The skills of the 21st century professional

The world is experiencing constant changes, changes that we are witnessing day by day, these various social, political, technological and economic processes are producing in the international, national and local labor market, new professional skills, where new professionals must gather a series of characteristics, skills and experience to achieve a space or opportunity in this society of information, knowledge and human talent.

In the midst of these great advances, scientific and technological developments, the world of work has changed its scheme, every day it becomes more complex and explosive, because the demands and Standards of companies and / or organizations need to have a management team at all costs. Internal to its organizational structure has proactive, efficient, creative professionals who accept the changes and challenges of new practices and the demands of the global labor market.

The 21st century professional, regardless of their radius of action, must possess a set of characteristics and potentialities such as:

Communication

Leadership

Systemic vision

Teamwork

Knowledge of New Technological and Management

Practices Empathy-Synergy.

Learning. Negotiator

Motivation-

Effective Diplomacy

Continuous and Situational Learning.

Ethics - values

These characteristics are some of the competences that future professionals who aspire to join the new labor market in the information and knowledge society in an effective and non-traumatic way should bear in mind.

It is important to highlight that to this, other factors must be added that will dynamize the combination of success between the parts that involve the management process and the flows within the company, these other factors are, financial capital, technology, structural, social and human capital, these components are the axes of balance and development of the organizations that play Win-Win as a strategy of commitment, equity and success in the new information society, knowledge of human talent.

In addition, all companies and / or organizations that are willing to join this entire process of change, must take into account that today the projects and challenges of new professionals are more ambitious, they play risk, opportunities, benefits economic, social and its projects are more focused on the medium term.

This means that that myopic vision has been put aside, where the professional who entered private or public organizations aspired that his professional development project would be carried out in one or two companies, this model was very fashionable in the time of the 1980s, but with the passage of time that way of thinking and acting has given a great paradigmatic shift to give way to a new philosophical conception where the value lies in the knowledge and opportunities that it offers.

The new society of information, knowledge and human talent, what stands out the most is the value of knowledge, both tacit and explicit, intelligent organizations develop effective strategies to attract the best in order to strengthen and become more competitive to position themselves effectively in this world of globalization.

It is important to highlight that intelligent organizations are realizing that their physical, technological and financial assets not only provide the ability to generate reasonable competitive advantages over time, but also have human capital, and today man has left from being a resource to becoming an important asset throughout this process. It is important to highlight that globalization in business has produced, direct and indirect effects on human capital management, the growing wave of global mergers and acquisitions, which occur in a more vertiginous and continuous way each time, imply violent changes in paradigms management, hence the strongest organizations,smart and competitive have programs both internally and externally for professional development and updating.

This strategy used by successful organizations seeks to awaken interest, in turn, maintain and protect their management teams, incorporating attractive economic and personal development packages so that they continue to be incorporated into their management staff, as well as offering opportunities such as participation in decision-making participation in the shares of the company.

For this reason, the new competitive reality demands from organizations and companies in the world, new ways of thinking about how to act in business and how the competencies of professionals should be because they are challenged every day more dialectical and less indecipherable.

As Peter Drucker puts it: “knowledge is today the only significant resource. The traditional factors of production (soils, natural resources, labor and capital) have become secondary because in this new era everything falls on knowledge, this is known by this specialist as the revolution of knowledge or knowledge.

The vision of this great management guru has been unequivocal and shared by me and many other specialists, because this society in which we find ourselves inserted the philosophical foundation focuses on knowing, learning continuously in addition to risk, competition, win-win, in the reinventions of knowledge as successful strategies.

In this framework, the challenges of new professionals in the 21st century will encompass multiple facets of this dynamic and changing reality, it is important to note that intelligent organizations are aligning themselves with the philosophy of quality, excellence and that of reaching their customers on time. clients, but this is no longer achieved with the incorporation of large armies of professionals, these strategies have undergone a great turnaround, nowadays it is proposed that only with high-performance teams can companies take on all the challenges, that is, they no longer has resources to have.

This whole process has produced great concern at all levels and in particular in universities, where more than a decade ago profound changes have been initiated in the curricular designs, teacher evaluation and teaching strategies, with the aim of produce professionals with the necessary competencies and the demands of the organizations and / or companies of the new economy.

Taking as reference words of Jackelin Ord and Karmen Guevara, the nature of work has changed and this is based on new technology, it is important to highlight the incorporation of financial capital, structural capital, human capital, capital, social capital, innovation capital and learning and organizational capital all these components are decisive in this process.

Bibliography

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BONTIS, Nick, “Intellectual Capital: An exploratory study the develops measures

EDVINSON, Leif; Michael S. Malone, “Intellectual Capital: Realizing your companys true value by finding its hidden roots”, HarperBussiness, United States of America, 1997.

KAPLAN, Robert; David Norton, “The Balanced Scorecard: Translating strategy into action”, Harvard Business School Press, United States of America, 1996.

KIESO, Donald; Jerry Weygandt, “Intermediate Accounting”, Editorial Limusa & Wiley, Second Edition, Mexico 1999.

LIEBOWITZ, Jay; Lyle C. Wilcox, “Knowledge Management and its integrative Elements”, CRC, United States of America, 1997.

MORGAN, W. Bruce, "Strategy and Enterprise Value in the Relationship Economy", International Thomson Publishing, United States of America, 1997.