CONTRIBUTIONS OF HUMAN TALENT TO THE FUTURE IN ORGANIZATIONS

For organization the importance of growing in economic and social aspect is necessary and this is when we give priority to emphasize what is really needed and potentiate this we mean when we focus on the treatment of staff to the human side of an organization.

What I referred to is to seek the skills and abilities of a person and accordingly potentiate their attitudes in the field or area that this person, so do your job going to be productive and efficient, is it is necessary to observe the qualities of an individual and potentiate the most this would be achieved when companies recognize the importance of labor of his personal ideas they bring to the company and focus on making strategies to retain quality staff with work when contributions to its employees and conducted properly and there is an order in their social contributions, with the respective bonuses, vacation time and recreation respective times that are necessary for these staff will remain providing creativity and benefits in their working time.

The first multiplier of an organization is its employees or staffs who if they are fully and fully available in the workplace in the same way wills their performance and productivity in your work area.

Talent management requires a cultural transformation, which allows you to define strategies focused on people, to which foster the development of their talents and skills, which involves changing mental, operational and strategic models.

Clear ideas to better manage human talent would be based on hobble increase plans where it is linked to the employee or staff at different stages or social environments in order to develop new skills, it is also necessary for staff associate and known among all areas do departments in a company, engage with peers and able to execute the jobs more effectively group work.

Not always in the sector people are named in human resource management are specialists in the subject, which adds a typical feature of public administration, and is little encouragement to take risks, which in turn limits the innovative and creative proposals for human management.

GLOBAL HUMAN TALENT

Totally true that the importance of focusing on human talent for companies to grow both economically and in every social aspect is necessary, and integrates the internal part of the employees who are part of an organization.

That is for every business or company is important that your staff or people are highly skilled with skill and courage to respond to their work, so we see how essential that a qualified person be able to meet your work more productively.

By this way the area of ​​human talent plays an important role knowing the strategy needed to increase their profits, is show importance to its employees when is known mission of the company, where it wants to carry out the projects have then according to the goals to their employees or people are projected by the organization to its potential or capabilities of some form is handled to get the best benefit of the quickest and most efficient manner.

Accordingly, as a specialist psychologist Light watery and human resources director emphasizes how to grow a company based on strategies that expand the importance of employees by providing opportunities and job quality in their lives, is projects where the employee believes playing an important and necessary role in the workplace and it is highly necessary to achieve the goals of the company, is the companies or organizations that retain potential human quality that gives your organization and efficiency.

For this reason it is great need when entering personal the company to make a thorough job of recruiting for the qualified personnel is a potential contribution to the organization and its change or time worked is not short in the company if that both the client and the employee and the employer feel satisfaction in full scope.

At the international level, specifically in USA recruitment techniques that enable more effective search strategies and develop through internet and social networks and have been gaining ground these are made. According to the company HR Managers of EU, it was found that 43% of employees seems to them the actual and necessary idea.

The first multiplier of an organization is its employees or staffs who if they are fully and fully available in the workplace in the same way wills their performance and productivity in your work area.

Talent management requires a cultural transformation, which allows you to define strategies focused on people, to which foster the development of their talents and skills, which involves changing mental, operational and strategic models. 

HUMAN TALENT AND SOCIETY

For organizations or companies that expect to increase their profits and grow in every way into a national positioning is necessary to emphasize that it is of great value, grow in appearance, the staff focused its employees forming as a major role important in all organization and thanks to the labor or power people with their reasoning, intelligence and skills allow us to grow and give ideas for social and economic integral whole field at all times.

So the idea of focusing on people and achieve a primary and special field where we analyze and focus on the quality of these allow us to know the mistakes that often have little attention and the value that is given to people in every company. Thus, the Human Resource Management which allows to show the interest of assessing labor, make it a major part in any organization and motivation to conquer instead allowing people to work where they give as much in its efforts created a positive and supportive attitude.

Observe the wealth of workers performing their tasks with efficiency and quality, allows companies to their resources or raw material to work properly with commitment and excellence in this way achieve a projection abroad where you can easily stand out and generate more demand.

