Summary
In this essay, it is presented to analyze some relevant points to take into account for a good talent organization, so that it is a great help for the company to achieve its objectives and, on the other hand, that the collaborators feel comfortable doing their work. knowing that their activities are of great value. Among the points to highlight is to make known to the collaborator his functions and that he has no doubt in his functions to perform. That from the beginning they are made aware of the objectives of the company, always keeping in mind that they go hand in hand with the strainers in such a way that it is easy to achieve the objectives.
Tips for a good talent organization
introduction
The present work, to try to analyze some factors for a good organization in the companies, and not to create positions that are not necessary for the organization. But there are only the positions that the company requires according to the turn and size of the company. Also, that the staff of the organization be effective and efficient, in order to increase production and reduce cost, which is what every company wants to achieve. Among the points to highlight is that the objectives of the company are consistent with the collaborators, so that they can work at ease and without any inconvenience, and that they enjoy their work. That it is not only about giving the company a result but as a human being they are better and they are trained. Below we will see the points to consider for a good talent organization.
II. Background
It is essential to mention the importance of the organization in companies, since having the required personnel and above all that is suitable for each position will allow it to be efficient in the functions to be performed and for the company to be successful. As part of the administrative process is the organization and as well defined by the author Koontz "Establishment of an intentional role structure for people to perform in an organization" (Harold, 2008). The author tells us that establishing a structure in the organization of the company is according to the roles to be played, so that the people who are in the assigned position do so effectively and efficiently;It is not only a matter of having the right people for the positions but also that they are the necessary ones in the organization since for the company it is not beneficial for there to be several positions for an area and not covering the activities that you have to do. Looking at it from another point of view it generates more expense to have a person who is not productive and yet causes expense in the organization.
“People who work together as a group to achieve a goal must have roles to play” (Harold, 2008). As the author correctly mentions, it is vitally important to have roles for each person who works in a group and, above all, to establish the goals and objectives to be achieved in order to work together and have a common goal to achieve. Establishing the roles in the organization will avoid that the functions in the organization are duplicated and that the goals established in the group are not achieved at the end of the day. The role implies that the activities carried out by people in the company have an objective, and the activities they carry out are in accordance with the effort that the group has and also that it will have to yield results to the authority. For them it is important that people know their roles to perform and their goals to achieve,and also provide you with the necessary tools to achieve your goals effectively and efficiently.
"The purpose of an organizational structure is to help create an environment for human development" (Harold, 2008). Now it is not only about the benefits for the company, but it is intended to help our staff in the organization, in which they must be designed according to the skills of the person and also personal motivations that they have.
Prune "Designing an effective organizational structure is not an easy managerial task." (Harold, 2008). It is not an easy task for companies, since it is where they face many problems for their structure in the company and adjusting to the needs to be covered.
III. Development
After knowing the concept of organization and analyzing the importance it has in the organization, it has been possible to identify that "It is a means through which the best way to achieve the objectives of the social group is established" (García, 2006). As the author refers, having a good organization in the company will allow us to achieve the goals of the organization. Organizing is grouping activities and assigning the necessary activities to achieve the goals, in which responsibilities are assigned to the work group and is a hierarchy for a good relationship and communication in the company. Having a good organization is intended to obtain the maximum possible use of human elements in the organization.
The following are important points to consider in order to have a good talent organization.
In the main and of vital importance in an organization is to establish the goals and objectives that you want to achieve in the company or in a specific area. You also have to consider the size and turnover of the company in order to create the necessary positions in the company. Since according to the size of the company, the functions to be performed and the hierarchies and activities necessary to achieve the objectives established at the beginning can be established.
"Systematization. All the activities and resources of the company must be rationally coordinated in order to facilitate work and efficiency ”(García, Fundamentos de Administración, 2006). In that we can see that it is evident that the activities and resources of the hand must go hand in hand in such a way that it is related to our human capital to facilitate the work and achieve the objectives efficiently.
A relevant point for talent organization in our company is to assign activities and responsibilities, in such a way as to organize as well as possible so that the activities are not duplicated. It seems easy to describe this point, but in real life it is not usually easy. Since it involves grouping, dividing and assigning functions in order to promote specialization, and be the ideal person in the job, which forces companies to train our staff to specialize in the area and obtain the best results.
"Hierarchy. The organization, as a structure, originates the need to establish levels of authority and responsibility within the company ”(García, Fundamentos de Administración, 2006). In which the author refers to the structure of the positions that the company will have, the hierarchy shows the relationship and communication that exists with the other areas of the company and also identifies the authority to which they belong. Because if the organization does not identify its authority, it will have to account for the results achieved in its activities, which would cause employees to do what they want and not achieve the objectives that the company wants to achieve.
