OCCUPATIONAL HEALTH IN THE HUMAN TALENT

ensure the safety of employees, determining the risks that exist and that can be harmful to their health, their origin, their possible consequences, recommending controls to prevent future accidents or illnesses, for this a tools such as Panorama Risk is designed. It also signals to determine evacuation routes, prohibitions that exist there and risk areas.

security

efforts to identify and control the causes of accidendes work.

• analyze the causes of accidents.
• DEVELOP induction and training programs to prevent accidents
• do statistics on accidents at work
• provide the necessary tools for the job
• give protection to workers

TRAINING AND EDUCATION

Is the teaching of basic skills that new employees need to accomplish your work.

Train a person is to give greater ability to perform successfully in place.

You make your profile fits profile of knowledge and skills required for the job at adapting it to permanent changes that technology and the globalized world demand.

Training should always be related to the job or career plan, and the plans of the organization, its Vision, Mission and Values. It can not be dissociated from the general policies of the company.

Therefore, although the employee may be interesting, for example, receive training in a foreign language, this will only be considered when the job training that person requires. Otherwise it should be considered a benefit to the individual and understood within the compensation package and benefits.

Objectives of the training

• prepare staff.
• provide opportunities.
• attitudes of people, increase their motivation.
• qualified human resources.
• emplados updated.
• changes in behavior.

Education 

means of developing skills inthe people to be more productive, creative and innovative that better contribute to organizational goals and are increasingly valuable.

effective way to add value to people, to the organization and customers

Education process

• Diagnostic: training needs that must be met
• Design: new opportunities for skills and knowledge
• Implementation: application of the training program
• Evaluation: comprovar training efficiency encuanta taking the needs of the company

HUMAN MANAGEMENT IN COLOMBIA

During the 20s and 30s of last century, appeared in Colombia the first regulations related to employment, such as recognition of the right to strike, the regulation of occupational accidents, the right to organize and the creation of responsible government agencies of labor-management relations, including the creation of the Ministry of Labour, Health and Social Welfare.

Consequently, the Department of Industrial Relations, responsible for some human management practices such as selection, evaluation and compensation arise, but its main task will be to give an adequate management of legal relations with workers.

Started in the 50s but with the name of industrial relations then arises industrial psychology who are responsible for personnel management looking for people who meet the desired performance of new functions in the direction of human recurson profile.

Objectives of human management in Colombia

• Acquisition of qualified personnel.
• Retain current employees.
• Ensuring equality.
• Encourage adequate performance.
• Control costs.
• Comply with legal requirements.
• Improve administrative efficiency.

WHAT ARE YOUR CHALLENGES AS A TECHNOLOGIST ON THE ROLE OF HUMAN TALENT

A human talent manager not only recruites, hires, and trains people who works for the company, also I as human talent manager propose an innovation in this area since at present lowered the quality lack of craativity.

I have another challenge as a manager of talent it is to improve the employee and employer relationship in order to get a better job enviroment for every body.

• We have to be leaders
• We have to give a clear and true information both employee and employers
• Clearly disclose the relationship to workers in work performance and rewards.
• Prevent workers from any risk that may occur.
• Make a good training which allows you to view individual differences and exploit them.

• Raise the professional quality.
• Deep commitment to the specialty.
• Total dedication.

To know the needs and the challenges of society, organizations set goals through the participation of its most valuable elemnet: people.

"The better administration of our organizations, the more easily we can reach our goals."

Human talent manager is a very important element for a company because is the one responsible for the human aspects in the company, it is important to consider the next items:

• Find the best qualified person that the company needs.
• Train employees
• Improve the job environment and motivating them.

The responsibilities of a manager in human talent must are divided in two: the company management support and employees.

Functions of a manager of human talent

• staff welfare
• motivation
• induction and training for staff
• Recruiting: search for candidates
• evaluation of the performance
• selection: find the right people to play a certain position

conclusion

I love being a human talent manager because just as the name implies, I´m able to assist and manage functions that help employees in order to have better working conditions and to help the company to become a bigger and a more successful one.