{"id":220505,"date":"2023-10-17T17:00:53","date_gmt":"2023-10-17T17:00:53","guid":{"rendered":"https:\/\/bm.dev.synology.me\/?p=220505"},"modified":"2023-10-17T17:00:53","modified_gmt":"2023-10-17T17:00:53","slug":"monica-serban-penny-liderii-viitorului-vor-trebui-sa-se-adapteze-la-schimbarile-demografice-ca-imbatranirea-populatiei-si-noile-generatii-de-angajati-cu-asteptari-diferite","status":"publish","type":"post","link":"https:\/\/bm.dev.synology.me\/?p=220505","title":{"rendered":"Monica \u015eerban, Penny: \u201eLiderii viitorului vor trebui s\u0103 se adapteze la schimb\u0103rile demografice, ca \u00eemb\u0103tr\u00e2nirea popula\u0163iei \u015fi noile genera\u0163ii de angaja\u0163i cu a\u015ftept\u0103ri diferite\u201d"},"content":{"rendered":"

\nMonica \u015eerban face parte din echipa PENNY de 12 ani, timp \u00een care a reu\u015fit s\u0103 ajung\u0103 un buyer cu experien\u0163\u0103, cu un istoric solid de activitate \u00een industria de retail, dob\u00e2ndind cuno\u015ftin\u0163e solide \u00een domeniul achizi\u0163iilor. Punctele forte care au ajutat-o \u00een aceast\u0103 evolu\u0163ie? Negocierea \u015fi orientarea c\u0103tre oameni \u015fi solu\u0163ii.<\/strong><\/p>\n

\nMonica \u015eerban<\/strong><\/span><\/p>\n

\nmanager Departament Achizi\u0163ii Non-food REWE Romania \u2013 PENNY<\/span><\/p>\n

\n40 de ani<\/span><\/p>\n

\nCifr\u0103 de afaceri (2022): 7,17 mld. lei<\/span><\/p>\n

\nProfit net: 152 mil. lei<\/span><\/p>\n

\nNum\u0103r de angaja\u0163i: 6.500<\/span><\/p>\n

\n <\/p>\n

\n1. Ce rol v-a\u0163i propus s\u0103 ave\u0163i \u00een 2030? <\/strong>
\nVoi fi tot \u00een acela\u015fi domeniu, dar cu siguran\u0163\u0103 vor fi nout\u0103\u0163i adaptate anului 2030. Ne concentr\u0103m s\u0103 fim eficien\u0163i \u015fi s\u0103 p\u0103str\u0103m tendin\u0163ele pie\u0163ei, iar toate acestea au \u00een centru preferin\u0163ele clientului rom\u00e2n.<\/p>\n

\n2. Ce calit\u0103\u0163i\/abilit\u0103\u0163i de leadership crede\u0163i c\u0103 trebuie s\u0103 ave\u0163i \u00een organigrama viitorului, \u00een care inteligen\u0163a artificial\u0103 lucreaz\u0103 cot la cot cu angaja\u0163ii umani? <\/strong>
\nCred c\u0103 printre calit\u0103\u0163ile\/abilit\u0103\u0163ile de leadership necesare \u00een organiza\u0163iile \u00een care inteligen\u0163a artificial\u0103 lucreaz\u0103 al\u0103turi de angaja\u0163ii umani se num\u0103r\u0103 viziune \u015fi strategie pentru integrarea eficient\u0103 a inteligen\u0163ei artificiale; g\u00e2ndire analitic\u0103 pentru a lua decizii informate; abilit\u0103\u0163i de gestionare a echipei pentru coordonarea oamenilor \u015fi tehnologiei; flexibilitate \u015fi adaptabilitate la schimb\u0103rile rapide \u015fi oportunit\u0103\u0163i emergente; abilit\u0103\u0163i de comunicare pentru a ob\u0163ine sprijinul angaja\u0163ilor \u00een adoptarea inteligen\u0163ei artificiale, dar \u015fi tic\u0103 \u015fi responsabilitate \u00een utilizarea responsabil\u0103 a inteligen\u0163ei artificiale. Aceste calit\u0103\u0163i vor ajuta liderii s\u0103 navigheze cu succes \u00eentr-un mediu \u00een care inteligen\u0163a artificial\u0103 joac\u0103 un rol tot mai important, contribuind la dezvoltarea organiza\u0163iei \u015fi la crearea unei culturi de colaborare \u015fi inova\u0163ie.<\/p>\n

