Human resource management must be seen today as a tool for companies, nuanced with comprehensive, systemic, strategic and proactive approaches.
In the current era where knowledge is the fundamental basis of any source of competitiveness in organizations, it should be noted that the current concepts of this "man" asset, or more specifically his talent at the service of his organization, plays a fundamental strategic role.
The aforementioned is affirmed by the need for a systematic and open-ended approach that organizations must have to face the challenges and difficulties that arise, being part of an environment as irregular as the one that today encloses the business world, characterized by the process of Neoliberal Globalization that surrounds companies today.
It is for this reason that the idea that human resources are the fundamental factor of success is further strengthened, taking into account the contribution or not of their knowledge and skills to create, the differences or limitations to which they are subject can be eliminated. companies in today's world. An efficient and effective management of them is today the fundamental priority to achieve the required level of competitiveness.
The concept of "man" has evolved in the business context as management has changed, focusing on four terms as they have appeared, these are:
- Personal Human resource Human capital Human talent
According to what the Aristos dictionary says, these are defined as:
Personal: It is the set of people belonging to a certain class, corporation or dependency.
Human resource: It is the set of human capital that is under the control of the company in a direct employment relationship, in this case people, to solve a need or carry out any activity in a company.
Human capital: Set of knowledge, abilities and aptitudes inherent to the individuals that make up the organization.
Human talent: It is the intellectual ability of men in an organization valued for its natural or acquired capacity for its performance.
The characteristics of Higher Education institutions, the level of training of their employees, the complexity of the processes that take place in it, will support the need to manage Human Talent in the task of taking on the challenges of today's world.
Other terms discussed and valued by different authors in the field of management are, Administration, Management and Direction, where each concept has its interpretation.
According to Menguzzato, in most Management works translated into Castilian, especially in Latin America, the term Administration is accepted, however, this term is not entirely satisfactory inasmuch as it has a certain public connotation on the one hand and on the other makes one think of the administrative tasks of the company.
The term Management expresses a specific function within what organization means, namely the coordination and command of the human factor; and also designates the management team of a company, as well as the place where the boss resides.
On a larger scale, the term Management is used, which although in Spanish usually refers to the short term and operational level, French schools use it as a meaning in that this type of school is more oriented towards the environment. In this work, the term «Management» will be used, referring to the treatment of Human Capital, both at the strategic, tactical and operational levels.
Making an exhaustive assessment of the above concepts, it can be concluded that the term Human Capital Management (GCH), refers to the definition of strategies, policies, procedures for executing human resource practices, indicators of effectiveness and principles that have as objective to achieve full identification of individuals with the organization, achieving favorable links between them always following a participatory approach and complete communication. The management of this asset will be more effective the higher the level of commitment and motivation that the worker has, which is a primary task to achieve organizational success and achieve a high level of competitiveness.
It is necessary to mention the evolution that the concept has had regarding the treatment of Human Resources in organizations. Initially emerged as the first function from which the scientific organization of work arises, whose father was Frederick W. Taylor, then the so-called Personnel Administration appears , a concept cited by several authors (see table # 1)
Table # 1 Concept of Personnel Administration, referred by several authors
| Author and year | Concept |
| Ortueta | Well-managed registration and termination procedures, neatly collected files and correctly applied labor legislation |
| Martínez Martínez | Payroll and fulfillment of a series of bureaucratic procedures related to personnel |
| Ferriol Molina | Manage the preparation and payment of payrolls, attendance control, carry out legal procedures in relation to hiring as the most important activities |
| S / A | Preparation of receipts for wages, payrolls and control of work attendance, this function being framed, according to the type of organization in which it is carried out, within the different management bodies of the company |
Carrying out an exhaustive evaluation of the above concepts, it can be highlighted that this is part of the first practices that manifested themselves in the origins of the Human Resources function in organizations at that time, where personnel administration was the first stage for which passes the Human Resources function.
The elements referred to in the concepts lack a systemic focus and focus on separate tasks or functions of a routine and bureaucratic nature related to the remuneration of workers, the control of labor discipline, absenteeism and others, this function could be performed by a specific specialized body or be assumed by another apparatus of the company, the approach that followed was reactive or "Post morthem", acting on an event that has already occurred, and as a last aspect denotes the lack of a strategic approach as there is no relationship some with the objectives of the organization.
Following this concept another one appears called Human Resources Administration, which arises as organizations progress and assimilate scientific-technical advances, which concludes in a modernization of the personnel function materializing in the evolution of the old concept to the current one, this concept is treated by several authors defining it in the way that is expressed in table # 2.
Table # 2: Concept of human resource management offered by various authors.
| Author and year | Concept |
| Chiavenato | The planning, organization, development, and coordination and control of techniques capable of promoting the efficient performance of personnel, while the organization represents the means that allows people to collaborate in them, achieving objectives related directly or indirectly to the job. |
| Stoner | Administrative function that deals with the recruitment, placement, training and development of the members of an organization. |
| Ortueta | Purpose to prevent results and to control the coincidence between our forecasts and the events that occur on a daily basis. |
| Paez | Design, establish and control personnel policies, norms and procedures facilitating various functions such as selection, training, classification, remuneration, development promotion, security, relations and communication. |
| Pereda | Help define human resource objectives, design plans to achieve them, carry out the planned actions at the appropriate times and apply the necessary controls to verify that the expected results are being achieved, and otherwise introduce the appropriate modifications. |
The concepts provided by the authors consulted about Human Resources Administration coincide in some points such as: It is considered as a business or administrative function, with elements perfectly identified with the entry and maintenance of individuals in organizations, a first step in the reconciliation of individual and organizational objectives, so the influence of the strategic approach begins to be observed, the first steps already appear in the preventive nature of the functions of Human Resources, something that did not occur in the previous concept, it begins to think of the person as an active entity within the organization, with personal needs and aspirations that the organization must contribute to satisfy.
Finally, another concept appears related to the functions of Human Resources, which is still evident in daily business practice in organizations, on which several authors have made their assessments and important theoretical contributions, this concept is Management of Human Resources, see table # 3.
Table # 3: Concept of Human Resources Management offered by various authors
| Author and year | Concept |
| S / A | Set of policies, plans, actions and programs prepared and executed by the company management to achieve the optimization of human resources, through the application of different techniques, to achieve business purposes |
| The letter G | He points out that the organizations that have reached this level of development place the Human Resources department at the highest level of hierarchy, where they participate in the definition of business objectives, policies and strategies. |
| Ferriol | It is understood as the activity carried out in the company to: · Obtain, train, motivate, reward and develop the human resources that the organization requires · Design and implement the organizational structure, systems and mechanisms that coordinate the efforts of these resources so that the objectives are established in the most effective way possible. · Create a company culture that integrates all the people who make it up into a community of interests and relationships, with shared goals and values that give meaning, coherence, motivation and dedication. |
| Pereda | It refers to all managerial decisions and actions related to the characteristics of the relationship between the organization and its employees. |
Regarding the analysis of Human Resources Management as the most advanced and comprehensive concept of said function in a successful organization, and having interpreted the concepts offered by various specialists in the field, it is essential to highlight the strategic nature that it possesses. it gives a much more organized approach to the personnel training process, the proactive nature of the HRM is consolidated as an important element, acting as a forecaster of deficiencies and possible difficulties that may arise, in addition to having expectations and needs as a reference center staff, their level of satisfaction, the motivating elements that play a decisive role for good management.
