The Net-Zero Circle

Can you explain the history and mission of Grupo CETA in the field of personal management?

We are a 100% Argentine company aiming to transform the world of Human Capital. We work diligently to build multidisciplinary teams with professionals from different industries to provide operational and strategic solutions for our clients with quality and speed. We offer solutions aligned with the strategy and culture of each company to impact the performance and results of individuals. Having branches and offices throughout our country, personalized attention, and a flexible, dynamic structure to adapt quickly and safely to requests make us competitive and enable us to have a positive impact on the organizations that trust us. We work towards a clear goal, which is to drive the development of people.

What are the main challenges organizations face in human capital management today, and how does Grupo CETA help address these challenges?

The main challenge is to provide quality service and closely accompany our clients at all times. We believe that forming medium and long-term partnerships with those who work with us is the answer to their requests. We are strongly committed to integrity and improving transparency, leading us to be the country’s first HR company to join the Registry of Integrity and Transparency for Companies and Entities (RITE) as a pioneer in compliance a year ago. Our commitment to social impact challenges us to have a positive impact on the communities where we operate, promoting labor inclusion and creating opportunities for local talent. A daily challenge is to internally train, develop, and empower our own team. Innovation and transformation are fundamental pillars for our organization.

What technologies or innovative tools do you use in human resources management, and how have these technologies improved the efficiency and effectiveness of your services?

At Grupo Ceta, with its three companies Ceta Capital Humano, Skynde, and Metroservicios, we invest in technology and tools that positively impact our clients and internal processes. Innovation and transformation are fundamental pillars, so we have successfully incorporated tools for HR management such as automation, artificial intelligence, and data analysis to improve efficiency in talent selection and strategic decision-making. The synergy between human capital and technology allows companies to be protagonists in a constantly developing world. Leveraging innovation in a multidisciplinary team with experience and local presence is what, we believe, will continue to drive our growth.

The lithium market has experienced rapid growth in recent years due to its relevance. How has this growth impacted human resources management in companies operating in this sector, and how have you collaborated with these organizations to address their specific talent needs?

HR consulting firms are developing specific areas for this market, driven by strategic opportunities offered by the mining sector, with lithium as one of its main players. Grupo Ceta Capital Humano continues to diversify and expand, leading us to develop a specialized Mining division that provides highly specialized and focused services tailored to the sector’s needs. Our challenge is to attract the talents needed for different operations, often with specialties characteristic of another industry. This involves a persuasion task on the part of our selectors and then the company to train them. Another additional challenge is for companies to be willing to bet on junior profiles. On the other hand, the growing demand for specialized talent in technologies related to lithium and sustainability requires us to constantly train our HR department. We consider the creation of a mining division as a significant growth opportunity, considering that the sector represented more than USD 9.3 billion in investments for the country in the last two years. Also, it is important for our talent team to visit the locations where different projects are being developed to capture local profiles. Proximity to candidates is essential to detect hidden talents, leading us to continue promoting the opening of new offices in different regions of the country. The business is moving very fast, and to keep up, we develop strategies for temporary staff coverage, outsourcing, search and selection, training, Outsourcing, Training & Consulting, and Payroll. The mining sector is a major consumer of services.

Talent management is essential for the success of any organization. What strategies do you use to identify, retain, and develop talent in companies?

Strategies vary widely and depend on the company’s industry and organizational culture. For example, some common strategies to identify talent include designing and specifying the candidate’s journey map, determining the internal personnel archetype to be incorporated, and customizing the selection process standard to be as effective as possible. Capacity is highly valued in profiles, as well as flexibility and willingness to continue learning. To allow each collaborator to show their best version, we promote an inclusive working environment that attracts diverse talent and promotes innovation. Beyond traditional recruitment methods, such as competency interviews and critical incident interviews, the use of playful techniques, gamification, and AI is gaining strength to dynamically identify profiles, competencies, skills, and improvement aspects of our candidates. In relation to strategies to care for and develop internal talent, we consider that today, affective salary has an equal or greater weight than economic salary. Emotional and social factors are as important as having a competitive salary proposal at the market level. Linked to this, and strengthening our identity as an employer brand, the strategy of internal mobility between areas and national or international business units emerges, promoting growth opportunities and building a new and more varied experience in different roles. The strategies used for talent development are sustained by offering training and professional growth opportunities, with training, mentoring, and development programs, often going hand in hand with succession planning, identifying and developing potential leaders within the organization to ensure an effective transition in key positions.

As sponsors of the 2nd Argentina & LATAM Lithium Summit, what are the main goals and results you expect to achieve at this event? What additional value or specific experiences do you expect to take away from your participation in the summit?

We hope that the second edition of this enriching meeting will be a catalyst for the exchange of knowledge and collaboration between HR professionals and industry leaders. Discussing innovative strategies, practical solutions, and exploring emerging trends that drive significant advances in talent management and the adoption of sustainable practices in the mining sector. We hope to continue discovering the incredible potential that Argentina has in this area, considering that the country has one of the largest lithium reserves in the world, giving it a strategic position in the global production of this metal. Additionally, it is a great opportunity to network with executives from the leading companies in the industry and learn details about current and upcoming projects. Today, information is a fundamental tool for creating strategies and keeping up with the business. This exchange with our peers also allows us to reaffirm our support for everything related to Corporate Social Responsibility and Sustainability.

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Interview With Ceta Capital Humano

Can you explain the history and mission of Grupo CETA in the field of personal management?

What are the main challenges organizations face in human capital management today, and how does Grupo CETA help address these challenges?

What technologies or innovative tools do you use in human resources management, and how have these technologies improved the efficiency and effectiveness of your services?

The lithium market has experienced rapid growth in recent years due to its relevance. How has this growth impacted human resources management in companies operating in this sector, and how have you collaborated with these organizations to address their specific talent needs?

Talent management is essential for the success of any organization. What strategies do you use to identify, retain, and develop talent in companies?

As sponsors of the 2nd Argentina & LATAM Lithium Summit, what are the main goals and results you expect to achieve at this event? What additional value or specific experiences do you expect to take away from your participation in the summit?

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