One more point to consider for a good organization in companies is "Avoid slowness and inefficiency in activities, reducing costs and increasing productivity" (García, Fundamentos de Administración, 2006). The author makes reference that the activities carried out are effectively and efficiently to achieve good productivity in the organization. Trying to eliminate duplication in the activities and rather focus on the main activities, always achieving the goals. Establish rules in the area in which the worker carries out his daily activities and at the end of the day is not pending and all pending are done that same day. Which will allow us to obtain good results in the product and also to reduce costs.Each person in charge of the area must bring the staff together to publicize the objectives to be achieved in the short, medium and long term so that the collaborators take into account the importance of achieving the objectives in the area, not only consists of that the objectives to be achieved are made known to them, but that all the collaborators of the organization can understand each one of them, so that the objectives of the company are in line with those of the collaborators. In which they feel comfortable collaborating and enjoy doing their activities and it is not a workload.It is not only that they are made aware of the objectives that they want to achieve, but that all employees of the organization can understand each one of them, so that the objectives of the company are in line with those of the employees. In which they feel comfortable collaborating and enjoy doing their activities and it is not a workload.It is not only that they are made aware of the objectives that they want to achieve, but that all employees of the organization can understand each one of them, so that the objectives of the company are in line with those of the employees. In which they feel comfortable collaborating and enjoy doing their activities and it is not a workload.
In companies, normally when they hire staff, they are made aware of the main functions they will have, and many of these companies do not make use of the job descriptions and profile in which they indicate and that the collaborator knows from the outset their main functions that they have. daily, weekly, monthly or if it is annual; as well as your direct boss or supervisor who has assigned you. In the data that must also be made clear when the relationship and communication that you will have with the different areas in the company begin to work.When providing the collaborator with the description and profile of the position to collaborator, they should read it carefully to know the functions to carry out and in case there is any doubt in any specific activity, the recruiter must explain the relationship with the role that they have in the organization.. From the outset, by providing the worker with this information, their responsibilities and the relationship with the different areas are again defined. "The more specific and less an individual's field of action, the greater the skill" (García, 2006). As we can see, the author refers to the benefits that can be achieved in the organization by specifying its functions and field of work.From the outset, by providing the worker with this information, their responsibilities and the relationship with the different areas are again defined. "The more specific and less an individual's field of action, the greater the skill" (García, 2006). As we can see, the author refers to the benefits that can be achieved in the organization by specifying its functions and field of work.Initially, by providing the worker with this information, their responsibilities and the relationship with the different areas are delimited again. "The more specific and less an individual's field of action, the greater the skill" (García, 2006). As we can see, the author refers to the benefits that can be achieved in the organization by specifying its functions and field of work.
Previously, hierarchization in the organization was mentioned since authority is defined in it, again mention is made but specifically in the command unit it tells us
“… That when determining a center of authority and decision for each function, a single boss should be assigned, and that subordinates should not report to more than one superior, since the fact that an employee receives orders from two or more managers will only cause leaks of responsibility, confusion and inefficiency ”(García, Fundamentos de Administración, 2006, p. 115).
Here it is important to point out that there should only be one boss, which the subordinates address and give results of the activities, not only of the results but also to consult doubts or go to solve problems in the area. By not appointing a single manager in the area, it creates confusion for collaborators to go and report what is happening in the area.
“Amplitude or section of control. There is a limit as to the number of subordinates who must report to an executive, so that he can carry out all his functions efficiently ”(García, 2006, p. 116). The author Kootz refers to the fact that there is a subordinate limit that an executive must have, since having a large number of subordinates, it is not possible to serve everyone and the functions that are carried out are no longer efficient. For this, the appropriate number of personnel must be assigned, so that all personnel can be attended to in terms of important functions and the objectives established in the area are achieved.
“From coordination. The units of an organization must always be kept in balance ”(García, Fundamentos de Administración, 2006). In this the author makes reference to the fact that it is not necessary to have departments that the company is not efficient, but rather focuses mainly on the turn of the company and on the important functions in the organization.
The organizational structure that is generated in the company must promote harmony and be in conjunction with resources that the company has, in order to meet the general objectives. All the functions of the company must be linked to support and complement each other in order to achieve the objectives and that there are common objectives.
And last but not least, the motivation of our staff, always mentioning the value of their role in the organization and that without them the organization would not be what it is and the achievements it has achieved has been thanks to their effort.
IV. conclusion
This work shows us the importance and relevance of having a good talent organization and what points should be taken into account to create a position. And among the most important thing is that it is according to the line of business and size of the company; It is not necessary to have all the departments that a company has, but it is according to the needs of the company. And among the relevant points is to establish the objectives to be achieved and that when possible it is that they are linked with the collaborators, and also to publicize the objectives of the company in such a way that they realize the importance of His work, which not only consists of giving results for the company, but also as a human being grow and become better every day.Taking these tips into account will be of great help increasing productivity and also reducing costs.
V. References
- (2006). In M. García, Foundations of Administration (p. 115). Mexico: Trillas. (2006). In M. García, Foundations of Administration (p. 116). México: Trillas. (García, M. and. (2006). Fundamentals of Administration. México: Trillas. (2008). Administration a global and business perspective. In K. Harold, Administration a global and business perspective. (P. 30). Mexico, DF: Mc Graw-Hill. Koontz, H. (2008). Management a global and business perspective. Mexico, DF: McGraw-Hill. (2006). In MG Lourdes, Foundations of Management. (P. 112): Mexico: Trillas.Münch Galindo, L. (2006). Foundations of administration. Mexico: Trillas. (2006). Foundations of Administration. In L. Münch Galindo. Mexico: Trilla.
