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upper-level undergraduate and graduate, some express the concept of resources humans should not be used because it is outdated, and argue it is better to use "Capital", so consider who are looking to create a fashion, but not the support for a theory that justifies a philosophical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.