NCHR Review - Fall/Winter 2014 - (Page 7)

FEATURE nn, Pedro Borda Har tma of AMEDIRH. Executive Presid ent International HR Similarities A Conversation with the Executive President of Mexico's Human Resource Professional Organization By Stan C. Kimer I traveled to Mexico City to be part of the 2014 National Gay and Lesbian Chamber of Commerce's Trade Mission on March 11-14. It was an exciting combination of attending and presenting workshops with business leaders from across Latin America, meeting with prospective large Mexican companies to present my latest consulting services offerings, reuniting with old friends, a little sightseeing, and the subject of this article, meeting with the Executive President of Mexico's largest Human Resources Professional organization. I traveled to the offices of the Asociacion Mexicana en Direccion de Recursos Humanos (abbreviated AMEDIRH) to meet with Pedro Borda Hartmann, executive president; and Lia Duran Herrera, the group's communication leader who shared some of their excellent resources and publications. Translated to English, the Mexican Association in Human Resources Management was founded in 1947 and has now grown to a membership of more than 12,500 executives from different areas across the human resources profession. This is the equivalent organization in the United States of SHRM, the Society for Human Resource Management. In my meeting with Sr. Borda, I asked him about the top key human resources challenges facing Mexican businesses. It is amazing how similar these challenges are to those top-of-mind here in the United States. Here are Sr. Borda's top four: Attracting and building the right kind of globally competent talent so that Mexican businesses can be internationally competitive. Sr. Borda remarked that Mexico will quickly fall behind global business powerhouses like China and India if they do not develop the right kind of sharp, global talent. The too-high unemployment rate, especially among the 15 to 29-year-old demographic. This group is often referred to as "Ninis" in Mexico; they are neither working nor going to school. This kind of unengaged populace can both hurt the national economy as well as the global competitiveness issue. Demographic shifts. While there are a significant number of "Ninis," there is also a growing number of senior citizens, now topping off at nine percent. As healthcare continues to improve in Mexico, as it is all over the world, life expectancy is increasing. Many of the growing number of older workers have great skills and 1 2 3 want to continue working. Are they being leveraged by Mexican businesses? The strategic place for human resource leaders within corporate Mexico. Just as in the US, there is a growing movement in Mexico as to the strategic importance of Human Resource Management. HR managers need to be engaged by C-Suite executives since leveraging human resources is increasingly critical to business success. As I look at expanding my career development and diversity services into the Mexican market, I look forward to continued engagement with AMEDIRH!  ■ 4 After a diverse and successful 31-year career at IBM, Stan C. Kimer founded Total Engagement Consulting by Kimer, where he offers innovative services in career development and diversity management. Stan can be contacted at, 919-787-7315 or at NCHRReview*Fall/Winter 2014 7

Table of Contents for the Digital Edition of NCHR Review - Fall/Winter 2014

2014 NCSHRM State Council
Message from the Director
2014 NCSHRM State Conference Preview
Best Places to Work Survey
International HR Similarities
Legal Update: Sexual Harassment
Chapter Chatter
Products & Services Guide
Index to Advertisers/

NCHR Review - Fall/Winter 2014