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STRATEGIC PLANNING OF HUMAN MANAGEMENT

Strategic planning is the way in which companies draw up long-term objectives which serve
as the basis for implementing operational and tactical strategies, and in the management of
human talent it is necessary to plan strategically the way in which it is going to operate. There
are three phases:
1. Know the strategic planning of the organization: A human talent manager must
know firsthand the structure of the strategic planning of the organization linking the
goals of human talent as an indispensable part of the company. Relations with top
management must be close, promoting a good work environment, assertive
communication and the participation of employees in the solution of common
problems through brainstorming and other tools.

2. Value generation through the management of skills and competences: After


having clear the strategic priorities of the organization it’s necessary for the human
talent to focus their efforts in generating value for the fulfillment of the objectives.
In this way it’s necessary to differentiate from others, this through the use of skills
and knowledge that provide elements that allow coordination, order and integrate all
systems and processes of the organization.

3. Visualize where you are going as a human management area: One of the most
important phases is to direct what is planned and executed within the organization,
after measuring the performance of the actions carried out, the contributions of
human talent must be counted and new plans designed to improve continuously the
support processes.

4. How to set goals?

Among other things, the way to set objectives depends directly on the level
of evaluation of all internal and external aspects that may affect the normal
disposition of the organization. Predicting the future and making the right
decisions is the goal of top management and in a specific way in the area of
human talent.

 Four methods
 The superior sets the goals for the collaborator
 The superior sets the goals and then discusses them with his
subordinate
 An external or internal advisor establishes the goals after evaluating
the conditions using their experience
 The subordinate formulates and proposes a set of goals and elaborates
with his superior the final objectives