The growth of the population, the increase in social mobility, mass production and technical industrial processes gave rise at the end of the 18th century to a work transformation process that led to the transit of a traditional society to a modern industrial-based society.
At the same time, the traditional work model based on simple manual tasks gave way to another where they appeared new jobs, new functions and new forms of management of the staff who had to respond to the needs and demands of the workers (shortened work days, retirements, weekends off, job security, etc.).
Social and regulatory approaches
When today they appear new social and regulatory approaches who are looking for 4-day work weeks, going from 40 to 36 hours, reconciling work and personal life, promoting teleworking, emotional salary, etc., already the day May 1, 1886 a workers strike in Chicago He demanded 8-hour work days as we know them today.
This conquest, which we have already become familiar with and which seems to us to be an irrefutable right, meant until its achievement through the promulgation of the Ingersoll Act in 1868, the death by police shooting of 42 strikers and the hanging of 5 of those responsible for the riots after those that began on May 1.
Beginning of the current economic, labor and management model
He current economic, labor and business management model that has its origin in the first industrial revolution is exhausted.
COVID-19 is serving as “reset” according to the current global economic strategy causing an extraordinary impact also on the management of human Resources, emerging this area as the department of companies that has acquired the most relevance today and that has the greatest responsibility in this process of change.
They will be the human resources managers those who have to present immediate solutions and design innovative management policies adjusted to the new scenario.
UN Sustainable Development Goals
The UN, the European Union and the IMF, among other entities, are leading a colossal shift in the economic strategy that will affect us all in a very short time.
The 17 Sustainable Development Goals (SDGs) adopted at the UN in 2015 by all Member States are a universal call to end poverty, protect the planet and ensure that all people enjoy peace and prosperity by 2030.
The SDG 8 you seek “Promote inclusive and sustainable economic growth, employment and decent work for all” It should be the reference for human resources managers.
This will be the common thread from which to propose new human capital management policies that “protect labor rights and promote a safe and secure working environment for all workers, including migrant workers, particularly migrant women and people in precarious employment” trying “achieve full and productive employment and decent work for all women and men, including young people and people with disabilities, as well as equal pay for work of equal value.”
In this new horizon, Human Resources must ponder its role and responsibility in the new scenario of the post-COVID-19 era. Do you want to be a professional Human Resources? If you are interested in this field, you can train with the Master in Human Resources, People Management, Talent Development and Labor Management in EIP.
The new relationship between companies and their workers In a changing social and environmental context, it must seek a sustainable balance that favors the well-being of all without losing perspective of the original spirit of May 1.
