Talent Human

Pay attention to your inner life so that you can guide you for intuition, rather than interpretations imposed from the outside about what you want or don’t want. A good management fully aware, which represents the human capital of the company, the human talent that it manifests itself and therefore must be very careful that this is not wasted, wasted, as much in the companies in the country, especially in SMEs. Hence, our interest that tracked over the company, its management with this responsibility and is known to use capital properly human having. Respect of that Gabriela Toro who opts to specializing in quality management and productivity of the University of Carabobo Faces says, the challenge faced with this reality, is not based on a mere measurement and monitoring, should develop tools, techniques, models, systems and philosophies of work enabling responsible for training to achieve real human capital management and develop the talent that the organisation has, What sometimes is limited to a change of name of the area, leaving aside the fundamental structural part of this new philosophy of development for staff. Adds bull in your opinion, which remember, that Human Capital is the set of knowledge, attitude and skills aptitudinales that a person possesses, and personally, I qualify it in two: 1. Human Capital in use, which is the one with which the person produces a benefit that pays him off economically. 2 Human capital potential, that is used unless it generates no economic benefit, however, is livelihood of human capital of use. Human talent is that capital that produces or is capable of producing, through daily operations or innovation, the highest benefits for both the person and the company which offers its services. Be considered, that organizations have sacrificed the experience accumulated by having people who have lower salaries and this increases the hidden costs, understanding these as one who is reflected as an expense that is rise, due to waste, rework (commonly not quantified), hours extras (even those that are not paid staff), poor organizational climate, low coverage of fulfillment of the job profiles.