¿Es posible gestionar el talento en la organización?
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Archivos
Fecha
2006
Autores
Profesor/a Guía
Facultad/escuela
Idioma
es
Título de la revista
ISSN de la revista
Título del volumen
Editor
Universidad Andrés Bello
Nombre de Curso
Licencia CC
Licencia CC
Resumen
Si bien el capital y la tecnología son factores fundamentales en el marco empresarial, no
son suficientes para sobrevivir en el entorno actual. Hoy, para adelantarse al mercado y
perdurar en el tiempo, es necesario poseer talento que permita la anticipación de problemas
y la capacidad de innovación frente a estos. Lo anterior implica concebir a las personas
talentosas como algo más que un recurso, por humano que este sea, implica entender que
cada persona posee una potencialidad única e irrepetible, que la hace responder y actuar de
una manera particular. Para poner en juego lo anterior, resulta vital que la organización
permita el despliegue del talento; si la persona está dispuesta a proporcionar su capacidad
potencial, la organización marchara; en caso contrario, se detendrá.
En el siguiente artículo se intentará dilucidar el aporte de la gestión del talento al desarrollo
de la organización. Para ello se realizará una revisión de las definiciones de talento, su
diferencia con el concepto de competencia, la labor de la gerencia y de RR.HH. en la
gestión del talento, además de su relación con herramientas como el empowerment y la
gestión del conocimiento.
Although capital and technology are fundamental factors within the framework enterprise, they are not sufficient to survive in the present surroundings. Today, to go ahead market and last in time, it is necessary to have talent that allows the anticipation of problems and have capacity of innovation. The previous thing implies to conceive talented people as something more than a resource, by human who this is, it implies to understand that each person has a unique potentiality that can't be repeated, wich makes him respond and act in a particular way. In arder to display this, it turns out vital that the organization allows the deployment of talent; if the person is willing to provide his potential capacity, the organization will marched; and in the opposite case, it will stop. The following article will try to explain the contribution of talent managernent to the organization development. For this purpose, it will be made a revision of talent definitions, its difference with the concept of competence, the job of management and human resources in the administration of talent, in addition to its relation with tools like empowerment and the knowledge management.
Although capital and technology are fundamental factors within the framework enterprise, they are not sufficient to survive in the present surroundings. Today, to go ahead market and last in time, it is necessary to have talent that allows the anticipation of problems and have capacity of innovation. The previous thing implies to conceive talented people as something more than a resource, by human who this is, it implies to understand that each person has a unique potentiality that can't be repeated, wich makes him respond and act in a particular way. In arder to display this, it turns out vital that the organization allows the deployment of talent; if the person is willing to provide his potential capacity, the organization will marched; and in the opposite case, it will stop. The following article will try to explain the contribution of talent managernent to the organization development. For this purpose, it will be made a revision of talent definitions, its difference with the concept of competence, the job of management and human resources in the administration of talent, in addition to its relation with tools like empowerment and the knowledge management.
Notas
Tesis (Magíster en Psicología Clínica)
Palabras clave
Recursos Humanos, Gestión, Talento