As global organizations grapple with a more technologically intensive and complex agenda, fissures in traditional approaches to talent management and leadership development are increasingly visible. This was a key theme that emerged at ON Talent, an invitation-only discussion hosted at Deloitte University where leading names in talent argued that the prevailing models of talent development no longer hold. New models like the corporate lattice that are better attuned to the times must be adopted or the risk of HR becoming less relevant is high.
“The system is broken,” said Annmarie Neal, founder of the Center for Leadership Innovation. “If the economic models of the last era of business won’t translate to today’s environment, why would our organizational and talent models translate? In fact, the way we have traditionally approached talent can be an impediment in the 21st century.
Cepsa Tower, the company's new corporate headquarters that houses almost 2,000 people, is Spain's second tallest building and represents the materialization of Cepsa's growth and internationalization strategy of in recent years, following the entry of International Petroleum Investment Company (IPIC), as sole shareholder.
The headquarters, designed by the architect Norman Foster, reflects the transformation of Cepsa's business model to focus on an increasingly international market. Its height, at 248 metres, provides a unique view of Madrid from its upper floors, taking in some of the city's most emblematic locations such as the Paseo de la Castellana, the Parque del Retiro and the Santiago Bernabéu stadium.
Cepsa today operates an integrated business model spanning the entire hydrocarbon value chain. This integration allows the company to act with greater flexibility and the ability to respond quickly as a business.
To view the multimedia release go to:
http://www.multivu.com/players/uk/7703451-cepsa-new-headquarters-new-company/
Employees and consumers are gaining greater influence over corporations' behavior thanks to a surge in e-commerce and social sharing, according to Sodexo's 2015 Workplace Trends Report, released today. A new form of public accountability, dubbed "Rateocracy," is putting unprecedented pressure on companies to act transparently, highlighting one of the major shifts in how the workplace is changing in response to technology and cultural expectations.
The report provides an in-depth analysis of nine notable implications accompanying this new era of Rateocracy, including the need for constant real-time reputation management and the new role of the CEO, which is to communicate an honest and aspirational vision that connects employees and consumers. Transparency is particularly important in addressing public relations challenges that are increasingly being amplified through social channels.
To view the Multimedia News Release, go to http://www.multivu.com/players/English/7065233-sodexo-workplace-trends-report/
