A tour of the world to become adapted to new work models

Companies are increasingly sending, year after year, a part of their workforce to subsidiaries in other countries aimed at experiencing life abroad.

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Companies are increasingly sending, year after year, a part of their workforce to subsidiaries in other countries aimed at experiencing life abroad and broadening their outlook on the world to develop their professional profiles. Banco Santander is one of these, through its program Mundo Santander.

The next generations don’t understand what it’s like to settle down in a unique position, in a single place, for the rest of their lives. The so-called Generation Z and Millennials are made up of high-qualified profiles that are almost unable to perceive a feeling of permanence and so they lean towards ideas of mobility and flexibility. That’s why big companies are putting new models of working into practice in order to attract the youngest talent. One of them is international mobility between headquarters and different subsidiaries, or between the subsidiaries that the companies have distributed around the world.

Nowadays, competitiveness is so intense, that the youngest employees see moving abroad for a while as a reward. It is an opportunity to learn about traditions and methods of working, as well as to have a greater chance of getting promoted at the company.

International mobility, key in business strategy

Nowadays, the opportunity for employee international mobility is talked about a lot, but it is also an opportunity for companies. In fact, this is one of the main challenges they have to confront in order to prosper. The internationalization of companies is already a reality and they need capable individuals with the skills needed to tackle issues head on and be part of the change. In the end, it is an essential factor of their strategic management.

The way of mobilizing international talent has changed over the years, that’s why large companies must review and modify the traditional practices of recruitment, training, development, and loyalty of this talent. Today, we could say that new employees act on the basis of a “healthy self-interest”. They will choose work opportunities for their professional present and future. Therefore, companies have the job of making use of all the tools needed to attract them.

It’s just as important to offer employees the opportunity of leaving their country of origin, as it is to welcome employees from other countries. This is something that is in clear favour of company culture, providing alternative means of management, methods of leadership, knowledge…

Banco Santander, for the internationalization of talent

Bearing in mind that adopting new labor models is vital to continued growth, Banco Santander counts on the initiative Mundo Santander.

Thanks to this program, for a duration of 1-3 months, employees can work on other projects carried out in different countries, something that promotes the exchange of best practices and expands their global vision. Since the program was launched, 1,907 people from 28 countries have participated.

Valeria Heide in one of the employees that has made the most of the opportunity. 35 years old, she was born in Buenos Aires, and has worked in Banco Santander’s Human Resources Department in Argentina for 8 years. “I got to know the program since its beginning and I have always been interested in international mobility”, she says.

Thanks to the program, she was chosen to spend three months working in Spain. The recruitment process was really dynamic. She passed an interview with the local HR manager, in which she had the opportunity to convey her future prospects of development and when the opportunity arose, she arranged an interview to meet the corporate team managers.

Now, Valeria works in the Department of Global Culture and Strategy of Human Resources at the Corporate Centre, where she is getting to know closely the Group strategy and increasing her knowledge. Besides being in contact with teams around the world, she is learning their best practices and she is immersing herself in several projects. For example, she, along with her team, are coming up with a plan to project the talent requirements that Banco Santander will have in 2025.

From the very first moment, Valeria had a vision of Spain. Its culture, its people… attracted her greatly. She had already been living in our country for a year, when she obtained a degree in Human Resources thanks to the unpaid leave given to her by Banco Santander. “Mundo Santander not only offers the opportunity of experiencing something unique, of taking part in challenging projects abroad, and learning new ways of working and sharing with others what you know. My time in Spain is about to end, but the program has allowed me to connect with very different people, which is helping my development both personally and professionally”.

Maybe, this last point may be the most important. Why does a person choose a certain enterprise over another? What is the factor that sets it apart? What does the bank provide Valeria? The answer is clear: to create opportunities and above all, the human factor. “I’ve always been lucky to take part in teams with an atmosphere of sincerity, of hard work, of collaboration… I feel that Banco Santander has supported my growth from a professional and personal point of view. It offers unlimited assistance and opportunities, it’s just up to you to take advantage of them. For example, in 2017 they let me take unpaid leave to study a degree in Spain and, when I came back to Argentina, I restarted as leader of different challenging projects than those I had a year ago”, Valeria concludes.


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