It is therefore necessary to perform analysis of the decision-making that often make companies where risks and factors set forth where they do not realize that can interfere with the welfare of their employees, it is important to worry about keeping stable jobs to increase skills of their employees, offering security and stability above all being.

Keep in mind that there is justice, equity for workers to perform efficiently and productively.

Assertive communication with employees of the employer where there is equality, respect and commitment on both sides to generate profits and integrity.

Thus, if we observe the benefits of both sides, profit for the company for their quality will be established and used throughout the win both economic and workplace safety aspect.

HUMAN TALENT MANAGEMENT

WHAT    BENEFITS    PROVIDED THE TALENT  HUMAN MANAGEMENT  IN  A COMPANY ?

HUMAN TALENT MANAGEMENT 

analize changes in the current economy, makes us look  a number of faults or failures we link mismanagement regarding the needs of work, it referred to the employee or worker who makes vital part of a company's production formerly did not see it necessary perhaps because watching more labor as a tool, without needs or aspirations, it is analyzing the employee as a machine and not a human being, that too many people do not work with motivation, if not more by the need doing work of poor quality, this is lack of integrity of a worker, 
lack a lack of protection and integrity of human life, because the  persons  was the task of forge new challenges and one of these was to improve the quality of the employee as an essential part in every company.
 one of the tasks in which began to change was through a solid theoretical background applied to practical and analytical solutions, a program to seek to develop multidisciplinary knowledge updated with good training in basic technologies that allow the specialist to solve difficult problems.
achieve specialists  of  personally, analytical, critical, synthetic, innovative, entrepreneurial, common and practical, visionary sense and ability to make decisions with a vocation for leadership that allow you to secure a commitment to the development of society by the logical mind via the ideal professional performance. 

The talent management beginning in the 90s when they realized to drive the success of companies essential part of productive growth existed, based on many analyzes found that the hand-driven work together with motivation could make the work was done pleasantly and efficiently providing better productivity in any company El issue is that many organizations today, make a huge effort to attract employees to your company, but spend little time in the retention and development. 

Cannot be left only the HR department's work to attract and retain employees, but must be practiced at all levels of the organization. As the department and management understand the value of their employees and define aspects such as Manage and defining competitive salaries, Provide opportunities for training and development, establish processes to manage performance, have implemented programs for job retention. Managing   promotions and transfers.

THE CUSTOMER SERVICE

THAT BENEFITS A GOOD CUSTOMER CARE

Allows us to provide customers and with all persons a service or product to the customer the product at the time and place and proper use of the same is ensured.

It is a marketing tool that is very effective in an organization if used properly.

Customer service management is performed by each person working in a company and has the opportunity to stay in touch with customers and generate them some level of satisfaction.

It is "a concept of work" and "a way of doing things" that concerns the whole organization, both in the way of serving customers who buy from us and allow us to be viable.

The a job is basically to understand the marketing objectives of the client, on obtaining the key information about the brand, the product, the market and the target audience and launch team of people within the agency will prepare campaign proposal; if the client approves, it will coordinate the entire process of conducting advertising campaign.

Should be directed in the same direction, the work and effort of all those involved and also do it on schedule. Thus the functions of the customer service department are:

• Create and maintain relationships with each client and understand.

• Coordinate internal and external teams involved in the development of the campaign.

• Making presentations.

• Generate new business.

The partner with the department by the client is the principal or head of advertising, or brand managers or person responsible in each case of advertising communication in the business (marketing, communications director, etc.) .

When the required number of customers are divided into groups of accounts, each with an account manager, on which depend the supervisors of these executives and, finally, attendees. In this way the department is organized.

Elements Customer Service

• Contact face to face

• Customer relations

• Correspondence

• Complaints

• Facilities

IMPORTANCE OF CUSTOMER SERVICE

A good customer service can become a promotional item for so powerful sales and discounts, advertising and personal selling.

Attracting a new customer is about six times more expensive than to keep one. So the companies have chosen to put in writing the performance of the company. They have observed that customers are sensitive to the service they receive from their suppliers, as it means that the customer will get to the final lower inventory costs.

