[Music]
Hello
since the first industrial revolution
and throughout the history of the
organizations has been studied has been
paid special attention to the way
where companies can be more
profitable ones have even been dedicated
academic efforts and
organizations to see how the
companies and people we can be more
productive has also been sought
ways to study where are the
same
where is the example location of
customers strategic designs and
relocation
precisely what are the
moments of technology transfer
all this has happened and it is not until
early 60s where
academic name gary becker for him
on the table one on the importance of
study the person in the place of
work and the general what commonly
it is known as human capital capital
human felt within the
organizations like all
skills knowledge and attitudes
that people learn in places
of work and this is not only beneficial
for institutions with the
organizations but also for
individuals is good for the company
because these attitudes knowledge and
skills let you know that the
person knows to do more things know
make them better and somehow have
a better attitude in the case of
individuals allows you and above all to know
what he knows and learns
allows stability throughout the
lifetime
this is undoubtedly an evolution and is a
dynamic process because the ones in the
market conditions
the conditions of the companies and by
of course the conditions of the
individuals evolution in the case of
organizations and human capital in
the companies is conformed
precisely for once that the
generation in that mix at the time
three generations in the near future
they will be four
the first is made up of baby
boomers who are our parents were born
before 1960 and they are known
generally as builders are
builders because they were the
who designed the political systems
economic that exist
precisely there in our
currently the second generation is the
x the generation born between 1960 and
1980 and that we are considered the
doers we are the ones we gave
continuity precisely to this
construction of these systems
political and economic we know and
Incidentally the generation of
best music and the generation
millennials or the generation comes this
generation born after 1980
more less until 2000 the
theoreticians is disputed in a few years before
a few years later but they were
consider consider adapters are
authors because they evolve with a lot
quickly and adapt very quickly
this generation in particular the one
It worries society and companies
Mexican in this case
in the case of mexico in the generation
belonging what we know as a
population bonus
we understand that the population bonus is the
moment in a society when the
The working-age population is
that the dependent population is to say
that children and the elderly in a nation with
a population bonus like this one that
we can find here he talks about the
productive potential that a country has
it is an opportunity and at the same time it is
a network
according to statistical data of and from ji and
also built with the bank
Inter-American Development
tells us that in Mexico the 87.7 of
these people in this generation
they are studying of which
approximately 50.9
they work from those 50 and 80 percent
they are salaried and only 13.6 per
hundred has its own companies or a
European
of this percentage of studies of
32.5 percent youth is
in this category of not studying and not
work
approximately the equivalent to little
more than seven million young people
we as a society have a great
net
companies meet young people
where they say that is what we have to
do
and the question is the next thing to do
to hire and retain talent
mil·leni along a
research that I did in the sector
aerospace baja california
I found that these companies are dedicated
important efforts to the processes of
innovation in young people
and specifically the
conditions are as follows
there is an environment that I knew that
collaborative work teams that
they are multi-generational multicultural
and multidisciplinary
the challenge is in the interaction are
flexible work schemes and by
course they integrate process increase of the
8 but above all learning
this gives someone and a capacity
to know what is expected of them
knows the receiver of confidence knows that
you have to execute the plan and on
everything there is a balance between the personal
and individual and professionally
now those by companies and
that waits then along 19
years more or less that I have working
or young people and in the latter
investigation
I realized that I asked this question that
will then be the thousands of a place
of work
and look for the coincidences the millennium
awaits day and clarity in what
wait for them
each and every one I want to know what
they expect from me is perhaps from all
generations opening to new
proposals
especially the third one who has a boss
accessible also say my people
wrong the meat and bone
cries and is afraid masses and on the other
that are transparent and above all
that a learning space be generated
a millennium that does not learn leaves something
important in my life I have worked
magris nine years with young people
they are some I all know them
all towards my students
some are graduates and what’s important in
this is that some are advisors
financial business advisors in
Latin America
representatives of mexico in asia with him
It was Mexican exportable offer
entrepreneurs
not bad for millennium in this sense the
proposal that the giles make us is a
work in a clear way but
we would also have to
consider two things 1
millenniums have a value of x
stools are tolerant intolerant to the
ribera are intolerant to accuracy
what responsibility
kill for us we must generate
spaces of a greater majority
quality and at the moment they
understand what it is about
they begin to generate new proposals
they integrate it without doubt these guys who
had all the
I know everyone is intolerant of
ambiguity
that uncertainty causes the boys
per year
then you have to give certainty but
you also have to train for the match
in this sense all the others are
committed to seek honesty search
a balance between the personal and the
everything professional gets bored if not
learn and especially if they do not learn
definitely not going to stay
below is the invitation that
