CHALLENGE OF HUMAN TALENT MANAGER

                                         

When speaking of talent management, not just the selection, recruitment, training, remuneration and evaluation of people that works for the company is identified, must see the whole human dimension, since although the technology advancement always will require human factor, people, making, learning, it is and it changes every day, so that the intrinsic evolution in transcendence as an important factor of being unfinished, promotes competent and willing to change people.
The practices and policies embedded in the management and affairs of human nature in its relation to work, is designed according to the characteristics, size, products or services that tends to develop its own specific organizational structure, according to the company .
Organizations today are really different organizations yesterday, and change is not only in form, ie not limited to a flatter organizational and other tangible characteristics but change is also background is ie, its employees, have changed, customers have changed and therefore the company management had to change.


Companies have all the tools to measure the tangible assets that compose them, with cold numbers can tell how much invested in training, but can not easily tell how much was what was learned in this training can quickly analyze how much they have earned over a period determined and may even project what will win in the next period, all with a margin of error, but not so easy to measure how many employees feel really identified with the company or what is the motivation of these.


However we can say that the mere fact that the company possesses a high level of knowledge, not necessarily make it a successful enterprise, knowledge must be managed, so that changing a thought or idea isolated becomes an idea useful.


This fundamental change has brought a higher valuation of intangible assets of the company, which are nothing more than "all those resources that can contribute to greater livelihood of competitive advantage and therefore, business success, as they are the most difficult to identify, transfer, duplicate, ultimately to imitate , summarized intangible assets are called intellectual capital.


As time passes, surely increase the interdependence among individuals, organizations and society, because challenges such as population growth, unemployment, environmental protection, need for medications, inflation, food needs will have to be resolved by individuals and society through organizations.

HUMAN TALENT MANAGEMENT

OBJECTIVES


• Define the selection of human talent and mean characteristics describing the contexts in which it works.

• Know the internal and external dereclutamiento form describing the techniques of recruitment.

• Define the selection process and characteristics describing the different techniques seleccióncomprendiendo current trends

• Define the design and analysis job description identifying the dimensions involving these in turn defining the concepts of evaluation and their potential dedesempeño

• Define the concepts of remuneration and incentives comprising the design and description of the components of remuneration

• Understand ENFORCEMENT and concepts of training and people development processes defining the training process





The management of human resources in a highly sensitive area mentality that prevails in organizations. It is contingent and situational, it depends on appearance and culture of each organization, organizational laestructura adopted, the characteristics of the environmental context, the business of the organization, technology used, internal processes and countless other important variables.

The Human Resource Management is a  strategic management approach whose objective is to maximize value creation for the Organization through a set of actions to disponeren all times the level of skills knowledge and skills in obtaining the results needed to be competitive in the current and future environment current and future environment.

The human resource management (ARH) is the set of policies required to address the aspects of managerial positions related to "people" or human resources, including ...