Contingencies service: the seller must be prepared to prevent strikes and natural disasters harm the client.

THAT IS PAYROLL

In a company, payroll is the sum of all financial records of salaries for an employee, wages, bonuses and deductions. 

In accounting, payroll refers to the amount paid to employees for services they provided during a certain period of time. Payroll plays a major role in a company for several reasons. From an accounting point of view, payroll is crucial because payroll taxes and payroll considerably affect the net income of most companies and are subject to laws and regulations. 

From an ethical point in the payroll business perspective is a key department employees respond to payroll errors and irregularities: good employee morale requires payroll to be paid timely and accurately. The primary mission of the payroll department is to ensure that all employees are paid on time and in shape with the correct withholdings and deductions, and to ensure the withholdings and deductions are remitted in a timely manner.

The standard format of a list is regulated by law and structure and minimum content that must be respected in all cases is marked. This content MiniMode payroll must include at least: 

Identification-data of the company, address workplace and quoted in the account code is included worker. 

-Basic Data worker, contract type, category, seniority. 

-Period Settlement corresponding to this payroll. 

-Detail Wage and fringe perceptions that make up the gross salary of the employee. 

-Detail Deductions that he practiced the gross wage, well defined by law or by other deductions that have to apply to the payroll, as advances or embargoes on the payroll.

I -Liquid to perceive, because payroll is consideration of document evidencing the payment of wages to the employee closing the outstanding payments for the period specified. 

-Detail Bases payroll quote along with the details of the deIRPF bases

The nómima can be divided into several parts, starting with the header, following the accruals or earnings, deductions, determining the contribution bases and ending with a summary of the principal amounts shown on the form. 

The header and data information 

The head of the list is mainly informational. Here the data concerning the company and the employee must appear. 

evengos or perceptions 


The header is followed by the more 'juicy' sections, where you actually receive reports of wages the employee, the concepts behind it and the deductions that will be distributed practice. The first is that of accruals or perceptions. It is the worker's earnings and its origin. This should include a clear and separate each of the parts of the net salary. And is that the quantities that are perceived are divided into different concepts.

THE LARGE NUMBER OF WAGE

Salary is the remuneration in money or its equivalent paid by the employer to the employee based on the position that he holds and the services it provides. Direct salary is exclusively one received as consideration for the service in the busy office. In the case of employees working part-time, is the number of effective hours worked per month.

  The resulting indirect wage clauses is the collective labor agreement and plan of social services and benefits offered by the organization. Includes bonuses, prizes, commissions, tips, additional profit sharing, overtime, etc.. The sum of direct and indirect wages are compensation. Pay is salary is gender and species.
  The nominal wage is the amount of money allocated in individual contract for the position held. In inflationary economy, the nominal wage suffer erosion if not updated regularly. The real wage is the amount of goods that the employee can buy with that amount of money and corresponds to purchasing power. Replacement alone does not mean real wage wage increase: the nominal wage is altered to provide equivalent real wage in the previous period. From this comes the distinction between wage adjustment (real wage replacement) and increased wages (real wage growth).

According to its complexity salary can be considered in different ways:

It is paying a working

It is a measure of the value of an individual in an organization

Locate a person in a status hierarchy within the organization

The salary for people

In exchange for a wage (interchangeable symbolic element: money) man is able to engage much of yourself, your effort and your life. The salary is the source of income that defines the pattern of life for each person depending on their purchasing power.

The salary for organizations

Wages are both a cost and an investment. Cost, because wages are reflected in the cost of the final product or service. Investment because money represents application by a factor of production (labor) as an attempt to get a higher return.

Wage compound

There is a lot of internal (organizational) and external (environmental) factors that determine wages determining their values. The set of external and internal factors is composite wage (wage mix). The factors are:

-Types of positions in the organization

-Wage policy of the organization

-Financial capacity and overall performance of the company

-Labor market situation

-Economic conditions (inflation, recession, cost of living)

-Unions and collective bargaining

OCCUPATIONAL HEALTH

Occupational health 

OBJECTIVES 

Occupational health aims to prevent occupational diseases, protect workers from the health risks present in the workplace where they work, and establish conditions suited to environmental conditions and physical and psychological capabilities of workers. 