it makes us stay
millennials generation generation
invites us to see the best of each
generation understand what are the
convergences instead of
differences and for this we are going to make a
small exercise of low their seats
are going to find some cards like this is
case me
I think they usually have to stop to
can win it little girls
well very well most already have their
cards that are these cards are
own characteristics of each of
the generations
I may have touched a
characteristic of generation to
what you belong can be the axis of
well he says unlearn what he learned in the
lower right end to rediscover
a symbolism of the generation to the
that belongs m and x men x and finally
baby baby bush
in this sense it’s my turn and I
I chose is a feature of the
thousands unlearn what was learned
imagine that as a teacher as
consultant and as an academic
researcher unlearn what was learned
it’s completely a break me what
I see my students and nine of them
they say is I learn without problem because what
new
it guarantees a different possibility
unlearn no
necessarily I will use my
but daily practice can begin to
doing it does not hurt and it’s a proposal
what the leaders do
for example on the other side in terms of
work with what I have and that is a
characteristic of the baby
boomers I can do it without problem
on the other hand I was telling you a while ago
it is even I
even I mean it precisely from
the glasses and means you only ones
in this sense for me to be in a
talk like this and work with
Young means -until we are going to do
a little exercise and this would have
that they take to turn precisely into a
practice and what are we going to do
I read this sentence that says today I can
start unlearning what you learned
today I can start to finish it and start
today you can start trusting there is no
never to the count of three
We are all going to read our own
cards no matter what they are or not
it matters that they listen to us at the same time
but the intention is to say today I can and
each one will finish the sentence with their
own ag to the account of three
each one of them and 123 very well another
time a once again well the generation
millennium invites us to see the most
important of the generations and we
invite these things to the structure
our ways of thinking in a place of
work forces us to design our
work structure certainly want and
they expect from us
florence in saying and doing and
think and therefore that requires
transparency if it confronts us
It bothers and bothers us because we have
to leave our area
I think the invitation they make to us
this generation
It is precisely out of Australia of
golf to think different search
convergences the place of differences in
this something we are toms low towards the
same honor through processes
collaborative innovation
trust and responsibility we can
make that ship continue without but not
to do it we run the risk of a thousand
of tools if we sink it
we risk losing
opportunity that these offer us
young people in mexico sink the ship is
sink Mexico
the invitation is always to have
convergences
[Applause]
[Music]
and
Hello
since the first industrial revolution
and throughout the history of the
organizations has been studied has been
paid special attention to the way
where companies can be more
profitable ones have even been dedicated
academic efforts and
organizations to see how the
companies and people we can be more
productive has also been sought
ways to study where are the
same
where is the example location of
customers strategic designs and
relocation
precisely what are the
moments of technology transfer
all this has happened and it is not until
early 60s where
academic name gary becker for him
on the table one on the importance of
study the person in the place of
work and the general what commonly
it is known as human capital capital
human felt within the
organizations like all
skills knowledge and attitudes
that people learn in places
of work and this is not only beneficial
for institutions with the
organizations but also for
individuals is good for the company
because these attitudes knowledge and
skills let you know that the
person knows to do more things know
make them better and somehow have
a better attitude in the case of
individuals allows you and above all to know
what he knows and learns
allows stability throughout the
lifetime
this is undoubtedly an evolution and is a
dynamic process because the ones in the
market conditions
the conditions of the companies and by
of course the conditions of the
individuals evolution in the case of
organizations and human capital in
the companies is conformed
precisely for once that the
generation in that mix at the time
three generations in the near future
they will be four
the first is made up of baby
boomers who are our parents were born
before 1960 and they are known
generally as builders are
builders because they were the
who designed the political systems
economic that exist
precisely there in our
currently the second generation is the
x the generation born between 1960 and
1980 and that we are considered the
doers we are the ones we gave
continuity precisely to this
construction of these systems
political and economic we know and
Incidentally the generation of
best music and the generation
millennials or the generation comes this
generation born after 1980
more less until 2000 the
theoreticians is disputed in a few years before
a few years later but they were
consider consider adapters are
authors because they evolve with a lot
quickly and adapt very quickly
this generation in particular the one
It worries society and companies
Mexican in this case
in the case of mexico in the generation
belonging what we know as a
population bonus
we understand that the population bonus is the
moment in a society when the
The working-age population is
that the dependent population is to say
that children and the elderly in a nation with
a population bonus like this one that
we can find here he talks about the
productive potential that a country has
it is an opportunity and at the same time it is
a network
according to statistical data of and from ji and
also built with the bank
Inter-American Development
tells us that in Mexico the 87.7 of
these people in this generation
they are studying of which
