Technical talent management
Introduction
In the administration and economy of the company, the business management body responsible for the decisions and actions that affect the relationship between the company and the workers who provide their services in it is called human resources function (HR.); decisions and actions that are adopted to achieve business objectives.[1].
This function exists from the moment in which the business activity generates an employment relationship between the company and one or more people, regardless of the characteristics of the company. Although this function is implicitly present among management tasks since the early days of business activity, the development of scientific techniques and knowledge within HR does not occur until approximately the end of the century. This fact occurs as a consequence of the evolution experienced by company management from the implementation of factories as the basis of the production system. As Puchol points out, "the function creates the body" and, consequently, along with business growth and development, companies have been providing themselves with a specialized body that is specifically in charge of the contents of this function.[2].
Generally, the human resources function is made up of areas such as recruitment and selection, hiring, training, administration or management of personnel during their stay in the company.[3] Depending on the company or institution where the Human Resources function operates, there may be other groups that perform different responsibilities that may have to do with aspects such as the administration of employee payroll or the management of relations with unions, among others.
Human resources management develops its general activity guided by basic principles that can be summarized in three: economic efficiency (productivity of work "best possible relationship between performance, factor utilization" and economicity of the same "maximum performance with minimum costs", flexibility and adaptability "both internal and external"), social efficiency (satisfying the needs of personnel to achieve commitment, identification and motivation) and integration or congruence of its actions. (set policies and objectives, and that they are congruent between them. And achieve congruence with economic and social efficiency).[4].