good book that just finished, 412 pages, the mantra of the talent, written by José Manuel Casado.
Most organizations have a double standard in terms of managing people: one public and manifest and latent versus private. The first is the usual out of doors and declares that the most important is people. The second, which is not advertising, is that put into practice when business results are not satisfactory and dispenses with the best partners to save the income statement.
José Manuel Casado in the mantra of the talent, looks at companies that develop an appropriate policy for managing people-those that base their decisions both on people thinking and in business-and that, in return, obtain business results, even to improve their competence. Both goals, people and income-are perfectly compatible if we manage them properly.
confirms the principle of the importance of senior management involvement in the development of individuals, explaining that the management of talent exceeds the jurisdictional limits of the human resources departments, and is becoming a cross-business organizations.
managed to bring together the mantra of the talent and argued a serious work for managers.
Talent is something the entire organization, not just the usual. We filled the mouth talking about nurturing talent in our company if things go well, however if things go wrong, is just the talent, now honors the income statement. Let's stop a moment to reflect, who helps improve my account Result? The talent, then do not do without it, the first coming wrongly made.
The rapid economic, social, technological and political changes have elevated the importance of talent to the strategic success of organizations ... it is important that proposals to do the job we do from a different angle, inclusive, and innovative course ...
"What should the managers of talent?" asks José Manuel Casado . Think carefully in key positions, plan better, be more imaginative recruiting and attracting gente, crear un mercado interno de talento, configurar una arquitectura de apoyo y soporte y convertir la organización en una empresa preferida para trabajar. “La mayoría no sabe cómo definir el talento, cuanto menos gestionarlo. Sin embargo, no hay otra salida”.
En el libro nos da ejemplos de empresas que están haciendo las cosas bien , en el tema de la gestión de personas. Muy recomendable para leer.
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