TEST 3 APPLICATION OF HUMAN TALENT IN THE FUTURE, AND CONTRIBUTIONS TO PERSONAL LEVEL 

This paper aims to reflect on the human talent capital as an intangible value in organizations provides a critique of those who exercise management in organizations that knowing the principles of scientific management for more than a century in which Henry Fayol, Elton Mayo and Fritz Rothlisberger concluded is performed, a organization is a social system, the worker is undoubtedly the most important, his performance in reality is another. In this sense an explanation and argumentation of different resource types with a comparison between resources and talents is presented; also aims to unify criteria regarding human vs human resource talent, capital (intellectual, human and social), considering them tend to confuse readers and whose arguments are far from the principles of management science; finally exposed as input a model representing human talent or intangible capital and its elements consist of: intellectual, human and social capital, which ultimately represent the peculiarity of any public or private organization. 

Well, with this paradox, controversy is added to the concept of recurses human vs new presented as human capital, the capital intellectual, intangible capital, among others; in this situation, the authors formulated do the following question management science changed? How to measure the human resources or talent to make tangible? Really the resource human is the most valuable asset in an organization might arise ?, more questions that ultimately get some answers, and this indicates that given the complexity of the human being and the changing of organizations lasdiscusiones may not fully satisfy many readers. Why, in the teaching of business schools, research institutes upper-level undergraduate and graduate, some express the concept of resources humans should not be used because it is outdated, and argue it is better to use "Capital", so consider who are looking to create a fashion, but not the support for a theory that justifies a philosophical stance, to change the learned of Administrative Sciences.

TEST 2 HUMAN TALENT AND SOCIETY 

The organizational climate is a factor that directly affects the production within an organization and thus has became a concern for many managers, over time, this problem will take more force. 

When the term Human Resource is used it is cataloging the person as uninstrumento, without taking into consideration that this is the principal, which possesses skills and characteristics that give it life, movement and action to any organization, so now Talent enadelante the term is used. 

In addition to economic resources is necessary for the organization, employees; human talent has sumamenteconsiderable importance as it provides ingenuity. The people in charge of designing and producing goods and services, control quality, to distribute products, allocation of financial resources, and deestablecer objectives and strategies for the organization. It is impossible for an organization to function without the presence of the human factor. 

But can they really deltalento management techniques Human impact on the results of an organization? 

Since the case of an organization, productivity is the problem it faces and the staff is a critical part of the solution, why the website address that talent has a direct influence on the results.

The set of business goals should include self-preservation and development through the production of goods and services that the public wants and is willing to pay and that, in general, have to report a gain. These will have to understand dividends to attract capital and maintain stability in the administration. They have to understand rewards work that attract a sufficient labor force and has to provide a perspective for the development and creativity of employees, which is already beginning to formulate socially acceptable goals; also has to find a balance between the interests of the client and the community in the pursuit of their goals.

TEST 

MANAGEMENT OF HUMAN TALENT 

Someone said if you want to improve the quality of a service, you must first improve people that will give that service, so that efficient management of people and the best use of their potential and talent to do their best to make themselves users is a central issue when it comes to managing human resources institutions.

Currently managing people has become one of the main challenges that managers must assume, since all companies are in a process of restructuring. 

The human resource management (HRM) now has different names since not sepuede speak of people as a single "resource" that can be addressed with the general principles of management, because people are a fundamental part of the company and represents the clavecompetitiva you can take the organization to success or failure. 

People are not resources, they have resources (knowledge, skills, experience) which substantiates the idea that who handles human resources today actually own talents, skills and values​​. In other words are the institutions that have people but people that make institutions.

Customer service is a powerful marketing tool. 

CUSTOMER SERVICE

Concept: The set of interrelated activities offered by a supplier in order that the customer gets the product at the time and place and proper use of the same is ensured. 

1.- services will be offered 

To determine what the demand that the customer should conduct periodic surveys to identify potential services to offer, plus you have to set the importance given to each consumer. 

We should try to compare with our closest competitors, so we detect real opportunities to get ahead and be the best. 

3.-What is the best way to provide services 

You must decide on the price and supply of service. For example, any PC manufacturer has three pricing options for the repair and maintenance of their equipment, can offer a free service for a year or specified period of time, could be sold separately from your computer as an additional service maintenance or could offer no such service; respect to the provision could have its own technical staff for maintenance and repairs and placed in each of its authorized distribution points, could agree with their distributors to service these lend or let him outside firms provide. 

PAYROLL

It is a tool for the control of personnel management from the selection process to the final settlement thereof, for one or more companies.

Management issues resume as a control in recruitment within the company, management of human resources activities, training and internal activities of the company.

Payroll administration, using, configurable to the needs of the company with their queries and reports, Colombian legal guidelines continually updated to changes in regulations Colombiana.

safety and health at work

The Occupational Safety and Health (SST) is a multidisciplinary activity at protecting and promoting the health of workers by preventing and controlling diseases and accidents, and the elimination of the factors and conditions that endanger the health and safety at work. It also to generate and promote healthy and safe working and good working environments and organizations; enhance the physical, mental and social well being of workers and support the development and maintenance of work capacity

SALARY ADMINISTRATION

The set of standards and procedures to develop, monitor and maintain structures of equal and fair wages in the Organization in relation to:

• Wages over other positions in the organization it self: Internal equity refers to comparisons between wage jobs in an organization. That is, if two positions are similar in contributions to the organization and the individual requirements should be assigned equal contribution.
• Wages in respect of the same charges in another company operating in the same labor market.

 

TRAINING WORKSHOPS

Training and Development of Human Talent

People are the highly dynamic resource organizations. The Human Resource has an incredible attitude to develop new skills, gain new knowledge and change attitudes and behaviors. In recent years it has been observed as the leading and competitive companies have understood that only through a rational investment in training programs managed to collect the level of competence required in new markets.

Section Training and Staff Development, performs diagnostics to identify training needs, in order to develop both technical and behavioral competencies, programs-Reinduction Induction and Orientation All this useful for human development and are designed to generate a sense of belonging members of the organization. The performance is evaluated using an instrument designed for that purpose, according to established labor skills, in order to identify the limitations and necessary improvement plans are drawn. Hence, the instrument can be well called Development Evaluation.

¿WHAT IS HUMAN TALENT MANAGEMENT?

The discipline that pursues the satisfaction of organizational goals counting on a structure and through coordinated human effort. 

As can be readily appreciated, human effort is vital to the functioning of any organization; if the human element is willing to provide effort, the organization will march; otherwise, stop. Hence to every organization should pay primary attention to personal (human talent).