OBS has celebrated the Inaugural ceremony of the course 2016-2017, betting on the Innovation of the companies and the human talent.
OBS Business School celebrated last Tuesday 29th of November the Academic Course 2016-2017 in Telefónica’s Flagship Store (Madrid). The day was carried out by a Round Table, whose purpose was to show how companies can develop a climate and a culture that foster creativity and innovation.
The event hosted around a hundred attendees and more than 1,200 visualizations of the act through the streaming channel that OBS enabled for the Inauguration.
It began with the presentation of Noelia Samper, Academic Director of OBS Business School, who emphasized the importance of the academic quality as an essential in the work of OBS team; as well as the complete training of the students to whom "we must equip with the skills and capacities necessary to operate in the world today".
The debate was moderated by Ana Torrejón and had the participation of two groups: on the one hand the large companies represented by Jaume Gurt (Schibsted Spain) and Diego Diaz (Telefónica) and on the other, the world of the Start Up of the hand of Álvaro Cuesta (Sonar Ventures) and Julián Beltrán (Streye / Google Glass).
One of the first issues that came to debate was how both types of companies can help each other. So, what can a Start Up learn from collaborating with a large company and backwards.
Giving answer to this theme, two key points were highlighted: thanks to these collaborations, Start Up companies learn how to manage the importance of their growth and not devote many hours of work to a project that will not produce results. After all, these business relationships will become decisive tomorrow, there is a moment when a Start Up starts to grow and not all of them are ready to do so, as Julián Beltrán says "There are people who are good entrepreneurs but bad businessman".
On the other hand, the great corporations recover the speed, the illusion and the passion in the collaborations with this type of companies. Large companies have become a mere number and no longer live the reality of the market, many people have already stopped working for large corporations, in order to seek that fervor again and risk without fear of losing.
Secondly, it covered the concept of transformation and how HR can become key in managing change, digitization and transformation of organizations. In this case, for Diego Díaz, "HR has a strategic role: to know what values the company must have and what profiles it needs."
The four participants agreed that the Human Resources department should get even closer to the business and understand the sector in which it is playing. This should become the guardian and defender of values, behaviors and self-knowledge because all this is the basis for managing constant change.
Consequently, the great challenge of the Human Resources team is to become a fully capable department to understand, that we are human beings and we are not used to change. Companies must be able to design tools that help workers get to know each other, manage themselves, identify these emotions and know how to manage them, without getting lost in fear and euphoria. As Alvaro Cuesta said, "the important thing is not to know how to select the talent, it is how to keep it and reinforce it".
Finally, the debate was closed with a block focused on learning and how the creation of new knowledge, ends up being the main source of innovation. "
New initiatives are emerging now outside the university world, where professionals are prepared for the current needs of companies, since they are more sensitive to what organizations need in their daily lives.
These types of initiatives are led by Online Business Schools, capable of responding closely to market demands, and their greatest value is flexibility, allowing each student to understand the program as, wherever and whenever. It is true that "when you give power to an individual and he chooses, the possibility of deepening all the content is much greater" as Jaume Gurt said.
Also in the debate, the representation of both groups, agreed on the importance of facilitating tools, but above all develop the individual to make decisions, and manage to be able to listen and speak freely in order to improve at all levels of the company.