\n3. Care vor fi principalele provoc\u0103ri pentru liderul anului 2030? <\/strong>
\nCred c\u0103 printre principalele provoc\u0103ri ale liderului anului 2030 se va reg\u0103si, \u00een primul r\u00e2nd, adaptarea la schimb\u0103rile tehnologice accelerate: Liderii vor trebui s\u0103 se adapteze rapid la noile tehnologii emergente, cum ar fi inteligen\u0163a artificial\u0103 \u015fi automatizarea, pentru a men\u0163ine organiza\u0163ia competitiv\u0103 \u015fi relevant\u0103 \u00eentr-un mediu \u00een continu\u0103 evolu\u0163ie. Apoi, gestionarea diversit\u0103\u0163ii \u015fi incluziunii: \u00centr-o lume din ce \u00een ce mai globalizat\u0103, liderii vor trebui s\u0103 promoveze diversitatea \u015fi incluziunea \u00een organiza\u0163ii, s\u0103 gestioneze echipe multiculturale \u015fi s\u0103 creeze un mediu de lucru \u00een care to\u0163i angaja\u0163ii se simt valoriza\u0163i \u015fi \u00ee\u015fi pot aduce contribu\u0163ia maxim\u0103. Abordarea sustenabilit\u0103\u0163ii \u015fi responsabilit\u0103\u0163ii sociale este, la r\u00e2ndul s\u0103u, o necesitate. Liderii vor fi responsabili de adoptarea practicilor sustenabile \u015fi de asigurarea c\u0103 organiza\u0163iile lor se angajeaz\u0103 activ \u00een responsabilitatea social\u0103 corporativ\u0103. Totodat\u0103, trebuie s\u0103 ia \u00een calcul gestionarea schimb\u0103rilor demografice \u015fi a noilor modele de lucru: Liderii vor trebui s\u0103 se adapteze la schimb\u0103rile demografice, cum ar fi \u00eemb\u0103tr\u00e2nirea popula\u0163iei \u015fi noile genera\u0163ii de angaja\u0163i cu a\u015ftept\u0103ri diferite. Nu \u00een ultimul r\u00e2nd, vor trebui s\u0103 pun\u0103 accent pe dezvoltarea abilit\u0103\u0163ilor viitoare ale for\u0163ei de munc\u0103: Investirea \u00een dezvoltarea abilit\u0103\u0163ilor \u015fi competen\u0163elor necesare pentru viitorul locului de munc\u0103, s\u0103 promoveze \u00eenv\u0103\u0163area continu\u0103 \u015fi s\u0103 faciliteze adaptabilitatea angaja\u0163ilor la schimb\u0103rile tehnologice \u015fi cerin\u0163ele pie\u0163ei. Prin abordarea acestor provoc\u0103ri cu \u00een\u0163elepciune \u015fi agilitate, liderii pot contribui la succesul organiza\u0163iilor lor \u015fi la dezvoltarea unei societ\u0103\u0163i mai sustenabile \u015fi incluzive.<\/p>\n

\n4. Dar principalele oportunit\u0103\u0163i pe care le ve\u0163i avea ca lideri odat\u0103 cu avansul tehnologiei? <\/strong>
\nCred c\u0103 vom avea parte de multe oportunit\u0103\u0163i, \u00eens\u0103 principalele cred c\u0103 se vor \u00eendrepta \u00een zona de inovare \u015fi cre\u015ftere disruptiv\u0103 prin adoptarea tehnologiilor emergente. Alte oportunit\u0103\u0163i care intuiesc c\u0103 vor ap\u0103rea odat\u0103 cu avansul tehnologiei se refer\u0103 la: eficien\u0163\u0103 \u015fi productivitate sporit\u0103 prin automatizare \u015fi optimizarea opera\u0163iunilor; acces la informa\u0163ii \u015fi analize avansate pentru luarea deciziilor informate \u015fi strategice; colaborare extins\u0103 \u015fi comunicare eficient\u0103 \u00eentre echipe \u015fi angaja\u0163i; personalizare \u015fi experien\u0163e \u00eembun\u0103t\u0103\u0163ite pentru clien\u0163i prin oferirea de servicii \u015fi recomand\u0103ri personalizate. Aceste oportunit\u0103\u0163i permit liderilor s\u0103 ob\u0163in\u0103 avantaje competitive \u015fi s\u0103 \u00ee\u015fi conduc\u0103 organiza\u0163iile c\u0103tre succes \u00eentr-un mediu tehnologic \u00een continu\u0103 evolu\u0163ie.<\/p>\n

