sábado, 13 de abril de 2013
IMPORTANCE OF THE MANAGEMENT OF THE HUMAN TALENT
IMPORTANCE OF THE MANAGEMENT OF THE HUMAN TALENT For a good time, the persons are taking major conscience of the importance of the human factor in the success of the plans and programs and the achievement of the goals organizacionales
From human resources to human talent
Am I talented? Time without writing an article, because I was born this question came to mind much later answering it, so I decided to write it better, that's why I share with you today. When it comes to talent in the business, we mean everything we produce effectiveness, productivity and profits, in this sense we conclude that the lack of attention to real talent may be the fundamental problem in all organizations.
Quality human resources in accordance with ISO 9001:
Training needs and training can be detected by comparing the profiles, asking himself what aspects need employee form, asking the immediate superior considers what aspects should train their subordinates, through the results of the evaluations performance and by using techniques such as nominal group.
Am I talented? Time without writing an article, because I was born this question came to mind much later answering it, so I decided to write it better, that's why I share with you today. When it comes to talent in the business, we mean everything we produce effectiveness, productivity and profits, in this sense we conclude that the lack of attention to real talent may be the fundamental problem in all organizations.
Quality human resources in accordance with ISO 9001:
Training needs and training can be detected by comparing the profiles, asking himself what aspects need employee form, asking the immediate superior considers what aspects should train their subordinates, through the results of the evaluations performance and by using techniques such as nominal group.
Internal Marketing in motivation and productivity of employees
There is no point retaining talent if he is not willing to give the best of their knowledge and skills to benefit the company. Therefore, companies must address internal marketing policies as well as motivating employees, to share in the results of the company and involved so that they feel comfortable in their work.
One consequence of the modern world for years targeted by social researchers and we are already experiencing the most, is an environment of tough competition where companies demonstrate the impossibility of engaging with workers. Complexity, flexibility and uncertainty rule.
There is no point retaining talent if he is not willing to give the best of their knowledge and skills to benefit the company. Therefore, companies must address internal marketing policies as well as motivating employees, to share in the results of the company and involved so that they feel comfortable in their work.
One consequence of the modern world for years targeted by social researchers and we are already experiencing the most, is an environment of tough competition where companies demonstrate the impossibility of engaging with workers. Complexity, flexibility and uncertainty rule.
¿Project Management Professional PMP ó Project Management Office PMO?
In recent years we have seen in Mexico a very peculiar phenomenon within organizations about project management and the urgency of the same to have the largest possible number of PMP ® s if under the understanding that resources have certificates will allow us to better fulfill our projects, but what do the organizations to exploit the knowledge and experience of the PMP ® s, and thus facilitate their work?.
In recent years we have seen in Mexico a very peculiar phenomenon within organizations about project management and the urgency of the same to have the largest possible number of PMP ® s if under the understanding that resources have certificates will allow us to better fulfill our projects, but what do the organizations to exploit the knowledge and experience of the PMP ® s, and thus facilitate their work?.
Human talent in project management
One of the factors of success or failure of the implementation of a project rests largely on the quality and adequacy of human resources board, which is derived from the set of policies, procedures and tools used for identification, recruitment, bonding, orientation and leadership required to implement the project.
The starting point of the project is the appointment and assumption of responsibilities by the project manager, whose first decision is the selection and development of their management team. In most cases the appointment of the project manager is an act of consensus among the main actors of interest, we refer to the owners and investors. The latter tend to be very cautious about the firm or organization, but specifically to the professional who will defend their interests and achieve deliver new capacity (deliverables) in the best conditions for the operation. Therefore the call process, selection and recruitment is often rigorous, as it seeks a professional clad best human qualities, expertise, knowledge, ethics, maturity, character and also a proven ability to adapt to the unique challenges of any project of some magnitude. Some additional considerations on the qualities of the manager, the main activities and how the assumed, eventual situations he faces, the required information and the terms under which ensures its reliability and the interlocutions or relationships to be established with different agents of internal and external interest, are among other ongoing and routine tasks of a project manager. It should be noted by the way, that nepotism and policy recommendations on the appointment of managers of public projects constitutes the heaviest drag on the objective.
One of the factors of success or failure of the implementation of a project rests largely on the quality and adequacy of human resources board, which is derived from the set of policies, procedures and tools used for identification, recruitment, bonding, orientation and leadership required to implement the project.
The starting point of the project is the appointment and assumption of responsibilities by the project manager, whose first decision is the selection and development of their management team. In most cases the appointment of the project manager is an act of consensus among the main actors of interest, we refer to the owners and investors. The latter tend to be very cautious about the firm or organization, but specifically to the professional who will defend their interests and achieve deliver new capacity (deliverables) in the best conditions for the operation. Therefore the call process, selection and recruitment is often rigorous, as it seeks a professional clad best human qualities, expertise, knowledge, ethics, maturity, character and also a proven ability to adapt to the unique challenges of any project of some magnitude. Some additional considerations on the qualities of the manager, the main activities and how the assumed, eventual situations he faces, the required information and the terms under which ensures its reliability and the interlocutions or relationships to be established with different agents of internal and external interest, are among other ongoing and routine tasks of a project manager. It should be noted by the way, that nepotism and policy recommendations on the appointment of managers of public projects constitutes the heaviest drag on the objective.
Human Capability: An approach to its genesis and evolution
It is very interesting to observe how human thought has evolved so rapidly, especially in the last fifty years, in relation to the importance and impact that people have in organizations, it is as if he had suddenly awakened from a long slumber that prevented him from understanding that was not a race outside their species but was merely a reflection of himself. However, this evolutionary spectrum was compared with the twelve hours on a clock drawn correspond only a few minutes now to live in the present with respect to the concept of human beings and their relationship with the companies that make. It cost a lot to have arrived there.
It was not easy to understand that people are the company, in fact there are still organizations (in the traditional concept of the word) whose vision is a world away from the strong premise and still loom on the dawn of what has been all this immense and retraced path taken by the revolutionary minds that produced the exercise of human talent management.
It is very interesting to observe how human thought has evolved so rapidly, especially in the last fifty years, in relation to the importance and impact that people have in organizations, it is as if he had suddenly awakened from a long slumber that prevented him from understanding that was not a race outside their species but was merely a reflection of himself. However, this evolutionary spectrum was compared with the twelve hours on a clock drawn correspond only a few minutes now to live in the present with respect to the concept of human beings and their relationship with the companies that make. It cost a lot to have arrived there.
It was not easy to understand that people are the company, in fact there are still organizations (in the traditional concept of the word) whose vision is a world away from the strong premise and still loom on the dawn of what has been all this immense and retraced path taken by the revolutionary minds that produced the exercise of human talent management.
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