Many managers of organizations and human resources have wondered, more than once, how to ensure that an organization works perfectly coordinated and that all its collaborators have maximum performance. The next question was always a few minutes away from the previous one: how can a normal employee learn or acquire 'that' that will make him more efficient and productive in his daily work?
The answer, in recent years, has always been that adequate human resources management could solve the problem and that, for this, human resources should be a business partner. And so it has been, we have turned to knowing the business, the strategies and the organization and, nevertheless, we continue to think that we are missing something.
Indeed, we had forgotten that each person is a phenomenon subject to the influence of many variables and, among them, the differences in terms of skills and behavior patterns are very diverse. From this perspective, if organizations are made up of people, all those actions aimed at developing them will have a positive impact on the organization. In other words, human resources management has become talent management and this is because the approach with which the organization is observed is already different.
The management that begins to be carried out now is no longer based on elements such as technology and information, but "the key to successful management lies in the people who participate in it." What is needed today is to get rid of the fear that the unknown produces and to enter the adventure of internal change, continually innovate, understand reality, face the future, understand the company and our mission in it.
There is no doubt that many workers are generally dissatisfied with the job or with the prevailing organizational climate at any given time. This has become a concern for many managers as it is clear that, with the passage of time, these points become increasingly important.
All managers and middle managers must act as key people in the use of personnel management techniques and concepts in order to improve productivity and performance at work. However, this is no longer enough: we must use talent management techniques in order to have a real impact on the results of the organization.
Human talent provides the creative spark that, in any organizational model, makes ideas flow and innovation and business development appear.
The job of the current hiring manager, the director of human talent, is to influence the relationship between an organization and its employees. How this relationship evolves will make a difference.
