EDUCATION AND TRAINING OF HUMAN TALENT

Training is involves workers to develop their skills and knowledge and to be able to cope with with more involvement in the execution of their own work. Such knowledge can be of different types and these focus to different endings individual and organizational.
The training must comply with the objectives and the principles of personal, professional and labor since they formed part of the development that leads to the company be clear and present as part of your lifestyle

The benefits that has an organization with training given workers is to improve knowledge of the post at all levels, and by the consequent raises the morale of the labour force, and at the same time stimulating to each work improving the jefes-subordinados relationship.

Training is an aid to the understanding and adoption of policies. With help of this streamline decision making and solving problems, promoting development with a view to the promotion.


More in favour of the training is that it contributes to the development of leaders and leaders increases the productivity and quality of work, helps keeping costs low.


Stages of the process of training and development
Need: the first step to this process is recognizing the need for the company or each Department, analyzing each of the individuals.
The instructional design: here resources or methods needed to carry out the training meet and comply with the objective of learning during the training.
Validation: this point as its name implies, validates the training by the participants in order to ensure the validity of the programme.
Application: this stage worker shows his skills and promotes the training successfully.
Monitoring and evaluation: here assesses the reaction, the learning of each capacity, behavior and take within the company where the improvement in their job performance is determined by monitoring. (HRFocus, April 1993).

TALENT HUMAN IN COLOMBIA

The management of human resources has become a strategic pillar of the modern business management. Every day people are an advantage competitive for the Organization, and is why investment in processes selection, training, compensation, assessment has grown in the last years.

Often a certain attitude is attributed to the small and medium enterprises rejection to new methodologies and systems of resource management Human; instruments that have been shown to be efficient in large organizations in response to the current demands of the socio-cultural environment,technological and economic. 

Before blame SME your skepticism and critical trend in terms of staff, we must ask ourselves why This attitude which, with only deepen a little, it would seem more indicative organizational health than lack of vision directive (Soto-Dolan,2004).

In fact, SMEs possess characteristics which are not always designated and It requires a specific consideration. It is not just of companies smaller, the real is that they have characteristics and requirements that they condition the effectiveness of any methodology of planning and management human resources (Soto-Dolan, 2004).

THE HUMAN TALENT MANAGEMENT CHALLENGES

In the new scenarios, through which we are passing, three aspects that stand out because of their importance can be identified: globalization, permanent change of the context and the assessment of knowledge.

When you use the term human resource are cataloging the person as an instrument, without taking into consideration that this is the main capital, which possesses skills and characteristics that give it life, movement and action for every organization, which from now on will be later used the term human talent.

Going global:

-Attract the company flexible, modern and international business-oriented professionals.

-Empowering human talent on issues "going global", such as languages,international trade, international relations, etc.

-Develop and refine that human talent that would have greater international contact or who would travel to other realities, issues such as cultures,geography, laws, practices of various businesses, etc.

-Include the enhancement of the international markets within the organizational culture.

Incorporation of new technologies:

Post designs have been modified to include skills and knowledge related to computer science. For example: a position of Secretary may require skills inpreparation of Excel graphics.

-The recruitment and selection process value (and in most cases requerid) skills computer according to the position. For example: is evaluad more to a Manager if you know prepare exhibitions in power point or a similar resource.

-Areas of training included various training programs in software.

THE HUMAN TALENT MANAGEMENT

The management of human talent is in the planning, organisation, development and coordination, as well as control techniques, capable of promoting the efficient performance of staff, as well as the medium that allows people who collaborate in her individual goals related directly or indirectly with the work.

The Administration in general pursues the satisfaction of the objectives of the organization where the human effort is essential to the operation of any company. If it is human effort is positive organization, this will advance but otherwise will stop or backward.

For this reason organizations must pay special attention to its staff, i.e. to the management of human talent that have. It is common to see that companies workers are not satisfied with their jobs, either for personal reasons or by organizational climate that prevents him from working effectively.

OBJECTIVES OF HUMAN TALENT

performance of work, welfare workers and explain the tasks to perform.

HUMAN TALENT

set of workers or employees who are part of the same company