Companies in the business world in the new economy develop in a highly competitive, innovative, creative and changing environment, where technologies and management models expire quickly and with them their income advantages, leaving behind an entire infrastructure created for this purpose, putting organizations at critical points to stay in the market where it develops its productive activity.
Facing this scenario in such a dynamic world is a complex process full of uncertainty for companies today, for this reason the company has begun a process of review and analysis within its entire organizational structure in order to promote meetings with specialists and non-specialists to know where to realign their future strategies.
This process is framed within the participatory and active conception of democratization, which aims for decisions to be consensual within the organization, this modern vision inserts us into a different style of work and that is, if the goal of all Organization is to innovate and adapt to changes quickly, the main way to achieve it effectively is through Human Talent Management, new business management.
For this reason, all companies that seek to realign themselves to the reality of Business in the 21st century, are obliged to manage that Talent they have in their people and incorporate new human talents to Innovate and adapt to the Changes that occur in the world of business and work.
This approach leads us to a different management style at work and that is that if the goal of any Organization is to Innovate and Adapt to Transcendental Changes, the main way to achieve it effectively is through Human Talent Management, since this is what allows you to adapt man to new technologies and scientific developments according to the characteristics of the Organization.
It is important to highlight that the human talent of possessing a set of professional and psychological competences:
• Critical analysis
• Reflective capacity
• Technical knowledge
• Adaptation
capacity • Team or cooperative work
capacity • Organizational capacity
• Competence in administrative management areas
• Communicative Management
• Emotional Balance
• Leadership
• Shared Vision among others
• Empathy and Results Orientation
It is important to note that all these competencies are interrelated, since they flow as an integrating system where none by itself generates impacts, becoming a cycle that is constantly repeated.
Here are some very important considerations that should be taken as references to face this reality that wraps us daily in this new era where organizations and their people who seek to insert themselves assertively must follow:
• Opportunities come and go at high speed. The distance between what can be imagined and what can be done has never been smaller.
• Organizations and their people become centers for the production of social wealth and adding value that becomes one of the main functions of the companies and their people.
• The innovative activities of organizations and their people become axial and precisely for this reason their critical function is essential for their development and success.
• The philosophy of the company and its people for the 21st century must start from the premise of innovating first and this must start at home, innovate in the structures, organizational functioning to turn it into a learning organization.
It is substantial to note that to be successful in a competitive world, individuals who enjoy the challenge and manage uncertainty are needed, who see learning not as managing a confusing kaleidoscope of knowledge, but as the only way to survive who stops learning begins. to die.
Faced with this reality, companies and their leaders must be willing to assume the changes and transformations that are taking place in this sector because, faced with an attitude of indifference, companies that seek to insert themselves effectively must have a strategic plan for reinvestment in technological infrastructure, scientific developments and research, organization and systems, training and promoting a culture and organizational climate for success with a shared vision.
In the opinion of the specialist Tom Peters, companies and their people must generate added value and this is generated within intelligent teams that will be formed around businesses and / or customers.
From there the need for change emerges, where smart leaders and their management team must rethink and align themselves with the reality of the model of efficiency, competitiveness, innovations and human capital, the philosophy proposed by this model is based on 4 important mechanisms that are going to originate efficiency paradigms, these are Global Trade, Global Production, Global Finance and people.
It is important to note that companies and their people in Latin America and the Caribbean are beginning a phase of reflections, reconversion in order to join the undeniable realities of the business world, this new phase is complex due to its own dynamics and combined with the world and regional crisis which produces a set of strategic measures to be applied to renew its entire organizational and productive structure.
This reality by its very nature needs leaders and teams that adapt and assume the commitment, challenges to propel companies to the new reconfiguration of the 21st century, where the value falls on its people for their value and knowledge, and it is also owed to encourage them to carry out the work with better results each time to successfully insert themselves to all the demands and demands that the challenges of the new economy propose.
Finally and to conclude, we invite the followers of our column to review with this structured the ranking of the 100 most successful companies in Latin America in the * Power 360 Magazine * where an economic analysis was made of how the companies are developing in the different productive sectors and what are the indicators that were used.
