TOPIC: The importance of human talent in the business.

In recent years it has been observed as companies have been trying their

employees, some as human resources and other as human talent, but only the

leading and competitive enterprises have realized that only by investing in

training programs will manage to obtain the level of competence demanded in

new markets; while many others do not see this as an investment but as an

expense and still call her "talent," and "human resource", i.e., they see it as a

quantifiable tool within the company, unable to generate ideas, knowledge and

skills that foster the smooth running of the company. But what they do not take

into account is that good management of people has led to successful

companies achieve excellence and realize the importance of the human factor

today, as a company that has clear that employees are essential to meet the

objectives element knows that success is always there, hence the name which

companies give people reflects the degree of importance to them, i.e. clearly

indicates the role and value attributed to them.

Companies that suffer major changes and engage them manage better their

employees, i.e. taking into account that people are the highly dynamic resource

organizations, we can mention that the talent of these people is essential when

developing new skills, attitudes, skills and knowledge, which help achieve

compliance with the objectives and goals that a company is fixed. In recent

years the tendency of individuals to career success has allowed companies to

understand the importance of investing in programs of recruitment, selection

and training, this investment definitely short and medium term generates

unlimited benefits as a contributor highly qualified and committed to his work is

the success of an organization. Investing in a program of recruitment and

selection not only involves the engagement of a person for a particular office,

goes further and focus on getting to the organization the best human talent, is

the moment where intellectual capital becomes a timely tool to achieve

business goals. Therefore speak of human talent is about people, mind,

intelligence, vitality, and action pro action.

That is why personnel policies should be tailored to the needs of the company

since the recruiting process starts until the employee leaves the company. A

competent employee, well treated and managed, is a productive asset to the

company as people are the main asset of the organization. Successful

organizations have realized that they can only grow, prosper and maintain its

continuity if they are able to optimize the return on investment of all its

stakeholders, mainly employees. People increase or decrease the strengths

and weaknesses of an organization, from how they are treated. They can be a

source of success and problems. It is better to treat them as a source of

success. To achieve the objectives of human resource management, it is

necessary to treat them how basic elements for the efficiency of the

organization.

Instead companies that do not have a vision for the future continue to treat

people as a resource of the company, i.e. as a physical asset that only serves

to exploit and to help achieve personal goals of managers. Do not mind the

feelings of their employees, nor to make them feel part of the company, treat

the employee as an asset into working overtime and not paying the salary you

deserve, discriminating, not counting their ideas and opinions serve to improve

the way that follows the company. Seeing as people who are unable to think,

act or develop skills, be creative on their own, but they think they are the

highest authority which is the only one that can bring with better ideas for the

company. Therefore managers do not know, can’t, and have not been trained to

pay special attention to the needs of their workers, while also uncertain

successfully relate these requirements with the productivity of the company, so

just generating hidden costs because it does not want to spend money to

provide the training that they need, so they think that if it fails, easily you can

replace it and avoid useless expenses, because they see employees as

isolated Company forcing them to comply with established and imposing rules

and laws that must meet rigid schedules mandatory.

They think that employees do not need to be motivated to do their job, but

rather must comply efficiently and effectively work activities accurately.

Therefore to be a successful company is indispensable to know treat people,

you consider the main asset of the organization, but we must also take into

account that the hardest part is working with people, and everyone has a

different way of thinking and acting. One of the major concerns on the part of

human beings is to discover their behaviors and those of their peers, which has

continually worked to discover study and treat all areas in which it operates, to

understand and improve them. Therefore it is essential that every company

there is the department of human talent which provide relevant care for all

members of organizations, not just labor issues, but also on your personal

needs, handling complaints, problems and the different situations that may go

away within the organizational environment that may come to affect them in one

way or another. Because if personal issues are resolved the employee, will be

concentrated in performing their job and thus improve business productivity.

Also will be alert to the high demands of today's markets and the need for

innovation.

Finally it can be concluded that companies must treat their staff as human talent

and not as a resource, i.e. make them feel how important and indispensable

they are in it, because it is the most effective tool to have, because Through this

move relations, fostering communication, good treatment, good not only

operational but personal practices and obviously is what moves the motivation

and productivity of the company. Thus we must bear in mind that these are the

most important to the organization resort, the largest investments should be

made is this field, if you aim is to increase revenue, reduce errors and position

in the market as a company competitive and high quality standards.

REFERENCES

Chiavenato, I. (2008). El Talaento Humano. México: The Mc Graw- Hill.

Anónimo. (07 de Julio del 2013). Degerencia.com. Talento Humano

Empresarial. Recuperado el 20 de febrero del 2015.

http://www.degerencia.com/articulo/talento-humano-espejo-empresarial

Chuquisengo, R. (19 de septiembre del 2013). Gerencie.com. Gestión del

Talento Humano. Recuperado el 20 de febrero del 2015.

http://www.gerencie.com/gestion-del-talento-humano.html

Universidad Nacional y abierta a distancia. (S/f). Gestión del Talento Humano.

Recuperado el 20 de febrero del 2015.

http://datateca.unad.edu.co/contenidos/107010/107010/justificacion.html

Valda, J. (01 de marzo del 2011). Grandes PYMES. No trate a su capital

humano como un recurso. Recuperado el 20 de febrero del 2015.

https://jcvalda.wordpress.com/2010/03/01/no-trate-a-su-capital-humano-

como-un-recurso/

Briceño, M., Fidel y Godoy, Elsy. (Abril 2012.). El talento humano-. Un capital

intangible que otorga valor en las organizaciones. Recuperado el 20 de

febrero del 2015. http://www.spentamexico.org/v7-n1/7%281%2957-

67.pdf

Eslava, E. (S/f). Gestión del talento humano en las organizaciones. Recuperado

el 20 de febrero del 2015. http://www.gestiopolis.com/organizacion-

talento/gestion-talento-humano-organizaciones.pdf