| | OCTOBER 2022MANAGEHRMAGAZINE.COM8In MyOpinionREDEFINING THE WAYS OF EMPLOYEE MANAGEMENT WITH HUMAN TOUCHBy Massimo Bottacin, Group HR and Organization Director, Bauli GroupIt is now well recognized that the work environment is undergoing a series of deep transformations that Covid has only accelerated and made more relentless. Beyond the phenomenon of the `great resignation' that has been often talked about over the past year, we find that younger generations are increasingly attentive to certain aspects that are radically different from those that have, until now, motivated employee choices. Traditionally: salary, role, type of contract, or benefits used to be the triggers for making a choice. Work-life balance, well-being, i.e., being well at work in order to be well in one's personal life as well, and also aspects such as inclusiveness and sustainability are now apical to make the decision. This mindset switch has increased the mobility of employees in general, who growingly find themselves making different choices as they are taking into consideration their life as a whole. Therefore, in addition to this evolving scenario, the world of human resources has for some time been confronted with an increasingly scarce market in terms of available resources, particularly with regard to more specific and qualified skills at all levels (managerial, clerical, and even blue-collar). In addition, in particular, in Italy, there is an obvious demographic trend that is generating an increasingly unfavorable gap between the active and therefore potentially working, and inactive (mainly retired) population, which severely reduces the availability of the labor force, including `generic' and unskilled profiles. This leads to new and fierce competition between companies, which must necessarily reinvent themselves to be attractive on the market. There is a need to understand the new needs and requirements of both the potential resources in coherence with the human capital that is already in the company.In fact, engagement is becoming increasingly imperative: people feel more the need to be properly integrated into their corporate context, to fully perceive the company culture, and to work in an environment of openness, transparency and sharing. It is essential that everyone is informed and involved and that continuous feedback on the work performance is given to them beyond `institutional' and traditional performance management processes.In this context, technology offers us invaluable opportunities to implement projects and ideas to improve the involvement of resources, both in terms of attraction and engagement.In our Group, we have activated a project aimed at defining our employer value proposition (EVP) in an advanced, accurate, and modern way, supporting the project with an internal and external Massimo Bottacin
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