approximately 50.9
they work from those 50 and 80 percent
they are salaried and only 13.6 per
hundred has its own companies or a
European
of this percentage of studies of
32.5 percent youth is
in this category of not studying and not
work
approximately the equivalent to little
more than seven million young people
we as a society have a great
net
companies meet young people
where they say that is what we have to
do
and the question is the next thing to do
to hire and retain talent
mil·leni along a
research that I did in the sector
aerospace baja california
I found that these companies are dedicated
important efforts to the processes of
innovation in young people
and specifically the
conditions are as follows
there is an environment that I knew that
collaborative work teams that
they are multi-generational multicultural
and multidisciplinary
the challenge is in the interaction are
flexible work schemes and by
course they integrate process increase of the
8 but above all learning
this gives someone and a capacity
to know what is expected of them
knows the receiver of confidence knows that
you have to execute the plan and on
everything there is a balance between the personal
and individual and professionally
now those by companies and
that waits then along 19
years more or less that I have working
or young people and in the latter
investigation
I realized that I asked this question that
will then be the thousands of a place
of work
and look for the coincidences the millennium
awaits day and clarity in what
wait for them
each and every one I want to know what
they expect from me is perhaps from all
generations opening to new
proposals
especially the third one who has a boss
accessible also say my people
wrong the meat and bone
cries and is afraid masses and on the other
that are transparent and above all
that a learning space be generated
a millennium that does not learn leaves something
important in my life I have worked
magris nine years with young people
they are some I all know them
all towards my students
some are graduates and what’s important in
this is that some are advisors
financial business advisors in
Latin America
representatives of mexico in asia with him
It was Mexican exportable offer
entrepreneurs
not bad for millennium in this sense the
proposal that the giles make us is a
work in a clear way but
we would also have to
consider two things 1
millenniums have a value of x
stools are tolerant intolerant to the
ribera are intolerant to accuracy
what responsibility
kill for us we must generate
spaces of a greater majority
quality and at the moment they
understand what it is about
they begin to generate new proposals
they integrate it without doubt these guys who
had all the
I know everyone is intolerant of
ambiguity
that uncertainty causes the boys
per year
then you have to give certainty but
you also have to train for the match
in this sense all the others are
committed to seek honesty search
a balance between the personal and the
everything professional gets bored if not
learn and especially if they do not learn
definitely not going to stay
below is the invitation that
it makes us stay
millennials generation generation
invites us to see the best of each
generation understand what are the
convergences instead of
differences and for this we are going to make a
small exercise of low their seats
are going to find some cards like this is
case me
I think they usually have to stop to
can win it little girls
well very well most already have their
cards that are these cards are
own characteristics of each of
the generations
I may have touched a
characteristic of generation to
what you belong can be the axis of
well he says unlearn what he learned in the
lower right end to rediscover
a symbolism of the generation to the
that belongs m and x men x and finally
baby baby bush
in this sense it’s my turn and I
I chose is a feature of the
thousands unlearn what was learned
imagine that as a teacher as
consultant and as an academic
researcher unlearn what was learned
it’s completely a break me what
I see my students and nine of them
they say is I learn without problem because what
new
it guarantees a different possibility
unlearn no
necessarily I will use my
but daily practice can begin to
doing it does not hurt and it’s a proposal
what the leaders do
for example on the other side in terms of
work with what I have and that is a
characteristic of the baby
boomers I can do it without problem
on the other hand I was telling you a while ago
it is even I
even I mean it precisely from
the glasses and means you only ones
in this sense for me to be in a
talk like this and work with
Young means -until we are going to do
a little exercise and this would have
that they take to turn precisely into a
practice and what are we going to do
I read this sentence that says today I can
start unlearning what you learned
today I can start to finish it and start
today you can start trusting there is no
never to the count of three
We are all going to read our own
cards no matter what they are or not
it matters that they listen to us at the same time
but the intention is to say today I can and
each one will finish the sentence with their
own ag to the account of three
each one of them and 123 very well another
time a once again well the generation
millennium invites us to see the most
important of the generations and we
invite these things to the structure
our ways of thinking in a place of
work forces us to design our
work structure certainly want and
they expect from us
florence in saying and doing and
think and therefore that requires
transparency if it confronts us
It bothers and bothers us because we have
to leave our area
I think the invitation they make to us
this generation
It is precisely out of Australia of
golf to think different search
convergences the place of differences in
this something we are toms low towards the
same honor through processes
collaborative innovation
trust and responsibility we can
make that ship continue without but not
to do it we run the risk of a thousand
of tools if we sink it
we risk losing
opportunity that these offer us
young people in mexico sink the ship is
sink Mexico
the invitation is always to have
convergences
[Applause]
[Music]
and
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