In this context three specific objectives are defined: 

Maintain and promote the health and working capacity of employees. 
Improve working conditions to promote the health and safety of workers. 
Develop systems and organizational cultures that promote health and safety at work, promoting a positive organizational climate, greater efficiency and optimizing business productivity.


The World Health Organization (WHO) defines health as a multidisciplinary occupational activity that promotes and protects the health of workers. This discipline seeks to control accidents and diseases by reducing risk conditions. 

Occupational health care is not limited to the physical condition of the worker, but also deals with the psychological question. For employers, occupational health is a support worker development and maintenance of their working capacity. 

The most common problems we must address the occupational health are fractures, cuts and sprains from accidents, repetitive motion disorders, hearing problems or ear and illness caused by exposure to unsanitary or radioactive substances, for example. You can also handle the stress of work or labor relations. 

It is important to note that precarious employment affects occupational health. A company that has their black workers (ie, that do not have medical coverage) and having inadequate physical space for work threatens the health of people. 

What is occupational health program? 

It consists of the planning, organization, implementation, monitoring and evaluation of all activities designed to preserve, maintain and improve individual and community health workers in order to prevent accidents and occupational diseases. 

The main purpose of an occupational health program is to provide safety, security and care to employees in the performance of their work. 

The increase in accidents, some more serious than others, due inter alia to technological changes or poor employee training, handling delicate materials use, inadequate infrastructure and to some extent by human failure, make necessary for every company to have a manual to guide to minimize these risks and set the protocol to be followed in case of accidents. 


An occupational health program should have the basic elements to meet these objectives, which include general information on accident prevention, medical evaluation of employees, investigation of accidents occurring and a program of training and dissemination of rules to avoid them.

The objectives having the Occupational Health Program are: 

Define promotion and prevention activities to improve working conditions and health of employees. 

Identifying the cause of occupational accidents and diseases and control related risk factors. 

When a company develops its Occupational Health Program, manages benefits: the quality of the work environment is improved, greater satisfaction is achieved in personal and consequently the productivity and quality of products and services is also improved. 


The Occupational Health Program consists of the planning and implementation of activities in medical, industrial hygiene and safety, aiming to maintain and improve the health of workers in businesses. 

SALARY AND ADMINISTRATION

THE CHARACTER

  WAGE

Salary is the remuneration in money or its equivalent paid by the employer to the employee based on the position that he holds and the services it provides. Direct salary is exclusively one received as consideration for the service in the busy office. In the case of employees working part-time, is the number of effective hours worked per month. The resulting indirect wage clauses is the collective labor agreement and plan of social services and benefits offered by the organization. Includes bonuses, prizes, commissions, tips, additional profit sharing, overtime, etc. The sum of direct and indirect wages are compensation. Pay is salary is gender and species. The nominal wage is the amount of money allocated in individual contract for the position held. In inflationary economy, the nominal wage suffer erosion if not updated regularly. According to its complexity

Salary can be considered in different ways:

It is paying a working

It is a measure of the value of an individual in an organization

Locate a person in a status hierarchy within the organization

THE SALARY FOR PEOPLE

In exchange for a wage (interchangeable symbolic element: money) man is able to engage much of yourself, your effort and your life. The salary is the source of income that defines the pattern of life for each person depending on their purchasing power.

THE SALARY FOR ORGANIZATIONS

Wages are both a cost and an investment. Cost, because wages are reflected in the cost of the final product or service. Investment because money represents application by a factor of production (labor) as an attempt to get a higher return.

WAGE COMPOUND

There is a lot of internal (organizational) and external (environmental) factors that determine wages determining their values. The set of external and internal factors is composite wage (wage mix). The factors are:

-Types of positions in the organization

-Wage policy of the organization

-Financial capacity and overall performance of the company

-Labor market situation

-Economic conditions (inflation, recession, cost of living)

-Unions and collective bargaining

-Labor law

CONCEPT OF SALARY ADMINISTRATION

It is the set of rules and procedures to establish or maintain structures of equal and fair wages in the organization, concerning:

Wages with respect to the same charge of the organization (internal balance of wages). It is achieved through assessment and classification of positions on a previous program description and analysis of charges.

