Human Resources and SMEs
Introduction
The competitiveness of SMEs and even large companies is due, to a large extent, to the quality of their human talent, so that employees’ skills and continuous development become a permanent factor of competitive advantages. Therefore, dedicating time and resources to acquire, maintain and develop the competences of the company’s human resources, becomes a fundamental strategic objective.
Developing
HR is created to solve or accelerate the search for failures of an organization, that is, this area is responsible for minimizing losses whether material, economic or human. It also focuses on highlighting and promoting the strengths and virtues of it, techniques little used in small and medium enterprises, in many cases due to financial issues, poor administration, and/or personal fears.
Currently within the Colombian SME, human talent does not have the importance that it actually has, which is why in the vast majority of them there are various anomalous situations that harm the companies and the people who are part of them.
The search and selection of human talent, demands that companies be innovative and recursive in the use of techniques that allow identifying the desired type of personnel when hiring, through strategies that put the candidate in situations, situations that they must face in the future
It should be noted that the efficient functioning of a company depends on the skills that people who are part of it have and therefore it is essential the one that generates the most value and knowledge within the same.
The big companies recognize the importance of this area, since their success or failure will depend on the effort and dedication of the people who make up an organization. Basically these companies seek a human potential that congregate with the objectives of the same, since both parties will have similar purposes, and as a consequence they will grow together.
Human talent according to the Royal Spanish Language Academy, refers to intelligent or suitable people for a certain occupation; Intelligent in the sense that he understands and understands, he has the ability to solve problems since he has the skills, skills and experience necessary for it; suitable in the sense that it can operate competently in an activity due to its capacity and disposition for the good performance of the occupation.
Therefore, the definition of human talent will be understood as the ability of the person who understands and intelligently understands the way to resolve in a certain occupation, assuming their skills, skills, experiences and skills of the talented people. However, we will not only understand human effort or activity; but also other factors or elements that mobilize the human being, talents such as: skills (skills, knowledge and attitudes) experiences, motivation, interest, vocation, skills, potentialities, health, etc.
Human talent management is the capacity of companies to attract, motivate, loyalty and develop the most competent, more capable, most committed and especially their ability to convert individual talent, organizational talent.
For anyone who is in training, in the process of linking to work, who has their own company or who is in charge of the selection of new people for the company in which they are; It is important to know some basic aspects of personnel selection. The best thing is that these processes are carried out by professionals 11 specialized in the subject, but all interested areas must be involved at some point in the process. It is common to find many dissatisfied organizations with current employment or organizational climate, this situation has become the greatest concern for current workers.
Taking into consideration the current high rotation of the workforce, these problems will become more important over time. Apparently in companies the most important resource is the financial one, but having a human resources department allows us a better development of each organization, the challenge of these is to have among their plans an established vision,
Tangible assets are necessary resources for the organization, however, employees, that is, human talent or intangible resource, are transcendent in organizational development, since it is they who provide knowledge. People are responsible for providing services, controlling quality, assigning key resources, and above all, to establish the objectives and strategies of the organization. Without efficient people it is impossible for an organization to achieve its objectives. The work of every leader is to ensure that this relationship between the organization and its employees generates revenues for all interested parties.
SMEs represent 99.9% of the total companies in Colombia, about 1.6 million business units of which 50% of companies fail in the first year, and another 20% before 5 years, andthat Colombian society is not so prepared compared to foreign societies where HR. Therefore, the update in issues of creation of companies, motivation to the staff, to go with authorities and resorting to strategies such as the pyramid of needs proposed by Abraham Maslow is necessary that it is a psychological theory in which it accommodates human needs inA hierarchy,
Considering that the hiring of personnel must be a clearly defined process, in which companies have the necessary minimum requirements and not go against the expectations of both parties.
First, it would be the training of each individual and their desires to overcome to be more competent;The second, the organization’s disposition to plan and plan the professional development of human talent for the fulfillment of its organizational objectives and goals. Consequently, for these two aspects the organization must invest financial capital, so that its human talent responds to the demands of the same.
Nowadays there is a problem due to the underestimation of human capital, which prevents its development in small and medium enterprises and in the growth of these.
conclusion
The big problem has been the disorganization that SMEs have faced in these last periods, which have failed have failed to motivate their employees. The above implies that we are urgently urgent in the management of our companies, that it is aware of the needs we have before a globalized world that forces us to train ourselves to continue within the labor competence.
In other words, we need to open ourselves to new situations that lead us to know the approach, objectives and purposes of our company and promote it with the help of our human capital. Management in Colombia does not have training for a good development of SMEs if the growth of these is encouraged. Small and medium enterprises are a portal of progress in our country, however they do not have support to excel and stop being SMEs.
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