Some individuals believe that a perfect work environment exists only in the realm of fantasy, but real-life examples demonstrate that it's achievable. Let's explore how certain companies create workplaces that genuinely resonate with their employees.

The future of organizations is not the exclusive patrimony of the new generations. It is true that the new leadership has a lot to contribute, but it will need the experience and wisdom acquired by the generations that will pass the baton to them.

The recipe for success in ideal human resource management doesn't have a one-size-fits-all solution. Each moment and organization must craft its own approach. However, if our goal is to nurture our team's talent, there are key ingredients that should never be missing from our kitchen. Would you like to know what they are?

The digital transformation in human resources requires a fundamental reassessment of the organizational model. Hierarchies that foster cultures centered on control and fear stand in opposition to the culture of commitment, talent development, and innovation that we are currently striving for.

Many studies have verified the effectiveness of feedback in aspects such as teaching or sports. Also in the business sphere, both with our customers and with our employees, feedback -especially positive feedback- has a motivating and implicating power that we should not miss out on.

A new talent management model, based on continuous communication, is here to stay. Feedback is much more than a trend that is beginning to be adopted in many organizations, it is the response to the demand of the new employee profile who is looking for an environment where they can help them develop and where they can actively participate in the corporate project.

What if it wasn't your employee but your son? Would you wait a year to help him develop his skills, or would you provide more frequent feedback? People and talent development specialist Jesús Garzas humorously sheds light on the necessity of introducing ongoing feedback processes in organizations committed to nurturing talent within their teams.

We are already beginning to see examples of successful organizations that are adapting their people management policies to what new professionals demand, but are we all prepared for the great change in philosophy that is heading to our offices to park at our door?

The role of people management professionals should not avoid one of the fundamental aspects on which labor relations are based: remuneration policies. We analyze how the trend of "Pay for Performance" or payment for contribution can also support the development of talent in organizations.

We reflect on the role of Human Resources in the changing and technological world toward which organizations are evolving, and how Digital Transformation can be a good opportunity to recover the leadership of people management professionals.

We give you the step-by-step recipe to carry out a successful Performance Appraisal process. In this first installment we address the design of an Evaluation and the factors that we must take into account.