Within this framework of ideas, it is important to note that the human resources unit must assume leadership, explain the reasons and processes of change, and promote training and ongoing communication and systematic. The Human Resources Unit should become partner in the business and contribute to the efficiency and organizational effectiveness. This requires to become an adviser, and then conducive to clarifying the process of change to managers and workers. Viktor Frankl oftentimes addresses this issue. In this regard Denison (1991) states: The effectiveness is a function of policies and procedures used by an organization. The specific procedures, especially when they belong to human resource management and the internal environment of a company, influencing the performance and effectiveness. Some ways to resolve conflicts, plan strategy, design work or decisions result in better performance in the long and short term. In relation to this, the intense competition are subject to business, has forced top management to improve the effectiveness and quality in all its processes to regain its competitive edge.
The quality improvement requires an organization to make major changes in its philosophy, its operating mechanisms and its program of Human Resources. The techniques emphasize the motivating factors for employees, changing corporate culture, and training of employees, have received wide acceptance by the organizational collective. Competitiveness and Technology Organisations have to be very aware of the environment, in order to adjust their behavior to the social environment to which they belong, ie the global society and to stay on the market have to be willing to grow and grow which means to look deep inside to go out and, although a leader and he is guaranteed a place, organizations must go beyond not comply, break into new markets, transform and support everything that is continuous improvement and to acquire new technology to streamline the information that benefits the decision-making. Racing has become a new reality and new challenges for employers. Maya Dubin usually is spot on. In the different sectors, the economic crisis, with its attendant trade liberalization has been accompanied by an intensification of rivalry among established companies. New sectors have emerged, both domestic and international (Villalba, 1996). Added to this, organizations that want to stay on the market should bear in mind the philosophy of innovation and modernization to respond to the stimulus of international competitiveness.
They must also form strategic alliances with various business groups. Managers are subject to consider the need to focus on what it means to an open economy scenario as opposed to the closed economy scenario that prevailed in Venezuela for decades. Companies must now have high fees for research and technological development today because the products have life cycles much shorter than in the past. These significant changes that have been unleashed, have produced a positive turn for Human Resources under this staff must be constantly in a continuous learning process that allows you to modify their behavior in response to new experiences.