One of the management issues in organizations that has been most debated in recent decades is the focus on competencies and, consequently, a concern in organizations has been knowing which competencies should be required during the process of incorporating human resources into an organization.
Likewise, already immersed in the second decade of the 21st century, we find ourselves in an uncertain economic and geopolitical context. In this sense, not only organizations must adapt to changes, but also people, who in order to stay current and competitive in the market., they must develop a set of competences that make them more effective and efficient both in their organizations and in their personal lives.
We can define competencies as “all those observable and measurable human capacities necessary to achieve excellent performance and high-quality results. These capabilities include both skills and knowledge, as well as attitudes, motivation and commitment. ”
Regarding the process of incorporating human resources, Henry Fayol defined it as "looking for the right man for the right job" but times change and although this concept has not lost its validity, the process is broader and more complex, where development New technologies have made one of the dilemmas that organizations face in the process of incorporating human resources is to decide between experience or youth in candidates for a position.
This dilemma may not be so complex to solve taking into account the profile of the position that the organization is looking for, given that in some positions in an organization, mainly those of an operational nature and requiring more physical effort, they are the youngest and most On the other hand, less experience that could satisfy the needs of the organization, while for mid-level administrative and managerial positions, older and experienced people are possibly the ideal ones to meet the needs of the organization.
Ello bajo la premisa que todos los candidatos tanto jóvenes como mayores, cuenten con las competencias para el puesto requerido y ello incluye el tener conocimiento de las nuevas tecnologías aplicables al puesto al que postulan, de forma tal que se encuentren técnicamente vigentes y por lo tanto aptos para desenvolverse con eficiencia y eficacia en el puesto al que postulan dentro de la organización.
Now, another factor that fuels the dilemma in organizations in the process of incorporating human resources are the expectations that the hired worker will stay in the organization for a reasonable time, in this case, according to the latest trends in permanence in organizations, it is the younger workers who are more likely to spend a relatively short time in an organization, given that they seek to enrich themselves with new work experiences and take on new challenges, whereas older workers seek greater stability and seek to consolidate in the organization contributing their vast experience. The organization must make a decision based on its own expectations for each position.
Finally, I must indicate that a good process of incorporating human resources allows taking advantage of competent people wherever they are, so an efficient process of incorporating human resources will allow the organization to have competent workers who are committed to their organization, where the honesty, transparency and integrity of workers are increasingly relevant and appreciated values in organizations.
