HUMAN TALENT IN COLOMBIA

In Colombia economic openness determined the development of modernization strategies in human resource management, which had as results improved operator training, and middle managers and managers and industrial security, international models, many other aspects have been neglected: participation of workers compensation systems, exchange of information, the effects of technology on working conditions. However, there is awareness of the need to develop less reactive and more focused on innovation, supported in the knowledge-intensive strategies, and human resource policies that facilitate the achievement of organizational capabilities. human resource management practices in Colombia, realize greater integration between HR practices and business strategy in large companies and medium. Generally in companies in the process of sociocultural selection criteria on technical criteria (based on referrals from its own employees) prevail; with respect to training, two features are noteworthy: many large companies and some SMEs are implementing competency management models, transcending the training function to get training and development proposals. It can be said that issues related to the labor market in general constitute constraints to the management of human resources: the oversupply caused by the growth in labor force participation rates has the implications of structural unemployment and rising costs selection and complexity to capture true talents; increased underemployment and informal employment as a result of the reduction in the rate of formal employment, income inequality and worker desalarization as a new way to reward their workers; managerial effort focused on reducing fixed costs, implying postpone investment decisions in human capital and technology; and associated with mobility, employment generated, explained almost entirely by the rotation of senior personnel and not by engaging staff and finally net easing of recruitment, which can be seen as a strength and a weakness.