MANAGEMENT AND HUMAN TALENT ORGANIZATIONAL CULTURE IN INSURANCE COMPANIES

The aim of the study was to determine the relationship between the management of human talent and organizational culture in insurance companies on the east coast of Lake Maracaibo. Building variables Goodman (2004), Chiavenato (2004), Martinez (2003) and Cardona (2005), Delta and Kennedy (2003), Robbins (2003) and Siliceo, Caseres and Gonzalez (2003. Methodologically contextualised within epistemologically positivist tendency of descriptive, correlational design field, no experimental transectional. The population consisted of 18 managers and 175 employees. Designing a questionnaire containing 57 items. determines the validity of the instrument through the technical expert opinion, and discriminant analysis using Cronbach's coefficient of 0.87 yielding securities. Using the method of statistical reliability of the two halves and the Spearman-Brown correction yielding a value of 0.86. Running data processing by descriptive statistics, applying the measures of central tendency and variability; completed and showed a moderate correlation to both sources of information, considering that an organizational culture can develop as they run an effective human resources management, requiring the processes admission application, compensation, development, maintenance and monitoring of staff, making the adjustment to the organizational requirements and to fully meet the targets set, the recommended take root factors in the organizational culture to enhance their workers unification behavior and control mechanisms are clearly identified by their staff.