As a university professor, business lecturer and specialist in human management and the expertise in this server, because there are no absolute or static concepts, there are timely and pertinent concepts, conceptual schizophrenia must exist and today our management village requires that leaders, leaders, supervisors, forward managers or stay managers, make prospective of your management, for this it requires applying in all its context that phase of administrative development management.
Starting from the administrative process to plan, organize, coordinate, direct and control, Mr. Chiavenato, author of books on administrative management and HR, parallels this process by structuring his entire platform or HR system in nuclear subsystems of this management symbiosis. human operation and of course its managerial part, introducing the best HR practices, timely and relevant.
First phase: augmentation (labor market research, recruitment and selection or association)
Second phase: application (induction, job training, role structuring, occupational guides, performance).
Third phase: maintenance (wages, benefits, compensation, social security, occupational health).
Fourth phase: development (collective development of the organizational and individual, work and behavioral skills, career plan and succession plan).
Fifth phase: control (HR audits, scorcard balance, indicators, ISO 9001 quality system).
With this background and a better understanding, I have allowed myself to contextualize the item, direction within the human management theme.
It is required to develop the organization of the future, to manage prospective knowledge towards what we want to be in the future according to the strategic direction of the company from there, human management must lead all the critical efforts of success in the area of training or development of personnel or development Human, the problem is that the managerial level of human management is at low levels and not at the managerial level, and there are the problems, we continue to train inertia to spend a budget without the valid justification for why this course was done, having indicator of hours done but how effective that instruction, course, workshop was, with managerial practices at the moment it is possible to coin and manage issues such as the behavioral competencies model, where from thedefinition of generic competences, specific, attitudes, skills and knowledge, and today, labor competencies, which is another global megatrend, the certification of labor competencies, is an important topic, because it shows performance from a performance point of view, knowledge and product the work of a collaborator (official).
Additionally, it allows identifying the career plan or relief cadres in positions, areas, and lines of command, who have gone from their own pecunio, without waiting for the organization to train them, consider their development according to the demonstrated competencies, of course that implies Be clear to the staff that due to their age they would be close to retirement either due to their incompetence at work and not having reacted to the change or their age gives them permission to retire later on having trained their student within a reasonable time.
