Globalization and technological changes have progressively influenced the conception of the worker and the work he does in achieving productive goals, which has led companies to seek changes in the management of human talent, opening spaces that allow the development of the worker's potential.
Globalization, technological changes in communications and information management, as well as the value of knowledge, have significantly influenced the conception of the worker, his contribution to the organization and his relationship with it in productivity.
In the first decades of the 20th century, various names were given to the handling and management of personnel, which have been evolving with the resurgence of new theories.
Initially, the "Personnel Administration" model was used, which insisted on compliance with internal rules and the demands of companies on their employees with regard to productivity levels. A model that is not very healthy because personnel were lost considerably due to lack of safety and hygiene, as well as decreased productivity.
This concept is gradually changing and becomes the focus or model of "Human Resource Management" which is nothing more than the recruitment and selection of staff according to the needs required by the position, with the respective salary, as well as that training and industrial safety, conditions that make the work environment the most suitable and safe for the worker in the interest of greater productivity. However, there is no relationship between the worker and the company, because the individual is considered as a "substitutable" resource or input that is part of the production machinery. He is ignored, and his personal goals and abilities are ignored.
The importance of the worker as an active member of the company, gradually became relevant with the participation of psychologists, transferring psychological theories to the administration. Initially, McGregor and Herzberg's theory of motivation, later the postulations of the Humanist School considered as the third force, among which Carls Roger, Rollo May, Abraham Maslow, among others stand out, were taken as a reference for conceptual change that the worker had within the company.
These authors affirm that the human being is self-determined, through his existential project, they emphasize Self-realization and the Development of Human Potential. They conceive the person capable of making responsible decisions and with a rich internal experience that they aspire to carry out and execute through the work they do within the company.
Therefore, it was alleged that the old concepts of human resource management managed to alienate the worker, since the work he was asked to do did not allow him to use his abilities and skills in a mature and productive way.
The worker was not a resource but the most valuable capital and therefore "indispensable" for the achievement of production goals. In such a way that the concept of Human Resource remains in disuse, to become «Human Talent«.
The company then not only has the responsibility of managing the development of the potential of its workers, but the guarantee that said potential generates higher levels of profitability, and less cost, since by increasing their capabilities the worker obtains greater creativity and commitment to the new challenges that the company faces every day.
The word potential describes the ability in something, so the human potential is all that a person is capable of doing, achieving in any aspect of life. It is an attribute of change, which has to do with an infinite process of creation and recreation of oneself. This premise allows us to understand that the potential can be "trained" and developed. Humanist psychologists agree on four premises for such development:
-The Autonomy and Social Interdependence, which are complementary principles, only an individual who is autonomous can be responsible to the community.
-The Self-realization, which is an inherent tendency to the organism that drives us towards growth and differentiation.
-The Search for Meaning, intentional character of human action. Man is moved not only by material motivations, but by axiological principles such as freedom, dignity, and justice.
-The Global Conception of Being, the human being is a holism. Your feelings, thoughts and actions in an organic whole.
Being clear that it is the potential and its development, in the same way we must clarify that a company is a social system, where there is a set of positions and rules, through which it can achieve success. Every company must be continuous, fluid and a means that allows the worker to achieve his personal goals, as well as those of the company.
The premise follows that in order to achieve the development of human potential, there must be an individual-company relationship, in which the need to self-actualize, make use of all their talent and seek a sense of meaning and achievement in their job. Seen in this way, satisfaction with the work done and the use of their own abilities are what foster the principles of motivation, fundamental in work activity. This allows us to affirm that there is no conflict between the self-realization needs of the person at work and the effectiveness of the company. The worker can achieve his personal goals in conjunction with those of the company, thus achieving greater productivity.
Currently, the aim is for the individual-company relationship to be holistic and for this purpose, the psychologist, like other specialists such as the coach, provide the worker in a joint and participatory way, methodologies that allow them to learn by themselves how to change and build your self concept in such a way that you can unleash your full potential.
Carl Roger affirmed "… that the behavior of the person is usually consistent with his concept of himself, so that by modifying the self-concept the individual changes…"
Similarly, Wilhelm Reich warned “… that if a person's attitudes are not very flexible, their body also becomes rigid. There is a functional unity of the body and the mind… ”He described how chronic muscular tensions prevent the expression of emotions, conditioned the way of perceiving and being perceived, and made them handle anxiety in a characteristic way. "The set of muscular tensions constitute a true armor or armor."
Reich's works gave theoretical support to many body therapies, in which in addition to working on psychological content, they paid attention to body postures, tone of voice, or breathing.Both contents revealed the way in which we organize our defenses, the way we perceive the world and the management of our impulse. In other words, what is our own, what has been recorded in us and with which we sign all our actions with a unique seal. To the extent that the person can confront those attitudes and modify them, her body heals, stress levels disappear, absenteeism is reduced and the cost of professional risks is reduced. Thus achieving a connection ready to change and discover new skills that allow you to recreate your life project with responsibility, leading to full satisfaction.
There are different schools in the development of human potential, with different methodologies and work techniques. Ideally, a needs statement should be made and the most suitable methodology chosen, all done by a specialist in the field.
These theoretical approaches have managed to change the direction in the management of human talent, since they have embraced it so that the company has become the first manager of change, the promoter of new concepts through learning, which is not only intellectual and informative, but it is an experiential process that transforms the person, leads him to reassess his self-concept in a positive way, reflecting on his family and work environment.
This transformation helps us to modify beliefs that notably influence the work culture and the organizational climate, so that by breaking them we improve the work methodology, the objectives are clear and precise, in this way there is no ambiguity for the worker in taking of decisions and accomplishment of its work. By stimulating your inner strength, it allows you the ability to face new challenges, thus displaying new skills that allow you to consecutively seek success.
This contribution that the company makes itself influences in a remarkable way, for what the company will be tomorrow. Given the current trend of fluctuations in new markets, the company requires that new quality methodologies are constantly managed to compete, that is, it must provoke changes to gain space, carry out innovation processes that break schemes in order to win new markets that They have not yet been welcomed with a potential for new clients and this will be thanks to a management aimed at developing the potential of its members, in order to obtain what is always sought: business success.
