trabajar. DIGITAL TALENT CONTEXTO TRANSGENERACIONAL Nos enfrentamos a una fuerza de trabajo multigeneracional, con una edad más avanzada, mucho más global, diversa y con una mayor presencia de la mujer. Ahora la cuestión es preparar a los responsables de Gestión del Talento para emprender acciones encaminadas a gestionar la diversidad correctamente, encontrando formas diferentes de potenciar el talento de la manera adecuada a cada uno de los perfiles profesionales que convivirán en la organización. Esta generación joven y diversa tiene características muy concretas que influyen de manera directa en el área de gestión del talento. Entre ellas, la necesidad del feedback constante e inmediato y su perfil flexible y nómada. DIGITAL TALENT CONTEXTO TRANSGENERACIONAL Es fundamental, por tanto, deshacerse de los sistemas de revisión de productividad anuales y pasar a considerar nuevas herramientas digitales que facilitan las revisiones continuas de rendimiento. En cuanto a su perfil nómada, está demostrado que los trabajadores más jóvenes cambian de empresa con más frecuencia que las generaciones anteriores. A partir de 2016, la tenencia media de empleados de 25 a 34 años en una misma compañía era de 2,8 años en comparación con los 10,1 años para los trabajadores de 55 a 64, según la Oficina de Estadísticas Laborales de EEUU. DIGITAL TALENT CONTEXTO TRANSGENERACIONAL La nueva gestión del capital humano de las compañías, pasa por considerar entornos mucho más colaborativos, donde las barreras jerárquicas se diluyen hacia una gestión más abierta (holocracia). La formación y el apoyo al desarrollo profesional del talento se mueve hacia una gestión cada vez más personalizada de las necesidades e intereses de aprendizaje de cada persona, teniendo en cuenta nuevas tendencias en educación como la gamificación las metodologías ‘flipped’ y ‘blended’ o el micro-learning. La explosión de vÍdeo y dispositivos móviles en el mundo del consumidor ahora también está cambiando la forma en que los empleados consumen información en el trabajo. Con el empleado conectado infiltrándose en el lugar de trabajo, esta tendencia se está despegando del papel tradicional, el seminario y las comunicaciones de los empleados basadas en texto. DIGITAL TALENT PROFESIONALES COMO EMBAJADORES DE MARCA Las personas que componen una compañía, son y deben ser, sus mejores embajadores de marca, pero para ello, antes, es preciso enamorar a cada uno de esos profesionales establececiendo buenas estrategias de experiencia del empleado y ofreciendo apoyo y recursos para su crecimiento
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