Talent Management & People In The Company

Pay attention to your inner life so that you can be guided by intuition rather than externally imposed interpretations of what you should or not for you. Good management is fully conscious, which represents the company's human capital, human talent is manifested in it and therefore must be very careful that this does not go to waste, squander, as much in the companies in the country especially in SMEs. Hence, our interest is identified over the company, its management with this responsibility and knows how to use properly the human capital we have. This respect Gabriela Toro who chooses the specialty of quality management and productivity of Faces at the University of Carabobo says that the challenge to this reality, not based on mere measurement and monitoring, it must develop tools, techniques , models, systems and philosophies that will enable the responsible job training to achieve real human capital management and develop the talent that the organization has, which is sometimes limited to a change of name of the area, ignoring the structural Central to this new philosophy of staff development.

Toro adds his opinion that in mind, that human capital is the set of knowledge, attitudes and attitudinal skills that a person has, and personally, classified into two: 1. Use human capital, which is one with which the person creates a benefit that pays off financially. 2. Human capital potential, one that is used without that generates no economic benefit and yet support human capital is used. Human talent is capital that produces or is capable of producing, through the daily operation or innovation, the highest benefits for both the individual and the company to which it serves.

Consider, that organizations have sacrificed the experience of having people with lower wages and this increases the hidden costs, understood as that which is reflected as expenses rise, due to waste, rework (often unquantified), hours extras (even those that are not paid staff), poor organizational climate, low coverage of compliance with the job profiles. Take into account also that the area of ​​staff training or training is confronted daily with these problems and to solve them, not enough to have a list of needs, since it is also work to identify what knowledge, skills, attitudinal, produce the best economic benefits to the company and manage to diminish the level of adaptation and application of these new "tools, techniques, models and philosophies of work systems." Normally, there is little chance that you have during this process, since it lacks a model of human talent and this practice is supported by a "we have done so often," what can be added to the life and times adaptation to the company and position, have declined dramatically. Definitely use the human capital required to upgrade continuously, while developing the human talent is designed to identify, manage, no easy task when serving as important for the urgent, the latter absorbs a large percentage of the efforts of the area.

The process of modeling human talent is a more strategic work while managing human capital becomes an operational role once it has been quantified. In a fact, that nowadays is starting a new era known as the Age of Talent, ie the time when the capital and technology are no longer sufficient for an organization to remain in effect and survive in the environment today's globalized, it is now essential to have capacity for innovation and talent, especially in the creation of opportunities for developing high performance teams. From this perspective assumes the continuous improvement of organizations in the performance and effectiveness of its processes, while highlighting the importance of the need for the formation of teams trabajos.La idea of ​​linking human talent and team development High performance is based on: talented people who actually promote, develop effective teams based on their performance and productivity for the institution, institutions that focus on a central level of analysis are the people as part of the team over the team .

Therefore, when analyzing people, you can specify the features that are actually seeking or being considered for discovering talented individuals to enhance our teams within our organizations. Finally, the analysis of the issue is very important to consider what you think Jose Carpio, when it comes to no doubt, which is now known the scope, impact, value of knowledge and talent or human capital and this is so much so that some companies worldwide are including in their financial statements their intellectual capital. Although the money factor is vital and it seems the most important, it is only through people who make decisions about financial and material resources of a company. It is the human capital who can multiply the financial resources through their decisions. To compete in a globalized, highly competitive, deep transformations, accelerated and dynamic requires a radical change in beliefs, customs and values ​​of the company, where people must assume different roles and adopt a vision of greater openness and flexibility to change. To achieve this, we must strive to obtain the commitment of human talent, which can only be achieved if there is balance and justice business.

The real treasure that can generate sustainable and competitive advantage to the company's human talent