EMPOWERMENT AS A STRATEGY FOR THE

GROWTH OF HUMAN TALENT.

It is immersed in a prodigious globalization for our times, which

The 21st requires: making procedures more efficient, providing quality in
products and services and, above all, professionalizing the
century human capital of private, social and public companies. The
complex network of competitive companies requires a strategy
for the growth of human talent.

Currently, labor trends encourage company leaders to make

Within companies, there is
use of empowerment, since it is essential to develop greater
required to be a leadership that
autonomy and self-management in procedures, which is
guides the path of people and is
why this tool appears as an element that allows guiding
in a constant search for updating
employees. people towards paths in which they are skills to manage the procedures
specialists and make decisions efficiently. that the person develops.

ORIGIN OF EMPOWERMENT
There are various investigations that suggest the beginning of this
current of administration, mainly in the United States, under the
Since the 50's. research of authors such as: Douglas MacGregor, Maslow and
Herberg, who, through their theories, expose the potential available in
collaborators through their empowerment. .

ORIGIN OF EMPOWERMENT
Taking as reference the research of Vázquez, R. C. (2004),
empowerment was born at the end of the 70s, in the search for a
redistribution of resources, as well as greater participation of people Empowerment was
in the contexts in which they live and work to increase their control born at the end of
over these scenarios. From the author's point of view, the 70s
empowerment is a concept that is born from a reality that has
atomized people in a capitalist environment, where the well-being
of the individual is paramount.

1. They share leadership and CONCEPTS AND GENERAL CHARACTERISTICS

administrative tasks. OF EMPOWERMENT
2. Power to evaluate and improve “Empowerment is summarized as authorizing
the quality of performance and the
information process. 3. The team
employees to obtain results for themselves and
provides ideas for business strategy. stimulating commitment to the organization so that
4. They are committed, flexible and they behave as if they were the owners of the
creative. 5. They coordinate and
exchange with other teams and
company. (Arata, 2005, p. 91).
organizations.
6. They have a positive attitude and
are enthusiastic.

In this sense, in order to generate a

EMPOWERMENT AS A HUMAN TALENT MANAGEMENT
successful empowerment, top management must
STRATEGY commit to the management of human capital
Chiavenato (2009) mentions the importance of having an organizational vision
the organization, stimulating the development of talents
that is inspiring and transmitted to the company's collaborators, which should
provide an approach that allows people to be autonomous and delegate and competencies to add value to the
authority through empowerment; Therefore, people will have the ability to organization. Chiavenato (2009) mentions four
know what the company expects of them, so that they can make effective Essential points for this management to be carried out:
decisions through the management of their talents. 1. Authority. 2. Information. 3. Rewards
4. Competencies

1. Identification of potential: Before delegating power, it is necessary to

DEVELOPMENT know the people, if possible through techniques such as the focus group.
STRATEGIES UNDER 2.Measurement of excellence and performance: Results must be
THE INFLUENCE OF measured to dignify people for their efforts and ideas.
EMPOWERMENT 3. Communication: It is about generating trust by sharing information
about the company and talking to employees. If they have information,
they will feel obliged to act responsibly with the company. 4. Margin of
error: View errors as opportunities to increase performance.

THE IMPACT OF EMPOWERMENT ON

CONCLUSION
ORGANIZATIONS It is considered pertinent that company managers,
When analyzing the impact that empowerment has on the regardless of their size - be they micro, small, medium
worker, we can mention Macclelland (1961) and his two- or large - that aspire to growth in their operations ask
factor theory, through which he mentions that achievement themselves the following question: what benefits can
empowerment bring to the company? What are the
and power are intrinsic motivational aspects that allow him
requirements needed to implement empowerment?
to develop a sense of belonging. and labor well-being, Will good leadership allow empowerment to be
which translates into the establishment of a psychological successfully executed?
contract for the worker.

Maritza Ortiz Rojas

Speech Therapy Student VII, Semester
Health Services Administration (121-7)
María Cano University Foundation
Neiva Headquarters

GARCÍA ELA, CEBALLOS VP, DE LA CRUZ AND. EMQ. (2019) EMPOWERMENT AS A HUMAN TALENT GROWTH STRATEGY.
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