This assessment identifies critical obstacles that may lead to a reconsideration of strategic goals or specific plans for acquisition and development of talents. Completed these stages of development or career plans are developed for staff with potential. The fulfilment of the individual plans altogether, the strategic selection actions generate the quantum of human capital which makes viable and sustainable strategic objectives more. Do they really serve talent management systems? Talent management system, so effective when they read in textbooks, usually stale by the combination of uncertainty with mismanagement. Already is about above the average age in the corporate world is 2.8 years. Mergers and acquisitions, the variety of markets and the reengineering threaten career in business plans.
Crises which, these days, affects to companies, banks, business schools and national States is, in large part, due to over two decades of neglect and improvisations in the management of human capital. Years in which many organizations ceased to be platforms for growth of persons becoming hostile environments in which, as it was titled a book of Andy Grove only the paranoid survive. New generations (of the class of 1980 onwards) are already adapted to this situation. In effect, they are those who are rotated. They establish links liquid, as you would say Bauman, with organizations. Many development plans come to betting scene in which, on one side, are made unenforceable promises, and another, overridable commitments are assumed.
Gardel sing: now an oath, tomorrow a betrayal. Amores de estudiante, a day flowers are. There are defects in management of managers that, in a few cases, are trained to detect talent and make it grow. They tend to be few objectives evaluate the performance or potential and there are those who see to the talented as competitors. In this context, many organizations have left plan careers. However, they do not stop investing in talent management and even if the actions are not totally emotional, doing nothing isn’t option. Above, has been cited the case Techint, which hardly could have achieved its international growth without the professional talent management. Similar was the case with the Bemberg group in the management of Morita years. Techint and Quilmes weighed the wise counsel of Renzo Terzano, who learned in Esso and Xerox, a company no Cres without clear strategies for talent development. The knowledge and the motivation of the people are an ingredient increasingly necessary in the new economic scenarios. It is this finding that Gary Becker and Theodore Schultz reaching the prize Nobel giving shape to the human capital theory. It is challenge is raised and organizations that address it will have a definite advantage. Environmental innovation Caixanova scholarships a. Management projects Nebrija Business Blog to ‘ Crisis of HR in logistics (2/2) special day to put your talent on Marchaa