Every organization, whether a company, Union, company theater, church or NGOs, must resolve, for their livelihood, the crossing of roles with performances. The challenge is to select among the applicants to the more adjusted to the position profile and get the best performance. Organizations, a the word talent to allude to this ability to people to meet the requirements of the posts. In his version more quantifiable and superficial, the talent resides in knowledge (assessment of investment projects, electrical maintenance, ect.) and skills (negotiate, sell, schedule tasks, ect.). Version less visible and quantifiable, often unconscious, talent, resides in styles and values of the people. These atoms of talent (knowledge, skills, values and styles) are called competition large companies tend to have them explicit and integrated into handbooks. Organizations are looking to identify and measure talent, for which they have assessments of performance and potential made by the chiefs and, often, supplemented by external professionals. Improvement plans are prepared with the information obtained.

Organizations detect, assigned and develop the talents of persons according to this scheme. The most advanced, through their chiefs and managers, make plans for the future of its people who many times are met. There are paradigmatic cases such as the Techint Group, where nearly 70 percent of its executives joined the company as young professionals. Systems of planning for development articulate organizational development with talent management processes. Strategic direction determines the type of work that should be carried out in the future and thus can anticipate that type of skills and competencies will be needed. Operating plans provide the most immediate information to plan human resources to specify what types of jobs need to be covered and in what quantity. Once carried out the planning of human resources (types of positions, key positions, amount of staff, ect.) are It assesses performance and potential for reaching an inventory that balances the needs of talent with its immediate and future availability.