Human talent management on the impact of job performance

Abstract

DOI: https://doi.org/10.46296/rc.v8i15.0349

In the public sector, human talent management has had an impact on the level of efficiency in the management of civil servants using tools and performance indicators that contribute to continuous improvement. Therefore, the objective of this study was to analyze human talent management and its impact on the work performance of the Human Resources area. In addition, it will be based on theoretical foundations in relation to the factors of human talent management in public institutions, as well as verify the level of job performance in internal activities by workers of the Municipal Decentralized Autonomous Government of the canton Jama. In order to achieve the objectives, a non-experimental approach methodology was used. The surveys were applied to 7 employees of the Human Resources area, allowing the collection of quantitative data, and an interview was conducted with the Director to obtain a more detailed qualitative view of the experiences and perceptions of the personnel with respect to their work environment and performance practices. The results of the study revealed that 57.81% considered that the evaluation and management optimization processes are efficient, but 85.71% indicated that the contribution of the training programs are not efficient enough to generate a good performance in the updating of the functions; where the Director stated that the institution has a biannual evaluation system to measure the performance level of the personnel as established in art. 2 of the Technical Norm of the Performance Evaluation Subsystem.

Keywords: Civil service, evaluation, perception, objectives, resources.