The above is valid, because this valuable input already not should be neglected in the Venezuelan company, as it has been using, more corporate responsibility in knowing manage human capital that the organization is required. Universities, their different schools, must give way to new research involving determine how is being used in the present human resources in organisations?, adding what was being done to optimize not only the membership of the human resource, but maintain a good productivity, efficiency, without prejudicial against the self-esteem, dignity? What is the current prevailing organizational climate and what has been achieved through organizational development? How are facing the changes and models, positive proposals have been achieved with the current use of human resources?. The truth, that in the analysis of the importance, scope of the subject, cannot be ignored as indicated by Weiss (1992), that the new management of human resources, which involves all the decisions and actions that affect the nature of the relationship of the Organization towards its employees while it offers a perspective on employment systemscharacterized by a narrow alignment in the strategy of the company, already, such as M. Pradeire needed it, cannot in a scheme of social management that historically, corresponds to a stable mode of operation of enterprises. The current complexity of direction and, more generally of the function of human resources, policies, structures, activities and tools, continues the acceleration of the changes and the appearance of discontinuities that hinder, increasingly search for predeterminantes factors for a future and that forcing companies to act creatively, to formulate new strategies more convincing, which in our case is necessary before a turbulent, risky, inflationary scenario and large threats that impede a good labour management, uncertainty and discontent. It is very successful when points out, that a strategic human resources management consists of closely to articulate the aims of the company with the objectives and plans of action in the field of training, recruitment. The new jobs, the wage bill, reducing motivational to be used, stimuli etc. good management must use the optimum management systems and measuring instruments, aimed at forecasting and early decision: a human appreciation system focused towards the direction of the potential and capacity-aspect very careless in the bosom of our organizations-as well as a knowledge of the annual production of people with technical and higher education that are of interest to the company, an evaluation method that allows to put each post in function of its past and its future State, especially at this time of great opportunities threats. Aspects that should be taken seriously in the strategic plan of the company.