Strategy From Human Talent

Strategy From Human Talent

Yusney Esther Porras Polo
DOI: 10.4018/978-1-7998-4909-4.ch013
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This chapter presents an original view of strategy, understood from and for the human talent of organizations. Therefore, it is proposed how to develop a strategic deployment that includes human talent as a differential using a methodology that makes it possible to propose a new way of meeting strategic objectives. This analysis considers the external requirements and changes, the needs and opportunities for improvement detected through a SWOT, which seek to increase the competition of human talent in organizations, exploring variables and thus leading the business to future. It is the product of teaching support in subjects as strategic management, human talent management, among others; where the students inquire about Colombian organizations and product of the topics developed in the classroom, academic proposals are generated in terms of the human talent future scenarios where it shows its differential through the people. Thus, a methodology is described to update documents or philosophical elements in companies and propose strategies that impact human talent.
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Theoretical Framework

To contextualize strategy and human talent, the connection between the two elements is important from the Administration. Where the latter is considered one of the oldest sciences of humanity, allowing us to look at the evolution posed by the human struggle with everything that surrounds it, the changes and how it assimilates them. For this reason, in the deepening of the administration there are definitions such as: management, planning, strategy and human talent.

Now, if what is stated in this chapter revolves around the concepts of Strategy and Human Talent, it is necessary to detail how they are interpreted; find their relationship and characteristics to advance the design proposal to an organizational strategy that includes and pays tribute to human talent in organizations.

Key Terms in this Chapter

Competitiveness: Position of superiority in the market in which the competitive advantage is taken advantage of.

Human Talent: Suitable and competent person for a certain activity within an organization.

Crowdsourcing: It is a new way of carrying out certain jobs, considered a trend that employs mass collaboration through new technologies for the execution of projects, it is a tool to outsource tasks and thus decrease the workload of members of a company, providing creativity and fresh air to certain processes. Crowdsourcing seeks to outsource or delegate tasks to leave them in charge of a large group of people or community. This community made up of qualified professionals, who present their proposals, ideas and nominations and the company will choose the most suitable person (s) to carry out different jobs, solve the most complex problems and contribute to the business development through new and relevant ideas. The objective is to carry out the tasks in a shorter period with more effective results thanks to more manpower and the contribution of solutions. In this way, the effort on the part of the client, supplier or company is reduced. The chosen or chosen within a community will be rewarded for their work in an economic, material or even labor way.

Strategy: Particular and differentiated way of achieving the objectives in the long term through clear and achievable Goals, considering the available resources.

Organizational Culture: Response and behavior of human talent to daily activities consistent with values (human and organizations) and organizational policies.

Strategic Model: Selection of a model that allows to carry out the strategy and lower it all the processes of the organization.

Strategic Deployment: Definition of scenarios or routes that allow achieving the strategic organizational objectives within the framework of the defined strategies, which includes plans for the medium and short term consistent with the mission and business vision.

Administrative Management: Steps that allow the organization to focus on future scenarios considering planning, organization, direction, and control within constant improvement.

Competitive advantage: Differential factor, unique aspect of a company that leads to being competitive.

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