| | DECEMBER - FEBRUARYMANAGEHRMAGAZINE.COM8Ignacio de Loyola Quereda GarcíaThe world changes, life changes, companies change, and everything is at breakneck speed, affecting people personally as well as at work.In today's dynamic business landscape, the ability to adapt and transform has become a crucial factor for success. In this context, talent management emerges as a fundamental tool to promote organizational change, allowing companies to fluidly navigate the challenges and opportunities that arise.As for any company, changes in the business, projects, legislation, and applicable regulations are critical. Still, these types of changes may be unpredictable or inevitable, and they may not come from corporate decisions. When facing these situations, the only thing we can do is adapt in the best possible way. In the best conditions so that our people (employees) are not affected and, to the extent possible, obtain or perceive an improvement associated with the change, that should be the first principle for a company to correctly manage change.However, there is another series of changes, which we can classify as productive or organizational, which are a consequence of corporate decisions. For example, growth is led by new customer needs, service relocation is looking for efficiencies, changes in the company business model, new technologies impact management models, etc. This is our scope of action, where we can plan how it is executed and how we are going to manage it; this is the type of change where an HR team must align with the organization and business areas to achieve the best results.By Ignacio de Loyola Quereda García, Spain Head of HR, Pepper AdvantageTALENT MANAGEMENT AS A DRIVER OF ORGANIZATIONAL CHANGEIn MyOpinion
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