Written by:Diomer Antonio Galán Rincón.
Bachelor's Degree.Public Accounting / MSc.Science of Higher Education.
Image taken from:Pixabay
Undoubtedly, people are not resources but human beings, they are the most valuable talents of the organization and add incalculable value to the company. They are also a resource endowed with their own capabilities that guarantee organizational growth and success.
Today, in the era of business globalization, technological development and organizational dynamics, we can say that the concept of human resources has changed radically; people are no longer seen as static and passive beings within the administrative process, but on the contrary as agents of change that dynamize organizational resources, contributing their knowledge and skills so that they can maintain their competitiveness and sustainability.
In this regard, Chiavenato (2009) points out that organizations "constitute one of the most remarkable social institutions that have given rise to human creativity and ingenuity... they present, in addition to an enormous diversity, a surprising complexity". Indeed, they are not absolute and do not exist in a vacuum as open systems; they operate in an environment composed of resources and talents that must be strategically managed to achieve their objectives.
For this reason, it is inescapable that people are the ones who represent, give life to and imprint a personality of their own on companies. On the other hand, companies have begun to realize the value of maintaining policies where delegating functions has been fundamental to achieve success and improve organizational behavior. Thus, people will be the perfect gear that pushes and maintains the success of the organization.
Image taken from:Pixabay
In other words, to manage human resources in the organization there must be the ability to manage the knowledge and ingenuity of people to ensure organizational behavior appropriate to the needs of the company.
In view of these considerations, the process of delegating functions is essential to dynamize people's organizational behavior. It allows leaders to grant responsibilities that require a greater contribution from those employees with capabilities and competencies that allow them to face the challenges of the environment. It also ensures that the workforce and human talents required for the activities that the organization expects to achieve in the future are available.
I hope you like my article and I would appreciate all your comments.
bibliographic reference:
1.- Alles, M. (2013). Organizational behavior: How to achieve cultural change through competency-based management. (1st ed.). Editorial: Ediciones Granica. Buenos Aires.
2.- Chiavenato, I. (2009). Comportamiento Organizacional. (1st ed.). Editorial McGraw-Hill Interamericana Editores, S. A. Mexico.