Gestión de Personas en la Post Pandemia

Ariel Vázquez

Por Ariel Vázquez, Responsable de la Licenciatura en Recursos Humanos de UADE, y Martín Saiz, Docente de la Licenciatura en Recursos Humanos de UADE.

A principios de abril, The Economist sugería que llegó el tiempo de dar todo el poder a Recursos Humanos: “tienen que mantener saludables a los empleados; sostener su moral; supervisar un experimento gigantesco de trabajo a distancia; y, llegado el caso, considerar cuándo y cómo despedir trabajadores.”  Esta invitación a tomar el escenario, siendo el actor principal de la obra, es algo novedoso. Convengamos que el último gran aporte surgió en 1997 cuando Dave Ulrich dijo que debíamos ser “socios estratégicos del negocio”, y si bien hubo aportes menores a nuestro perfil de liderazgo, vale reconocer que 23 años después en Argentina no logramos convertirnos en dichos socios.

Martín Saiz

El anhelo de hacer evolucionar nuestro liderazgo, y en consecuencia el área, coloca a nuestra agenda de la mano de un cisne negro. La post pandemia traerá modificaciones relevantes en la gestión de personas en múltiples dimensiones.

Reconsideración de lo colectivo

Lamentablemente, muchos profesionales de Recursos Humanos siguen pensando a los delegados sindicales y al sindicato en general como un enemigo o un obstáculo a sus gestiones. Sus experiencias y testimonios son el argumento a dicha postura. Que las partes puedan alinear sus objetivos -que resultan similares- y cooperen para salir adelante es fundamental. No hay espacio para el salvataje de unos y no de otros, resulta claro que deben salvarse ambas representaciones para que las empresas puedan subsistir. En otras palabras, en este escenario, el conflicto deberá mutar de la cooperación para evitar el abismo.

Sentidos Incompletos

Ya sabemos que el trabajo es central en la vida de las personas, y que hallan en él un medio de socialización, realización y sustento para sus proyectos personales. En los escenarios habituales, el clima de trabajo brinda pautas y/o indicadores para mantener a la nómina retenida y satisfecha. En la post pandemia, nada alcanzará para satisfacer las necesidades y expectativas de nuestros colaboradores. No habrá sueldo que compense la pérdida de su poder adquisitivo,  ni beneficio que permita recuperar la calidad de vida laboral previa a la crisis. Entendemos que aquí surge un gran espacio de trabajo para el área. Ya no se trata de satisfacer y retener, sino de dimensionar, explicar y contener.

¿El regreso de los duros?

Una mirada simplista podría pensar que aquellos dedicados a la cuestión sindical y a la gestión de las compensaciones tendrán el poder. Sin embargo, y en línea con la importancia del fenómeno laboral, cualquier simplificación o mirada sesgada sería un error de gestión. El trabajo que debemos hacer tanto en pandemia como en el post, va mucho más allá de esto y pone en primera plana a todas las funciones del área que contribuyen a las a preparar a los trabajadores para afrontar estos contextos.  Ahora más que nunca, la unión hace la fuerza dentro de nuestra área.

Una intervención de peso.

La asistencia de distintos gobiernos al ámbito privado invita a pensar cómo será el futuro inmediato de la acción asistencialista. Hacemos referencia a la posibilidad de convertir el asistencialismo en intervención. El Estado, representado por él o los gobiernos de turno, ha tomado activa participación en el devenir de las empresas con promesas de inyección de dinero para pago de sueldos y diferimientos de cargas sociales. Cuánto tiempo más durará la asistencia, en qué cuantía y si luego habrá exigencias por lo hecho, son interrogantes que corresponde atender de cara al futuro inmediato.

La transformación digital desde el área de gestión de las personas.

Sabemos que no habrá posibilidad de transformación digital en Argentina si el Estado, las organizaciones y los sindicatos encabezan la discusión con seriedad.                                                                  El Estado debe garantizar una estabilidad económica para la inversión, créditos para la adquisición de tecnología o capacitación y también infraestructura para asegurar conectividad de calidad y federal. También deberá pensar políticas de empleo para poder reconvertir a toda la fuerza de trabajo que será expulsada por la transformación.

Las organizaciones, y acá es donde nuestra área toma un protagonismo indiscutido, deben no solo invertir en tecnología, si no que el desafío más grande será preparar a todos los trabajadores para convivir con ella.

Por último, los sindicatos no pueden esperar más para abordar estos temas en las negociaciones colectivas. El abordaje del teletrabajo y reconversión de la fuerza de trabajo tienen que pasar por sus agendas.

La gestión de personas en múltiples espacios

Los escenarios de trabajo post pandemia empezarán a mutar entre presenciales y virtuales, si logramos una transformación digital y una economía centrada en la baja proximidad física.

Debemos preparar a los líderes para conducir equipos en entornos múltiples, generar espacios de integración colectiva entre trabajadores que, probablemente no convivan en el mismo espacio físico en simultáneo, así como también mantener una identidad cultural necesaria para la productividad del trabajo y también para la salud psíquica del trabajador. 

Por último, los trabajadores deberán aprender a trabajar en esta modalidad híbrida. El trabajador debe reaprender a organizarse y la organización debe colaborar con eso. Por la salud del sujeto y la productividad del negocio.                                                                                                                                        Habrá un día después de la pandemia y seguramente no gestionaremos igual. Las relaciones laborales cambiarán y los sentidos atribuidos al trabajo ya no serán los mismos. Los negocios nos demandarán nuevos objetivos teniendo en cuenta que las soluciones en Argentina tendrán el mismo carácter excepcional que sus estructuras laborales.

Prensa Económica

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Gestión de Personas en la Post Pandemia

tiempo de lectura: 4 min