DP Studios

In the changing environment of globalization, many organizations Considerable focus their technology investments goals as a channel leading innovation and growth, giving less weight to the talent human possess. In opposite ways, find other organizations that conceive people as “human capital” thereof, so appreciate and care for this capital consists of human resources have a strategic role in them. In the former, traditional approach prevails Management staff, while in the latter organizations have experienced a change in management philosophy adopted a concept where people are viewed from the perspective of “human capital”, with the potential to contribute to and improve and generate continuous innovation.These notions are at the roots of change and the integration of a “human resource management” in organizations with the mission to occupy a strategic role. In this regard, we stress the importance of participatory processes employers and workers in the management of change organizational. Experience in various regions of world, highlighting the positive impact of leadership approach powers under its potential for the articulation of the management subsystems (recruitment and selection, training, performance evaluation, promotion, career plan, systems compensation) with the overall performance and strategic objectives organizations, the continuous improvement of productivity, competitiveness, job quality and the quality of products and services. The subsystem job descriptions, recruitment and selection staff as well as performance evaluation and certification of personal competencies are related to other subsystems management and links with the strategy and organization dynamics. This horizontal and vertical integration in the organization has the purpose of converting subsystems key components in the learning and knowledge management, aimed at improving the productivity and working conditions. In a context where human resources are becoming the distinguishing factor of the organizations with niche markets competitive and changing the job description subsystem, recruitment and selection as well as the performance evaluation and certification of personnel face the challenge of becoming functional tools of management. The programs presented here are for people and organizations that have adopted or intend to adopt the approach of management skills and are interested in deepening and share experiences regarding development and linkages between the subsystems of human resources and competitiveness. These activities will count on the valuable contribution of specialists international organizations and institutions governmental and private. These programs provide interested persons an opportunity and a learning environment conducive to: Analyze and discuss approaches and instruments Identify options for methodological and instrumental human resource management Relate implementation strategies with their business context. Upcoming Courses Fundamentals General profile of the participants Focus of work Costs of participation Download detailed programs of courses http://lamp.itcilo.org/gestionxcompetencias/index.php id 44 WORK SKILLS OC, S.

Strategic planning is the process analytical strategy development and implementation of plans to reach goals and objectives. Strategic planning is applied in all military matters (which would be called military strategy) and business activities. Within the business is used to provide overall direction to a company (called Strategy entrepreneur) in financial strategies, strategies for developing human resources or organizational developments in information technology and create marketing strategies to enumerate just a few applications . It can also be used in a wide variety of activities ranging from election campaigns to sports competitions and games of strategy like chess. This article considers the strategic planning of a generic form so that its contents can be applied to any of these areas.