On April 3rd, the sixth appointment of the CAB Workshop was held, an essential event for professional development and knowledge exchange across different industries. This workshop brought together senior managers, HR experts, and thought leaders to explore current challenges and future trends across sectors such as food, sports, and tourism.
The goal? To provide meaningful insights and practical tools that will support the development of the next generation of managers, helping them navigate an increasingly complex and dynamic labor market.
The workshop was structured into two main thematic sessions, each focusing on a specific scenario and offering reflections on how organizations, and Human Resources departments in particular, must transform to remain competitive in the years to come.
The first session focused on the increasingly strategic role of HR, especially in the face of generational change and digital transformation. Companies today face a significant skills mismatch, particularly in technical areas such as cybersecurity, AI, machine learning, and financial competencies. At the same time, Gen Z and Gen Alpha are redefining what they look for in an employer. These new generations are not solely motivated by salary; they seek roles that offer purpose, growth opportunities, and a strong alignment with personal values.
Attracting and retaining talent today means moving beyond compensation and focusing on:
Career advancement and internal mobility
Flexible and remote work models
Transparent communication and honest employer branding
A healthy work environment and inclusive company culture
HR professionals must take on a more proactive and strategic role. Platforms like LinkedIn are now critical tools for active sourcing, while storytelling and employer branding are essential to building authentic relationships with candidates. To retain top talent, especially at junior levels, companies need to offer meaningful work, structured onboarding, and responsive leadership.
HR is evolving from a support function into a strategic business partner, requiring professionals to develop new competencies such as:
Project and change management
Financial acumen and ROI measurement
Mastery of digital platforms like SuccessFactors and Workday
Inclusive leadership and cross-cultural sensitivity
AI literacy and adaptability to emerging technologies
Training programs must now include modules on labor law, conflict resolution, organizational psychology, and data interpretation, integrating theory with practical exercises like simulations and business cases.
The second session highlighted the role of education in preparing HR leaders for 2030. In particular, Master’s programs in Human Resources and Talent Development and Executive Masters in HR Management, were discussed as powerful tools for equipping professionals with the skills needed to thrive in tomorrow’s workplace.
Modern HR education is no longer limited to theory. It places a strong emphasis on hands-on learning, ethics, diversity, and technological fluency. Programs aim to create professionals who are not just process managers, but human-centered innovators who contribute strategically to organizational success.
Key activities embedded in these programs include:
Immersion in the technical side of HR, through labs and dedicated projects simulating real workplace scenarios
Collaboration with tech vendors such as Salesforce, Microsoft, and Zucchetti, to understand the tools shaping HR across industries
Training on AI integration, teaching students how to use AI for tasks like candidate matching, data analysis, and decision-making
Simulations in conflict management, negotiation, ROI calculation, and talent acquisition via platforms like LinkedIn
These experiences are designed to prepare HR professionals to navigate a landscape shaped by both human and digital dynamics.
Core skills emphasized in advanced programs include:
Reading and analyzing financial statements
Understanding global labor laws (civil law vs. common law)
Digital analytics and data-driven HR process design
Workforce planning and resource management
Ethical leadership, DEI strategies, and human-centric collaboration
Additionally, the value of HR certifications is on the rise. While not yet mandatory, they are increasingly viewed as a valuable differentiator, especially for young professionals or those looking to transition from other industries. Certifications in agile project management, digital HR, and AI tools are becoming popular, signaling a commitment to continuous learning and specialization.
As the HR function transforms, the ability to balance technological tools with emotional intelligence and strategic thinking becomes essential. AI, for example, is revolutionizing recruitment and workforce management, yet its role is to augment, not replace the human side of HR. Future leaders will need to be both data-literate and people-focused, leveraging automation for efficiency while maintaining empathy, ethics, and vision.
HR education is rapidly evolving to meet this challenge, building professionals who are ready to lead with impact. Whether it’s through deep tech skills, legal knowledge, or soft skills like communication and multicultural awareness, the HR leaders of tomorrow are being shaped today—through programs designed not just to manage people, but to empower them.
