Modern societies face interesting challenges, on the one hand, novelties in their organizational schemes, both for their communities and for private business organizations. Added to this is an era full of uncertainty, which has a direct impact on the personnel working in companies, causing certain types of emotional imbalances and causing stress.
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In view of this situation, it is necessary that businessmen and managers recognize the relevance of human talent, of people for the organization, from there that the valuation, encouragement, training and development of these, are driving elements in the development of the same, and that they have the ability to provide companies with intelligence, talent and learning. In accordance with the criterion put forward, reference is made to Piñango and Monteferrante (2007), for whom "if organizations functioned as devices, management would be a very simple task, everything programmed would be carried out, which is why people are increasingly important for the performance of organizations, because it depends on them that organizational schemes and teams work.
Notwithstanding the above, there is a problem that affects workers and is the stress that occurs in these, due to emotional imbalances mentioned in the preceding paragraphs, a product of the complexity of today's society, which is transferred to the companies. The term stress covers a large number of sources and stimuli, both physiological and psychological, which can cause in the individual a psychological response called general adaptation syndrome, this is reflected mainly in the country, due to the difficulties experienced by people because of the economic crisis, then people must adapt to new relational and organizational schemes.
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Due to the above, it is important that the company has an excellent human talent management, in this sense, Milkovich and Boudreau (2010) state that "managing the human talent of any company implies a challenge and a certain level of knowledge", because the human being is complex and each person has special and different characteristics; but, we must not forget that a large percentage of people's lives is spent in organizations and, therefore, these can generate a positive or negative impact on their lives.
From the above, it can be inferred that the development of human talent is a controversy that is currently gaining momentum. Many developing countries devote special attention to this issue, as Flannery, Hufreichter and Ulrich (2007) state, "The new world requires the new man". In this order, the authors (ob. cit.), state that the accelerated development of society imposes the transformation of minds, in the search for people open to change, capable of facing problems, looking for creative solutions, with a high criterion of responsibility and ethics, which offers people a positive attitude to stressors..
- Flannery, T., Hufreichter, D., & Platten, P. (2007). People, performance and pay. Argentina: Editorial Free Press.
- Milkovich, G., and Boudreau, J. (2010). Direction and administration of Human Resources, in strategy approach. Mexico: Editorial Addison Wesley Iberoamericana.
- Piñango and Monteferrante (2007) People in participatory organizations. Debates IESA Volume XII, Number 4, October-December 2007.
