Famous phrases... On HUMAN TALENT.

• The talent does not base in having gifts that the others not, but in being able to use them. - many people believe that the talent is a question of luck, but few ones know that the luck is a question of talent.

• nobody who is filled with enthusiasm by his work can be afraid of anything of the life.-Vincent Lombardi: The achievements of an organization are the results of the combined effort of every individual.

• He trusts in the persons and they you will be faithful, treat them well, and they will prove to be big.

IMPORTANCE OF THE ADMINISTRATION OF THE HUMAN TALENT

 there is no doubt that many workpeople in general are unsatisfied with the current employment or with the climate organizacional prevailing in a certain moment and that has turned into a worry for many managers. Taking in consideration the changes that happen in the workforce, these problems will become more important in the course of time.

All the managers must operate as persons keys in the use of skills and concepts of personnel administration to improve the productiveness and the performance in the work. But here we stop to rise to us a question: do there can the skills of administration of the human talent impactar really in the results of a company? The response is one "IF" definitive.

In case of an organization, the productiveness is the problem which it faces and the personnel is a decisive part of the solution. The skills of the personnel administration, applied both for the departments of personnel administration and for the managers of line, already have had a big impact in the productiveness and the performance.

Even if the financial assets, of the equipment and of plant they are resources necessary for the organization, the employees - the human talent - have an extremely considerable importance. The human talent provides the creative spark in any organization. The people take charge being designed and producing the goods and services, of controlling the quality, of distributing the products, of assigning the financial resources, and of establishing the targets and strategies for the organization. Without the efficient people it is impossible that an organization achieves his targets. The work of the director of human talent is to influence this relation between an organization and his employees

The Human Talent: Base of a sustainable competitiveness

Competitiveness, if it is understood appropriately, is the root of the prosperity. The central idea of competitiveness is a productiveness. Every place, every nation, has geographically some resources, including the people who lives there. The form as it is lived is the form as they take advantage of these resources. This determines wages and works. The competitiveness is the real route of the prosperity.

Colombia at present is in a moment of prosperity (Agreement with Canada, earring TLC with the United States, ratification of the Agreement with the European Community) where the competitiveness has to be a common target of the whole managerial textile. According to the GCI (Global Competitiveness Index), Colombia has raised five positions and there is now in the position 67 (of 133).

To deal with all his dimension what means competitiveness, I believe that it is necessary to stop in this index, since it allows us to understand as this one he contributes to the prosperity, in a long period of a country. It raises us that the competitive countries are those that before economic difficult environments do not turn out to be affected, since the props that shape his factors of competitiveness allow to assure his productiveness, not in the short one but in a long term, which assures the present and future prosperity in spite of the economic cycles.

TRAINING AND DEVELOPMENT

 The persons constitute the eminently dynamic resource of the organizations. The Human resource presents an incredible attitude to develop new skills, to obtain new knowledge and to modify aptitudes and behaviors. In the last years it has been observed as the companies leaders and competitive they have understood that only by means of a rational investment in programs of training they were managing to obtain the level of competition demanded on the new markets. The section of Training and Development of Personnel, it realizes diagnoses to identify needs of formation, in order to develop competences so much technical as comportamentales, useful All this designs to themselves programs of Induction - Reinduction and Orientation for the human development and to generate sense of pertenecía for the members of the organization. The performance is evaluated by means of an instrument designed for such an end, in accordance with the labor competences

History of the Human Talent

The management of the talent is a process that arose in the 90s and it is kept on adopting as companies that realize what impels the success of his business they are the talent and the skills of his employees. The companies that have put the management of the talent in practice have done it to solve the problem of the employee's retention. The topic is that many organizations nowadays, they do an enormous effort to attract employees his company, but they spend a little time in the retention and the development of the same one. A system of management of the talent to the business strategy needs to join and to be executed in the daily processes across the whole company.The work cannot be allowed in hands only of the department of human resources attracting and retaining the collaborators, if not that he must be practised in all the levels of the organization. The strategy of business must include the responsibility of which the managers and supervisors develop his secondary immediate ones. The divisions inside the company must share openly the information with other departments so that the employees achieve the knowledge of the targets of organization in his totalidad.4 The companies that focus in developing his talent integrate plans and processes to give pursuit and to administer the talent using the following thing:

•  To look, to attract and to recruit candidates qualified with competitive formation
•  To administer and to define competitive salaries
•  To try opportunities of training and development
•  To establish processes to handle the performance
•  To have on the go programs of retention
•  To administer ascents and transfers