The 2022 ATD Asia Pacific Convention was successfully concluded
Kang Shi Teng, which continues to participate in the exhibition, shows our persistence and professionalism in the field of talent development. In addition, at the ATD booth, a roulette gift was specially launched to give back to all old customers and new friends, so as to promote exchanges and talk about the trend and future of talent development while visiting the exhibition.
Ming, general manager of Kangsiteng, was invited to be the host of the lecture by Lin Wangci, vice president of Qisda Group. Ming first pointed out that Vice President Lin’s successful model can be replicated in every enterprise through data and modules. In the lecture, Vice President Lin pointed out that the implementation of the company’s vision depends on performance management from the perspective of sustainable operation, combined with human resources and risk management. An agile organization must have diverse talent and high performance.
Taking the Grand Fleet of Qisda Group as an example, how the group’s culture and vision can run through each subsidiary depends on the training and development of human resources. HR is therefore an important strategic partner in the Group.
ATD Talent Trends
In recent years, the pandemic has accelerated digital transformation. In response to the needs of transformation, ATD’s focus is on talent development in the transformation process:
- 2019 Leadership Change for Millennials
- Organizational change in the pandemic age of 2020
- Organizational transformation and cultural reshaping after the 2021 pandemic
- 2022 Talent Leap|Transformation Pilot|Human Resources Remodeling
In the changes of science and technology, what remains unchanged is always human nature.
When technology meets human leadership
When the digital wave arrives, businesses are starting to focus on smart organizations. However, a healthy team is what makes an organization truly functional. After the digital wave, the challenge for supervisors is leadership and management. Technology is always a tool, and it is still necessary to have people-oriented human leadership to make full use of technology and apply it to management.
Leadership always comes from human nature
Lin Xingyi Teacher Bruce Starting from the word “same“, he emphasizes the universality and constancy of human nature. The supervisor should praise and praise the achievements of colleagues. It is also necessary to work together as a team and fight side by side with partners. Because we are in the same boat and have the same goal. In leadership, empathize with others, and effectively communicate at the same frequency.
The selection and retention of human leaders
Mr. Bruce talked about the help and misunderstanding of digital technology from the four levels of talent development, and pointed out the importance of human leadership in selection, education and retention.
In terms of talent selection, digital technology and assessment systems are the future trend, such as the development of AI interviews. From the perspective of human nature, AI lacks the warmth of human nature, and many personality traits must also be revealed in the interview.
In terms of cultivating talents, digital technology has created a sense of oppression that is urgently targeted. Only by asking questions and guiding human nature can more officers than soldiers.
In terms of using talents, digital technology can bring transparency of performance indicators, but bringing people will always lead to care, and 80% of employees leave because of their supervisors, which shows the importance of human leadership.
In terms of retaining talents, human leadership can become a technology company with warmth and human taste.
Technology is changing day by day, and human nature is everlasting. The issues of this world have always been human issues, and only by mastering human nature can we know ourselves and others, and achieve leadership.
Leaders who shape the culture of the organization
Mr. Lu Lixuan Estella pointed out that leaders must think about what kind of culture can be conducive to transformation, and in the process of transformation, leaders must have the ability to manage change, guide consensus, develop teams, and motivate people. After shaping the culture of the organization:
CULTURE EATS STRATEGY FOR BREAKFAST—–Peter Drucker
With the help of culture, any transformation and business strategy can be developed without hindrance.
Estella also cites three practical examples of how to shape the culture of accountability needed for transformation and move towards a developmental organization. At the same time, reshape the brand culture so that strategy and leadership can be synchronized. It is time to embark on transformation, and an organizational culture based on human leadership is the only way to implement true transformational change.
Knowing one's own human leadership
Co-organized with the Taiwan Society of Business Psychology, Kangshiteng uses psychology to know each other and confidants, and uses practical experience to strengthen leadership
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