Interview with Silvio Paciello – HRD of Samsung Electronics do Brasil
November 9, 2016
Guided by strong personal values, Silvio Paciello is one of the few that had the courage to get out of his comfort zone to successfully face new professional challenges. With over 17 years of experience in american corporations such as PepsiCo, Microsoft, GE or Cisco, he became Samsung’s head of Human Ressources in 2014, and has since been taking care of 700 coworkers in São Paulo.
The media presented you as a person training a new generation of HR, what does that mean?
I try to expose a new vision of Human Ressources and do things differently. Before, as an HR director, our part in the company was limited to control, administrative management and paperwork: paychecks, social benefits, schedules etc. Today people are at the very center of the company, being in the agenda of the CEO, CFO, Marketing, Financial and P&D Department etc.
The HR has a very pragmatique role regarding costs, development, productivity and the motivation of coworkers, which has a direct impact on the company’s results. However, our role goes beyond pragmatism... we have a fundamental role in the experience live (from the first contact to the recruitment process until the end, which should be as respectful or even more respectful than the entry to the company). Human Resources is the base of a success strategy of a company and a good experience will echo in the Market.
Samsung has an international goal to become one of the 10 best companies in the world to work for until 2020 how does the company expect to reach that goal?
Being a company where it is good to work is a positive consequence of a series of actions and factors. Always nurtured by our values, must always be the pillar of our engagements. What we do concretely in Brazil, confirmedly to the level of the maturity in here :
Continuously improving communication and transparency considering our ecosystem: company, manager, employee, client, partners
Creating a Strong pride of belonging and positive reputation
Offering a diversity of option of personal development
Rewarding employees justly and in a meritocratic way
We believe that those are the main points to rise trust and reciprocity between employees and the company.
How does Samsung develop excellence in people and creative leaders?
Instead of asking people to execute tasks, the company is dynamics and expects its employees to provide new ideas and new ways of seeing things. Without loosing the global vision of sight, each country has its own liberties. This leaves enough space for people testing, adapting and creating. The employee can evolve all the time.
Samsung is very dedicated in developing its talents: usually employees have a very Strong expertise in their area, but they must train their abilities in people management. A good manager must be able to give feedback, to orientate, to know how to communicate a bad News, to keep motivating his team, talk about the Market, the future... It’s a constant development of his behavior abilities, and for that, we have launched our second intern Mentoring program, which gives good results.
With the crisis, people are more afraid, more frustrated, have fewer resources ... Do you think that companies have a responsibility to train their employees in this context?
I see the crisis as an opportunity to think outside the box and out of the ordinary. I notice a resilient phenomenon too. The crisis is an opportunity for innovation. HR, in this context, has the role to promote and encourage innovation.
Regarding development, the company's role is to provide tools and opportunities that help it. However, I understand that it is the responsibility of each person to take care of his career: each must have their personal growth plan and make it their main project, updating their knowledge and keeping informed of market innovations.
What is the best training to become a good HR?
I think there is an ideal training. In high school I prepared for Engineering, but I ended up studying economics before specialize in people management. A good HR professional should be multidisciplinary to take a holistic view of their role in business and society, because you have a responsibility for the well-being of people in working life, but also with personal lives, as both go together.
I believe there are some important features: Balancing the interests of people, the company and following the laws governing the country, which in Brazil are challenging.
An HR professional in many situations will take unpopular decisions and therefore this should not want to be worshiped, but admired.
Interview conducted by IFESP Pro & Coaching in September 2016
IFESP is a Franco-Brazilian Institute of Languages, Coaching and Training based in São Paulo, dedicated to Talent Development, Leaders and Teams High Performance.
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