humantalentweekends: 2014

viernes, 12 de septiembre de 2014

MY CONTRIBUTION LIKE MANAGER OF HUMAN TALENT

The Human Talent plays a leading role in the current and future development of the Organizations, since it is the most flexible assets and the fact that it grants major vitality to the Organization since across him it is that they can design, reach, help, re to accommodate to adapt and to make feasible any technological advance, theoretical concept or practical application, even it is the one that opens the doors him for the Technological Innovation; and there is this last precisely one of the fundamental routes that must develop the Organizations that aspire to a positioning elite inside the territorial, national or international market. Because of it it is important To manage the Innovation, to obtain the positive wished impacts, bearing several elements in mind since they are:

ü human talent

ü Impact destinations

ü infrastructure

ü Protecting Innovation

ü generate results

For the previous thing, I think that the administration of the human talent is the central base of all the companies and it is not possible to obtain results if this element is not administered well.

Moreover Talent management has become today a series of policies aimed primarily necessary to control and direct the staff of the organization actions. Today organizations have more flexible environments to improve and optimize processes

The Human Talent plays a leading role in the current and future development of the Organizations, due to the fact that this one is first of all the most flexible assets and the fact that it grants a major vitality in the companies, for such a motive it has turned into the key for the success Organizacional, due to the fact that without him it would become impossible to innovate and to face all these requirements that they present in the environment and global environment of the organization.

Similarly, in joint efforts with business efforts, is responsible for developing policies to improve the country's image, allow the movement of the unemployed labor force to the areas of greatest opportunity and ensure the implementation of training programs and training to become a Colombian workers in competitive talent.

The results of proper management in Human Resources will have direct impact on the performance of the overall organization to the extent that directly links the Talent Management processes with the objectives and results of the organization. A common language is also generated in description of the criteria that will lead the company towards the path of success.

According to this value generated, there is space for the area major contribution to the core processes of the organization and raises the level of skills and competencies of workers in general is provided. Ultimately aligns strategy, customers, processes and talent in the same direction: leadership.

From the foregoing, I believe that my contribution will be to monitor the processes that lead to each of the employees, in order to enforce their rights and duties.

martes, 9 de septiembre de 2014

THE HUMAN TALENT IN THE WORLD

THE HUMAN TALENT IN THE WORLD

The importance of the management of the human talent must be orientated, to produce satisfaction in the people, to the commitment from the managing of the most usual tools up to the composition of cybernetic workers, persons who are unrolled in the aspects of the digital world that surrounds it; hereby they will become competitive persons in the included world.

The human talent of the current importance they must turn into persons prepared to assume the changes in the organizations that the global economies demand him, because only this way it is possible to keep competitive; it is so, no doubt the great important challenge of the administration of the human talent.

The changes organizational, obligatory from the point of view of the strategy of business, importantly to remain on the market, generate guidelines of challenge that the processes of management of the human talent cannot be seen as the simple fact of administering the persons, but to administering with the people, and it is to her whom one sees as active agent, who develops competitive actions, which are his skills and skills that in his moment it marks guidelines of success, and proactive from his intelligence, his creativity, his talent and the development of his competitions.

A labor force implemented as a strategy I could do that the plans of business are a reality. It has been said that the development of the strategy means I work hard, but the putting in march of the strategy is furthermore difficult. What must wonder the high management, then: what is it necessary to to do in order that the people do what the organization needs?

From the previous question there is removed that the companies need to see his people as allies, as partners, as collaborators and not only as resources, since the resources are in use, they become exhausted and in addition they produce costs.

It is needed at last to have a new vision in the way of arguing the management of the people, for the people and for the people, that is to say the personnel management; this carries to approaching a concept of recognition of the interaction effected by the persons in his environment and the environment of the companies.

The interaction of the persons in the environment tends to effect changes, each one has his way of identifying, of constructing and using his capacities; it creates values and senses of belonging with respect of the different activities that it carries out. In agreement to the needs of the people, the environment transforms; equal it happens with the companies, must transform in agreement to the changes that happen in the dynamics of the market.

If the persons satisfy his needs, they feel full and are felt to what they do, so that they connect with his work in the emotional, social and intellectual levels, it is not for others to say that in agreement to the role exercised in his labors, often also in the physical aspect.

