In ten years from now, the biggest challenge that HR professionals and their organizations will face in global

organizations, is the chronic shortage of professionals due to the ageing to the Baby Boomers who in their majority will reach the retirement age without enough replacements, in a highly competitive context, where uncertainty and higher rates of change will justify as a key factor of success, that organizations to remain competitive should pursue policies of employees engagement with a deepness and discipline never known before. Such a scenario will have the following implications: 1. The efficiency of global HR organizations in attracting, retaining and motivating professional talent will be determinant in defining the competitiveness of organizations immersed in a highly volatile context of business, where collaborative practices, flexible working schedules, corporate social networks and knowledge sharing will be commonplace. 2. HR department will be instrumental in building a positive reputation around the world of a reputable company as an excellent employer, by developing practices of employer branding to compete fiercely for attracting the best talent available in the job market. 3. HR will deal with the coexistence of different generations of talented, seniors and younger employees due to that part of the employees shortage will be covered by elder workers who will enjoy from better expectations of living. HR must provide from means of achieving a healthy balance between life and work to minimize stressful incidents that could affect the organizational climate and consequently, preserve overall productivity. 4. In a context where collaborative work, effective teamworking and knowledge sharing between disperse teams worldwide will be fundamental, HR should promote a culture of coaching and mentoring where senior professionals should share their knowledge and experiences with younger and inexpert workers. 5. A Human Resources Director should support actively the leadership vision and its related strategies in each country where this company operates, as well as the current and future issues and trends in matters of Human talent, impacting or potentially impacting companys operations, financial performance, market positioning and employee satisfaction. Human Resources should have then a permanent seat at the Corporate Table. 6. Also important will be the competence of a Human Resources Director to provide guidance on structure, staffing, mentoring and management; assisting to the leadership with the effective utilization of staffing resources to ensure operational excellence with proper strategic alignment and nurturing a great workplace

environment where an excellent package of compensation and benefits, programs that encourage a right balance between life and work, and an exciting career development and succession plans will be systematically designed and will be developed to provide employee satisfaction.