FASE PLANEACION 12 EVIDENCIA 1.docx
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EVIDENCIA 1: TALLER "GENERALIDADES DE LA GESTIÓN DEL TALENTO HUMANO Y SUBPROCESOS"
Presentado por JHON EDWAR ROJAS HERNANDEZ
Instructora YARLI REID
Ficha 1565222
SERVICIO NACIONAIL DE APRENDIZAJE SENA GESTION LOGISTICA SEPTIEMBRE 2018
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Evidencia 1: Taller "Generalidades de la gestión del talento humano y subprocesos" Actualmente, el papel del talento humano es crucial crucial para el crecimiento y permanencia permanencia de las organizaciones, pues a partir de la eficacia de su gestión se logran alcanzar altos estándares de productividad y competitividad. Por lo tanto, se hace necesario vincular los diferentes aspectos que encierra la gestión del talento humano para llevar a cabo una coordinación efectiva de l os colaboradores, de tal manera que, además de alcanzar los objetivos organizacionales, también se logre mejorar la calidad de vida laboral que se vea reflejada en un equipo de trabajo motivado, integrado y, sobre todo, satisfecho. Por ello, para esta evidencia debe realizar un breve recorrido por el material de formación “Gestión del talento humano” y los materiales complementarios asociados a esta actividad de aprendizaje, que inicia en el nacimiento y transformación del concepto de talento humano y desemboca en la descripción del proceso de su gestión. Para que posteriormente a través del desarrollo de las preguntas propuestas en esta evidencia se apropie de los conceptos asociados a la gestión del talento humano e identifique cada uno de los subprocesos que la conforman.
OBJETIVO Son elementos fundamentales en cualquier organización razón por la cual la administración o gerencia de los recursos humanos que tiene como objetivo las personas y sus relaciones debe ocupar un lugar importante en la estructura orgánica de la institución. Hoy en día las organizaciones son conscientes de la importancia de contratar a personal según el potencial y no solamente la
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Dado lo anterior se solicita que realice los siguientes puntos:
1. Explique los objetivos de la administración del capital humano. Los objetivos de los recursos humanos deben contribuir con que la empresa produzca más y sea la mejor en fiel cumplimiento, para ello busca mejorar el rendimiento del trabajo ofreciendo b ienestar a los empleados y explicar claramente l as tareas a desempeñar Los objetivos de los recursos humanos se pueden clasificar en los siguientes
Objetivos corporativos:
la administración de los recursos humanos tiene como objetivo básico contribuir al éxito de la
empresa o corporación
Objetivo funcional:
mantener la contribución del departamento de recursos humanos a un nivel apropiado a las
necesidades de la organización, es una prioridad absoluta
Objetivo social : debe responder ética y socialmente a los desafíos que presenta la sociedad en general y reducir al
mínimo las tensiones o demandas negativas que la sociedad puede ejercer sobre la organización
Objetivos personales:
cada uno de los integrantes de la organización aspirar a lograr ciertas metas personales legítimas,
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INICIO FIN Gerente, detecta necesidad de personal
Candidato llena vía internet solicitud y examen psicométrico NO
Informa al jefe de recursos humanos
Gerente comunica aceptación y se firma el contrato de trabajo
Prueba de exámenes candidato viable para el puesto
revisa base de datos para posibles candidatos NO Colocar anuncios
Hay candidatos
La información es entregada al gerente vía e-mail y se envía a almacén de datos
Candidato asiste en la fecha indicada
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3. A través de un esquema gráfico gráfico explique las siguientes funciones y subfunciones que desempeña el departamento de personal, según Sánchez (2004)1: Admisión y empleo. o Administración de sueldos y salarios. o Relaciones internas. o Planeación de Recursos Humanos. o
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DEPARTAMENTO DE PERSONAL
Admisión y empleo
Administración de sueldos salarios
1. Fuentes de reclutamiento.
2. Entrevistas. 3. Pruebas
Relaciones internas
Planeación de Recursos Humanos
Análisis de los puestos.
Contratos colectivos
Pronóstico del talento humano.
Valoración de los puestos.
Inventario del talento humano.
s.
Capacitacione
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4. Describa cada una de las siguientes fases que hacen parte del proceso de reclutamiento que están presentes en los formatos que se utilizan para cada fase: o
Requisición de empleados (RE). La requisición de personal es la solicitud que realiza determinada área de una empresa para cubrir alguna
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o
Elección de los medios de reclutamiento. En esta fase se debe analizar y decidir cuáles serán los medios utilizados para informar a los probables candidatos sobre la vacante existente en la empresa. Mientras más amplios sean los medios de reclutamiento, mayor será la oportunidad de conseguir a la persona que se desea. Algunos son:
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a seleccionar en forma preliminar.
La organización laboral: su principal ocupación y localización.
El puesto: su nombre; principales tareas, su ubicación en caso de que no sea en el centro de trabajo principal.
Habilidades y experiencia necesarias y deseables: requisitos personales, habilidades profesionales específicas, experiencia, aptitudes, etc.
Remuneración y oportunidades: salario básico y cualquier otro beneficio; oportunidades de desarrollo personal.
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Más económico porque evita gastos de anuncios. Más rápido porque evita demoras del reclutamiento externo. Mayor índice de validez y seguridad porque ya se conoce al candidato, se le evaluó durante un periodo y no necesita periodo experimental. Gran fuente de motivación para los empleados porque ven la posibilidad de progreso en la organización. Aprovecha las inversiones de la empresa en entrenamiento personal. Desarrolla un sano espíritu de competencia entre el personal.
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cuando no aceptan a la persona recomendada, el empleado se siente molesto cuando se sanciona a su pariente, se le niega el ascenso, etc. Las llamadas bolsas de empleo, también son una fuente externa de reclutamiento de personal. Esta fuente tiene las siguientes ventajas y desventajas: Ventajas:
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