The productivity of any organization depends, to a great extent, on the human resources that make it up; that is, people with their talents and skills. These are the ones in charge of promoting the operability of the production processes, whether these are destined to the generation of goods or services.

Hence, employees are currently considered as the human and intellectual capital of the organization, while the value of the knowledge, skills and competencies of each individual constitute a utility or benefit for the company.

However, the optimal performance of a staff is subject to multiple factors that are detrimental or beneficial to performance and business competitiveness, for this reason, talent management is becoming increasingly important within organizations as a strategy for the development of personal potentialities.

It is about conceiving the workers of a business as individuals endowed with qualities and capacities, manifest or latent, that provide irreplaceable and inexhaustible value compared to the material resources that also make up production techniques.

Therefore, managing these talents increases the opportunities for improvement in the exercise of labor functions, both in terms of efficiency and effectiveness as well as in quality and quantity, translating into an increase in the company’s profitability.

But in order to manage human talent with a view to encouraging growth and improvement, both of the staff and of the organization, it is necessary to know what talent management is and how it can be carried out within a company, which we will talk about next. .

What is the management of the talent of a company?

Talent management in an organization constitutes an administration or management strategy by virtue of which a professional is given the opportunity to develop their skills within the company and, thus, generate more value for the same economic entity.

It consists of a dynamic focused on the importance of people to achieve good results, in such a way that their development cannot be mechanized because their decisive and creative capacities would be limited to operational standards that generate routine, apathy, demotivation and low productivity.

The objective is to promote the search for highly positive, innovative results that generate profits for the company and, in turn, personal satisfaction, since it is public knowledge that employees who are happy with their work are more productive, and therefore, contribute to making of the company a more profitable business.

In this sense, according to the Chiavenato Institute of Education , talent management involves the execution of various actions aimed at stimulating personal skills, encouraging commitment and fostering a culture of excellence in the performance of the workforce, under criteria of adaptability and flexibility.

Successful talent management is based not so much on attracting qualified professionals, but rather on valuing the talent that is already available, boosting its performance.

Such foundations are based on recognizing how difficult recruitment processes are, since focusing on the search for a professional fully adjusted to a specific profile, or on the contrary, proceeding to recruit personnel without defined recruitment criteria, usually results in loss of time and resources.

Benefits of managing talent well

As you can see, talent management requires focusing on the value of people, which implies a closer strategic relationship to get to know employees better and make the most of their strengths, as well as help them strengthen their weaknesses.

It may seem like an arduous and time-consuming job, but it actually has many advantages for companies that carry it out efficiently:

  • Greater productivity for the company.
  • Promotion of innovation.
  • High return on investment in human capital.
  • Business and employee growth.
  • Quality at work.
  • Competitiveness.
  • Triple satisfaction (business, personal, customer).
  • Employee loyalty.

The first step to achieving these benefits begins with employer branding , but once you have good professionals on your team, the next thing is to know how to value them and manage their potential.

How to promote talent management?

The business techniques that are proposed to manage the talent that integrates the organization must take into account the various factors that influence the degree of employee satisfaction with their job.

It ranges from the tastes and interests of the individual, to their needs for recreation, rest, inventiveness, recognition, self-realization, socialization and remuneration.

To achieve a good work environment in which employees can develop their work and improve and grow, both personally and professionally, we propose three tips:

  • Create and sustain a harmonious organizational climate.
  • Nurture staff motivation with attractive proposals.
  • Establish evaluation and feedback processes.

Tip 1. Create and sustain a harmonious organizational climate

The perception that the work staff has about the organization directly influences their performance, for this reason it is important to ensure the promotion of a friendly environment where the employee feels comfortable.

This requires offering the worker optimal working conditions in terms of infrastructure, equipment, safety and comfort.

It also requires prioritizing effective communication relationships both among employees and between them and their superiors, as well as cooperative work.

Hierarchical supervision should be participatory and based on a rewards rather than punishments approach. Likewise, promote the organizational culture to strengthen the identity of the staff and encourage the achievement of specific goals as a method of constant improvement and internal competitiveness.

Tip 2. Nurture staff motivation with attractive proposals

It could happen that a worker does not feel sufficiently motivated despite having a work area in excellent physical condition, modern, with all the necessary resources and a pleasant social environment.

Such a situation is commonly due to the fact that the employee feels stagnant in his professional growth, does not enjoy aspirations within the company, challenges that drive him to excel and learn new things.

Motivated employees are more efficient and perform their work optimally.

In these cases, it is an unavoidable method of talent management to provide training opportunities, higher education, and real expectations of climbing within the organization, either aspiring to higher positions or improvements in salary conditions or benefits. vacation.

Tip 3: Establish evaluation and feedback processes

It is important that the administration or management of a company is not oblivious to the performance of the personnel, since the productivity of the organization depends on it, in this sense, it is necessary to monitor beyond the quantifiable results, focused on the development of operational processes.

Opening internal communication channels is essential to know what is happening within the company.

This will make it possible to identify in two ways which points need to be improved and in what way; the first implies a top-down hierarchical evaluation (from the perspective of a superior) and the second, in a bottom-up direction (from the employee’s perspective).


Within a business, the economic part, the physical capital and the employees must be valued in the same way, since each of these parts makes the other two work.

Talent management is a very important aspect when it comes to growing and evolving as a company, since the employees are the ones who give life to the project and develop each of its phases.

Allocating time and effort from the human resources department to understand the professionals who work within your business makes a difference. It will help you understand what is happening within your company and how to improve it, and it will allow you to understand how other people see your project.