 He also emphasized the importance of delegating, de-centralised management and responsiveness to what he called an anarchist realm of individual initiatives and ideas, the model now firmly incorporated in change management manuals as "emergent change" and opposed to "planned change".Indeed, business historians agree that Larramendi's approach to human factor was key; importing mechanisms he learnt in Britain and the US, he introduced modern HR management with career paths, training plans, supervision, mentoring and other techniques, apart from preference for recruiting university graduates.That was part of his general mindset, default in case of present-day managers though absent at that time, focused at holistic realm of stakeholders – employees, owners, customers, suppliers, everyone affected – instead of merely shareholders.