Retention of Human Resource and the Organization of Competitive Advantage
Today, the areas of Human Resources, also called Human Resource, Human Resource Management, Human Capital, made even better by the meaning contained, have acquired a special force, making their way as strategic to the business areas.
A new humanism is born in the activities and purposes of this effort, which is leading strategic role of each of the leaders of the business and not in the same area, which happens to be of support and support through the company guidelines he followed in this matter.
To this extent, all leaders become responsible for the choice, maintenance, development, growth and potentiation of people who are in charge.
Then talked about the alignment of talent with the business. This comes from the same strategic planning and focuses on strategic, tactical and operational processes that get results for people.
Within the strategic processes that are driving changes are missionary who have greater impact on the work of the people, are: the development of competency models, maintaining profiles updated and current skills, seeks improvement organizational climate and culture, social responsibility through oriented Family Responsible Business (EFR), permanent organizational design to meet the onslaught of the environment, leadership and coaching philosophy and new systems of flexible compensation programs and variables that balance between the efforts of business and compensation results and people management.
One issue that now worries managers and business leaders is the war for talent. It is frustrating hunt exceptional professional hands of greedy competition for a scarce resource, trained and ready to deliver.
Where the long inductions and trainings stay, the expenses in trips, the resources invested by request of these famous demanding cabecitas in his arrival to every company, in search of obtaining the longed, but immensly ambitious results of growth and of status and vulnerable to the wink of ” do I give you more ” that our “neighbor” can offer him?
We then think of the famous “retention plans” kind of benefits, emotional salary, they could achieve to keep the “stars” in our court.
These plans range from stocks, bonds, property, vehicles, shares of social clubs, etc., to flexibility in time and place of work, sabbaticals, compressed work weeks, or mere pride of carrying the card from a recognized company etc.
The world of competitiveness is generated through our human capital and therefore should be in all companies the most attention. Companies that do not have an orientation towards his people, who seek wellness, retention and support responsible, be at a disadvantage in a world of speed, change and uncertainty that requires people trained, self-managed and trained to tackle the toughest shocks to which we are exposed.
The ideal is to have an area of Human Capital that is the closest ally of business, have leaders with sensitivity and awareness of the importance of people in the organization, having friendly relations that generate development, growth and learning in people who are part of their culture, they are able to train other leaders who seek to shape a healthier, more just and balanced society.
Luz Marina Villegas G.
luzmavillegas@yahoo.com
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