CHALLENGES AS MANAGER OF HUMAN TALENT

1. Having the responsibility to direct and lead the people in an organization,

2. Making policies, systems and procedures Talent Human, whether they are serving people to orient the objectives it has set the organization and create conditions to improve job performance of individuals and work teams.

3. Understand that people achieving the objectives were oriented the organization to the extent that they perceive what the Organization required of them has to do with their own individual goals.

4 . To internalize the fact that managers are responsible directly or indirectly from most of the factors that determine the work performance, since they depend on designing policies and activities and apply for the best in people.

5. Keep in mind that what is measured, what is rewarded and ultimately what attention is paid on Human Resource direction, largely determines what people do. It is therefore important to design appropriate performance assessment processes and adequate compensation and recognition systems.

6. Understand that modern Human Resource management is consistent with the assumption that the intrinsic motivation is the motivating more powerful and that the overall result of the company is much more than do with how people cooperate with each other, with contributions from stars individual.

7. Make a priority that managers make the commitment and responsibility to make work a motivating experience in itself, eradicating all destrucccion source of motivation potential that each person has towards work.

 ADMINISTRATION OF HUMAN TALENT

OBJETIVE 

That form Specialists meet the needs of Human Development in Organizations from the Policy Address , Competitive positioning and strategic needs of Agreement with the context of Changes Contemporary World .

HUMAN TALENT MANAGEMENT

Is responsible for coordinating and supporting all functions performed in the department , based on an action plan in which the activities to be developed in each of the sections referred to in this also is related start date and the date of delivery thereof .

Is a variation of the generic administration which seeks to manage objectively staff of a company, understanding this concept as the interaction between the company and employees from opening a vacancy and resource development human throughout his contrato.De Thus it can be said that the management of human talent are the actions to ensure all aspects of a company workers Having as priority the quality of life for entry workers as well knowledge, experience, motivation, vocational interests, aptitudes, attitudes, skills, potentials, etc. 

TRAINING AND WORKOUT OF HUMAN TALENT

 Training: is set to proporcionarconocimientos actividadesdestinadas, develop skills and modificaractitudes Paraque staff do their jobs better.

 Training: the professional education that fits man for uncargo or function within an organization, and involves the transfer of knowledge, and seainformación company, its products, services, organization, politics, etc.

 BENEFITS TO ORGANIZATIONS

       

•   Create better image of the organization or company. 
•   Increased job satisfaction and morale among employees. 
• Increased motivation of employees.
• Increases process efficiency resulting in financial benefits. 
•   Increased capacity to adopt new technologies and methods.
• Increased innovation in strategies and products.

IMPORTANCE OF TRAINING , WORKOUT AND DEVELOPMENT OF THE HUMAN RESOURCE

• A generator production 

•Operator has character other resources 

•  Confer an intrinsic value to the company

1. Personal Workout : This is defined as a planned and based on real business needs educational activity, which faces an evolutionary change in knowledge, skills and attitudes.

                                                 

Types Workout:

•  Share business information company with empleados.
•  instruct principles and techniques of total quality to align the vision of employees consistent with the dirección.
• training techniques work-related skills. Human Resources

1. Training and Development : The training focuses on the acquisition of knowledge and technical skills, aimed at enforcing intellectual activities.The development instead refers to the process of integral growth of the person.

 Training methods:

•  Study attitude
• Interview workers 
•  Observation of conducta
• Performance Evaluation
•  Assessment of Skills Test

APPLICATION OF OCCUPATIONAL HEALTH HUMAN TALENT

Occupational health is concerned with the requirements for establishing and maintaining a working environment safe and healthy, which will facilitate optimal physical and mental health of the employee in relation to work and adapt the environment to the skills of workers, having in mind the state of physical and mental health, which should provide the resources necessary for workers to maintain and improve the optimal environment of wellness and overall health of the individual within the social and professional context in which it operates, avoiding and preventing accidents and diseases and promoting health.

ROLE OF HUMAN TALENT MANAGEMENT IN OCCUPATIONAL HEALTH

  The goal of the management of human resources, is to ensure worker health through protection and prevention against occupational hazards, ensuring adaptability of workers, disseminating occupational health policies aimed at enhancing the physical, mental and social well of all workers, studying and implementing prevention, diagnosis, intervention and rehabilitation to ensure primary prevention of unwanted events or an appropriate and timely care if a worker suffers a work injury or occupational disease.

The functions of occupational health area, according to the health service are:


§ Identification and evaluation of potential and actual factors of each job occupational risk, according to the standards of legislation

§ Health promotion in the workplace in relation to the risk factors identified for each job

§ comprehensive medical and psychological care

§ Evaluation medico legal work involved

§ Knowing the risk factors in the workplace

§ Human Resource Planning

§ Retention / dismissal

§ Research

HUMAN MANAGEMENT IN COLOMBIA

In Colombia, economic openness and the need for companies to respond to challenges in international markets and forced to rethink this feature but it still is far from decisive considered in business success, however the modernization carried deregulation of labor, the search for mechanisms of participation, flexibility in tying, untying and workers Compensation (Valero, 1999; Dombois, 1999).

relationships between business modernization and human resource management in the country, describes the characteristics of the areas of human resource management and human resource practices, a description of the labor market and labor relations in accordance with management is performed human resources, and lastly knowledge generation in Colombia is discussed, considering the three most salient perspectives: sociological, humanistic and strategic, and since this last area where human management and practices with the achievement of objectives and strategic goals of the organization, in consideration of its intangible assets as a source of sustainable competitive advantage.

  HUMAN MANAGEMENT PRACTICES IN COLOMBIAN COMPANIES.

Relatively little research on the practices of human resource management in Colombia, but will try to make a general characterization of the principal as selection, training, career planning, compensation and performance evaluation.

Before performing this discrimination analysis is pertinent to note that two studies have shown that while midsized businesses have a lack of integration between HR practices and business strategy (Calderon et al., 2004) whether this relationship exists in companies large (Calderon, 2006b).