This frame of reference that points at the Indian strategy that as well as the organization fulfils his planning, the people of equal way plan significantly the result of his management inside her. For such a reason, it is necessary establish an effective addressing that he leads to the implementation of factors that enrich the diary to live of the workers, since the people want of his work the opportunity to do it well, with confidence, with respect and with certain degree of autonomy, for it waits for satisfactory interactions with his companions, a just treatment, besides the opportunity to take a reasonable life of which they feel proud of his achievements and always with the perspective to learn.

The companies for your part, for some time, have come reducing his structures, of big and immense companies, complex, organized into a hierarchy, they happened to be dynamics in his structure, the Japanese example, it has been present in the ends of the century, where smaller companies generate more employment, they innovate more and they find to so much of the technological advances.

To remain on the market, it is the premise, and for it it is necessary to to be competitive and for this one relies on a human resource that he should exercise leadership and this one has been assumed from the perspective of the company, of the conformation of a corporate group of the same economic sector, that they make the competition possible on the free market.

TALENT MANAGEMENT AND SOCIETY

TALENT MANAGEMENT AND SOCIETY

The organizations have a common element: they are all made up of people. People carry out the progress, achievements and mistakes of their organizations. That is no exaggeration to say that is the most precious resource. If someone It was orientating of substantial capital, modern equipment and facilities clean but lacked a set of people, or they will be considered misdirected, with little incentive, with low motivation to perform their functions, success would be impossible.

The real importance of the human resources of the whole company is in his skill to answer favorably and with will to the aims of the performance and the opportunities, and in these efforts to obtain satisfaction, so much for expiring with the work as for being in the environment of the same one. This needs that people adapted with the correct combination of knowledge and skills, are in the place and in the moment adapted to recover the necessary work. AT this company consisted of human beings who joined for mutual benefit, and the company is formed or is destroyed by the quality or the behavior of his people. What distinguishes to a company they are his human beings who possess skills to use knowledge of all classes. Only it is across the human resources that other resources can be in use with efficiency. For it the organizations will have to use the management of human resources as a fundamental strategy for the achievement of his aims and with this to add value to the company.

The management of the human resources is consubstantial to the element of principal integration of the current company: the organization. In effect, the organizations not only are formed by persons but in addition they present, at least, two levels of decision, aspect the letter that distinguishes them from the figure of the group. From these two notes there arises, with major or minor degree of conscience, the management of the human resources as plot of the management or administration of companies.

At present the principal worry of the Human departments of Resource management is to turn partly of the process and to contribute directly in the same one, that is to say, to stop being an expense to turn into a cost, searching with creative strategies, that the human capital is Sent to the creation of value and starts forming a part of the competitive market.

It is important to consolidate the areas of human management as fundamental part of the strategies from the beginning of the same ones and not as an option of solution on having glimpsed problems.

The human talent is the most important resource for the functioning of any organization. If the human element is ready to provide his effort, the organization will go, otherwise it will stop.

The human being is social for nature. There is inherent his trend to organize and be cooperated in relations inter dependent. His capacity humanizes has led it to creating social organizations for the achievement of his intentions, being the development of these organizations and the effective administration one of the biggest achievements that could have reached.

The dizzy change in the environment of the companies involves that, more that to live an epoch of changes, we live through a change of epoch. The new trends in the world of the economy and of the work and the presence inside the organizations of a technology increasingly changeable, they suppose a progressively increasing challenge for the companies, which only will be able to overcome better prepared them to assure his survival. Repeatedly it has been verified, in occasions across painful experiences, that to be " better prepared " means simply and simply, to rely on a human integrated, solidly formed, motivated, awkward quota, acting coordinated and that applies all his potential to the achievement of the corporate aims.

It is for it, which the administration of the human resource has as one of his tasks providing the human capacities needed by an organization and develop skills and aptitudes of the individual for being the most satisfactory thing likewise and to the collectivity in which it is unrolled. The organizations depend for his functioning and his evolution, basically of the human element which it possesses.

The intellectual capacity is the key, and in the new global economy of the information, this one will be the one that leads to the financial power to the companies. " In the managerial ancient system, the people were considered according to position, university degrees or for her familiar relations, the talent was not mattering. Today this is replaced with the skill and capacity of action of the employees ". " If there does not exist the human capital capable of innovating and learning, the companies will fail "