INDICADORES DE GESTIóN EN EL ÁREA DE GESTIÓN HUMANA, Y SU IMPORTANCIA EN LAS ORGANIZACIONES. (Spanish)

  • Parra L
ISSN: 16578031
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Abstract

Traditionally, the management staff have been very focused on the activity,above all, of the operational type which includes hiring, managing,coordinating programs and providing services; a change of paradigm, is then, required: to move from the management centered in the activity to that centered in RESULTS. This means that we have to concentrate less on what it is done and more on what it is provided. Rather than developing programs what it is aimed at improving is the performance of the people and the results at work. Rather than reducing costs, a value is expected to be added, rather than showing the effort involved, the results are expected to be achieved. The sole measurement of advancement and compliance of the actions, budget execution, coverage and satisfaction of the participants is not enough: it is necessary to measure the contributions of the Human Talent Management (HTM) with the results of the enterprise, their contribution to the improvement of quality, pro ductivity and the added value, according to their competitive strategic priorities. This current article lets us approach the concept of measurement in the areas of management of the human talent through management indicators. (English) [ABSTRACT FROM AUTHOR]La gestión de personal tradicionalmente ha estado muy enfocada en la actividad sobre todo de tipo operativo como contratar, administrar, coordinar programas y suministrar servicios; se requiere entonces un cambio de paradigma: pasar de la gestión centrada en la actividad a la centrada en los RESULTADOS. Esto significa concentrarse menos en lo que se hace y más en lo que se aporta. Más que desarrollar programas se trata de mejorar el desempeño de las personas y resultados en el trabajo. Más que reducir costos se requiere agregar valor, más que mostrar el esfuerzo involucrado, se trata de lograr los resultados logrados. La sola medición de avance y cumplimiento de las acciones, ejecución presupuestal, cobertura y satisfacción de los participantes no es suficiente: es necesario medir los aportes de la Gestión del Talento Humano (GTH) a los resultados de la empresa, su contribución al mejoramiento de la calidad, productividad y valor agregado, de acuerdo con sus prioridades estratégicas competitivas. El presente artículo permite acercarse al concepto de medición en las áreas de gestión del talento humano, a través de indicadores de gestión. (Spanish) [ABSTRACT FROM AUTHOR]Copyright of El Ágora USB is the property of Universidad de San Buenaventura, Seccional Medellin and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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APA

Parra, L. E. C. (2006). INDICADORES DE GESTIóN EN EL ÁREA DE GESTIÓN HUMANA, Y SU IMPORTANCIA EN LAS ORGANIZACIONES. (Spanish). El Ágora USB, 6(1), 19–28. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=35848403&lang=es&site=ehost-live&scope=cite

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