Wages with respect to the same charges from other companies operating in the labor market Is achieved by investigating wages.

With this information a wage policy, which is a particular and specific aspect of the general policies of the organization is defined.

Increase the flexibility of the organization giving the means to staff mobility, streamlining development opportunities.

wage policy 

The set of principles and guidelines that reflect the direction and philosophy of the organization as it pertains to issues of remuneration of its employees. It is static. It should contain: 

Fee structure and salaries 

Salaries admission 

Forecast salary increases 

Collective (or cost of living) 

Individual, in addition to collective 

by promotion 

by escalafonamiento 

merit 

Wage policy should take into account other important aspects of the reward system personnel: social benefits, incentives and performance incentives dedicated employees, growth opportunities or career advancement, job security (stability in the company, etc.).

TRAINING AND DEVELOPMENT OF HUMAN TALENT

People are 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 skills both technical and involves mental-Reinduction Induction programs are designed and Guidance This useful for human development and generate a sense of belonging for 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.

Training for human talent represents an action to provide, develop and / or improve attitudes, skills, abilities and skills in order to make them capable of influencing the processes of transformation and technological innovation, and to improve their living conditions. 

Training at all levels is one of the best investments in human resources and one of the main sources of personnel welfare of every organization. 

Training and development of human talent are all activities to guide, direct and integrate employees in the workplace. 

-Training: The process of teaching and learning designed to refine and specialize the comocimientos participant, giving it knowledge, develop you skills, and attitudes have occasion to modify to achieve the goals of course, to improve work processes and job performance.

BIG DREAMS IN THE TALENT HUMAN ADMINISTRATION

IMPORTANCE OF DEVELOPING MANAGEMENT SKILLS

It is one of the main tools in the development of human capital . Competency management makes the difference between what a training course, with a structure that encloses training , training and experience that are necessary to define requirements for a position or to identify the capabilities of a worker or a professional.

It would be important then validate more operational knowledge or experiences less mental - by calling in some way , which is a form of "call" this move to a larger number of people , and also make it more understandable and acceptable to all workers company .

A critical issue that directly addresses the model is driving innovation to technological elliderazgo since workers know their own competence profile and required by him as holding or seeking , identifying and acting on the actions needed to achieve the required profile . It encourages innovative climate and from the base, primarily through self development.

All this can deepen the strategic alliance company - to attract workers with better HR career development, mobility, flexibility and increased employability .

Business projects help make low cost, high value added Net through the use of best HR of the company, assigning them to the needs of each project and allowing the capitalization of experience and knowledge

Organizations are expanding their vision and strategic action. All production process is carried out with the joint participation of many partners. 

Each of which contributes some recourse. 
  Providers contribute raw materials, basic supplies, services and technology. Shareholders and investors contribute capital and investments that constitute the financial support to acquire resources; employees contribute with knowledge, skills and abilities to decision-making and choice of alternatives that invigorate the organization; customers and consumers contribute acquiring goods or services placed on the market; members of the organization contribute something hoping to get a return on their investment. Strategic alliances are a means through which the organization gets new partners to strengthen and consolidate their businesses and expand boundaries. 
The more intimate partner organization is the employee: this inside her and gives life and dynamism.

Fundamentals of modern people management 


The talent management is based on three fundamental aspects: 
. 1 Human beings are endowed with personality and possess knowledge, skills and capabilities essential for the proper management of organizational resources. 
2. Intelligent Activators of organizational resources: People are own power source that streamline the organization, rather than passive, inert and static agents. 

3 Members of the organization: Investment in the organization effort, dedication, responsibility, commitment, risks, etc.. Hoping to receive returns of these investments: salaries, financial incentives, career growth, career, etc.. Any investment is only justified when you bring a reasonable return.