\n5. Cum v\u0103 imagina\u0163i c\u0103 va ar\u0103ta s\u0103pt\u0103m\u00e2na de lucru \u00een 2030 \u015fi agenda unui lider din viitor? <\/strong>
\n\u00cen 2030, s\u0103pt\u0103m\u00e2na de lucru \u015fi agenda liderului vor fi caracterizate de flexibilitate \u015fi adaptabilitate. Lucrul la distan\u0163\u0103 \u015fi programul flexibil vor fi mai r\u0103sp\u00e2ndite. Liderii se vor concentra pe inova\u0163ie, strategie \u015fi dezvoltarea abilit\u0103\u0163ilor viitoare ale for\u0163ei de munc\u0103. Vor promova \u00een continuare responsabilitatea social\u0103 \u015fi sustenabilitatea. Prioritatea va fi acordat\u0103 echilibrului \u00eentre munc\u0103 \u015fi via\u0163\u0103 personal\u0103, av\u00e2nd grij\u0103 de bun\u0103starea angaja\u0163ilor \u015fi contribuind la solu\u0163ionarea problemelor sociale \u015fi globale.  <\/p>\n

\n6. Cum crede\u0163i c\u0103 se va desf\u0103\u015fura un interviu de angajare \u00een 2030 \u015fi ce calit\u0103\u0163i ve\u0163i aprecia cel mai mult la un viitor coleg?<\/strong><\/p>\n

\n\u00cen 2030, interviurile de angajare ar putea avea c\u00e2teva caracteristici distinctive. S-ar putea s\u0103 existe o mai mare utilizare a tehnologiei, cum ar fi interviurile video sau evalu\u0103rile bazate pe inteligen\u0163a artificial\u0103. De asemenea, se poate accentua evaluarea abilit\u0103\u0163ilor digitale \u015fi adaptabilit\u0103\u0163ii la schimb\u0103rile tehnologice. \u00cen ceea ce prive\u015fte calit\u0103\u0163ile apreciate la un viitor coleg, se vor c\u0103uta abilit\u0103\u0163i de g\u00e2ndire critic\u0103 \u015fi analitic\u0103, creativitate, adaptabilitate, capacitatea de a lucra \u00een echip\u0103 \u015fi de a se adapta la noi tehnologii. De asemenea, vor fi apreciate \u00eenalt competen\u0163ele de comunicare, capacitatea de a \u00eenv\u0103\u0163a \u015fi de a se dezvolta continuu \u015fi orientarea c\u0103tre rezolvarea problemelor \u015fi inova\u0163ie.<\/p>\n

\n
\n

\nBUSINESS MAGAZIN A LANSAT RECENT ANUARUL 100 TINERI MANAGERI DE TOP, EDI\u0162IA 2023<\/strong>, unde am vorbim cu cea mai nou\u0103 genera\u0163ie de tineri manageri \u015fi antreprenori cu v\u00e2rsta de p\u00e2n\u0103 \u00een 40 de ani despre schimb\u0103rile cu care se confrunt\u0103 sub influen\u0163a tot mai mare a AI. Ne-am propus ca \u00een cadrul edi\u0163iei de anul acesta a catalogului s\u0103 analiz\u0103m modul \u00een care cei mai tineri manageri \u015fi antreprenori vor reu\u015fi s\u0103 conduc\u0103 organiza\u0163iie din Rom\u00e2nia c\u0103tre un viitor \u00een care inova\u0163ia, eficien\u0163a, sustenabilitatea, dar \u015fi emo\u0163iile umane vor defini noua lume a afacerilor. Monica \u015eerban, manager Departament Achizi\u0163ii Non-food REWE Romania \u2013  PENNY, este unul dintre managerii al c\u0103ror profil a ap\u0103rut \u00een cadrul acestui proiect. <\/strong><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Monica \u015eerban face parte din echipa PENNY de 12 ani, timp \u00een care a reu\u015fit s\u0103 ajung\u0103 un buyer cu experien\u0163\u0103, cu un istoric solid de activitate \u00een industria de retail, dob\u00e2ndind cuno\u015ftin\u0163e solide \u00een domeniul achizi\u0163iilor. Punctele forte care au ajutat-o \u00een aceast\u0103 evolu\u0163ie? Negocierea \u015fi orientarea c\u0103tre oameni \u015fi solu\u0163ii. Monica \u015eerban manager […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[510,7211,7218,512],"tags":[34953,192,449,234,55908,5823,55907,10443,7177],"class_list":["post-220505","post","type-post","status-publish","format-standard","hentry","category-actualitate","category-comert","category-resurse-umane","category-revista-bm","tag-abilitati","tag-angajati","tag-inteligenta","tag-leadership","tag-liderii-viitorului","tag-manageri","tag-monica-serban","tag-penny","tag-populatie"],"_links":{"self":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/220505","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=220505"}],"version-history":[{"count":0,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/220505\/revisions"}],"wp:attachment":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=220505"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=220505"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=220505"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}