UNIVERSIDAD TÉCNICA PARTICULAR DE LOJA La Universidad Católica de Loja
MODALIDAD ABIERTA Y A DISTANCIA ESCUELA DE ADMINISTRACIÓN DE EMPRESAS
Administración de Recursos Humanos
Guía didáctica 5 CRÉDITOS
1. Datos informativos
CICLOS
AUTORA: Ing. Janeth Verónica Toapanta Silverio
S T C E L P T U
S O I D R U O T I S E R E E T D N A N A L P
CARRERAS
3
• Asistencia Gerencial y Relaciones Relaciones Públicas • Administración de Empresas Empresas • Administración en Gestión Pública
4
• Administración de Empresas Empresas Turísticas Turísticas y Hoteleras
5
• Contabilidad y Auditoría • Administración en Banca y Finanzas
5
• Contabilidad y Auditoria • Administración en Banca y Finanzas • Administración de Empresas Empresas
7
• Administración de Empresas Empresas Turísitcas Turísitcas y Hoteleras
Reciba asesoría virtual v irtual en: www www.utpl.edu.ec .utpl.edu.ec
16303
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ADMINISTRACIÓN DE RECURSOS HUMANOS Guía didáctica
Janeth Verónica Toapanta Silverio UNIVERSIDAD TÉCNICA PARTICULAR DE LOJA CC Ecuador 3.0 By NC ND Diagramación, diseño e impresión: EDITORIAL DE LA UNIVERSIDAD TÉCNICA PARTICULAR DE LOJA Call Center: 593 - 7 - 2588730, Fax: 593 - 7 - 2611418 C. P.: 11- 01- 608 www.utpl.edu.ec San Cayetano Alto s/n Loja-Ecuador Derecho de Autor Nro.: 000374 Segunda edición Segunda reimpresión ISBN-978-9942-00-958-6
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2. Índice ..................... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ...................... ....................... ................. ..... 3. Introducción .......... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ................ ..... 4. Bibliografía ...........
5 6
4.1 básca .......... ...................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... .............. 6 4.2 Copleentaa ........... ...................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ....................... .................. ....... 6
5. Orientaciones generales para el estudio............................................................ 7 6. Proceso de enseñanza-aprendizaje para el logro de competencias .. 9 PrimEr bimESTrE
6.1 6.2 6.3 6.4
Competencias genéricas ............ ....................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ............... ... 9 Planificación para el trabajo del alumno ........... ...................... ....................... ....................... ...................... ....................... ................... ....... 9 Sistema de evaluación se asignatura (primero y segundo bimestre) bimestre)........... ....................... ................. ..... 13 Orientaciones específicas para el aprendizaje por competencias competencias ............ ....................... ...................... ........... 14
UNIDAD 1: EL RETO DE LA ADMINISTRACIÓN DE LOS RECURSOS HUMANOS ........... ....................... ....................... ...................... ............... 14
1.1 Concepto de adnstacón de ecusos huanos huanos........... ....................... ....................... ....................... ....................... .................... ......... 14 1.2 retos copettvos copettvos y adnstacón de ecusos ecusos huanos huanos ........... ...................... ...................... ....................... ................. ..... 14 ...................... ...................... ....................... ....................... ....................... ............... ... 15 1.3 inquetudes deogáfcas y de los epleados epleados ........... 1.4 responsaldades del geente de ecusos huanos huanos ........... ...................... ....................... ....................... ....................... ............... ... 16 1.5 Copetencas del geente de ecusos huanos huanos .......... ...................... ....................... ....................... ....................... ...................... ........... 16 Autoevaluacón 1 .......... ...................... ....................... ...................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ................ ..... 18 UNIDAD 2: ESTRATEGIA Y PLANEACIÓN DE RECURSOS HUMANOS ........... ....................... ....................... ...................... ....................... ................. ..... 19
2.1 Vnculacón ente la planeacón estatégca y los ecusos huanos ........... ...................... ....................... ................. ..... 19 2.2 Pasos de la planeacón estatégca ........... ...................... ....................... ....................... ...................... ....................... ....................... ....................... .............. 19 Autoevaluacón 2 .......... ...................... ....................... ...................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ................ ..... 20 UNIDAD 3: ANÁLISIS DE PUESTOS Y PART PARTICIPACIÓN ICIPACIÓN DE LOS EMPLEADOS .............. ......................... ...................... ....................... ............... ... 22
1.1 relacón de los equstos del puesto y las las funcones de adnstacón adnstacón de ecusos huanos ........... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ....................... .................... ......... 23 1.2 Análss de puestos .......... ...................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ............... ... 23 1.3 Dseño de puestos ........... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ............... ... 24 1.4 Gupos de patcpacón de epleados ........... ....................... ....................... ....................... ....................... ...................... ....................... ................. ..... 24 Autoevaluacón 3 ........... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ................ ..... 25 UNIDAD 4: RECLUTA RECLUTAMIENTO MIENTO Y SELECCIÓN DE EMPLEADOS...... EMPLEADOS.................. ....................... ...................... ....................... ....................... ...................... ........... 26
4.1 reclutaento ........... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ...................... ....................... ............... ... 26 4.2 Desaollo de una eseva de talento dveso ........... ....................... ....................... ...................... ....................... ....................... .................... ......... 26 4.3 Poceso de seleccón ........... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ....................... ............... ... 27 4.4 Otencón de nfoacón confale y válda .......... ..................... ....................... ....................... ....................... ....................... .................... ......... 27 4.5 Fuentes de nfoacón aceca de los canddatos a un puesto ........... ...................... ...................... ....................... ............... ... 27 4.6 Pueas de epleo
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UNIDAD 5: CAPACIT CAPACITACIÓN ACIÓN Y DESARROLLO .................... ............................... ....................... ....................... ....................... ....................... ...................... .................... ......... 30
5.1 Enfoque de ssteas paa la capactacón ........... ...................... ....................... ....................... ...................... ....................... ....................... .............. ... 30 5.2 Teas Teas especales en capactacón y desaollo ........... ....................... ....................... ....................... ....................... ...................... .................. ....... 31 Autoevaluacón 5 ........... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ................ ..... 31 SEGUNDO bimESTrE
6.5 Competencias genéricas .......... ...................... ....................... ...................... ....................... ....................... ...................... ....................... ....................... ................ ..... 33 6.6 Planificación para el trabajo trabajo del del alumno alumno ........... ....................... ....................... ...................... ....................... ....................... .................. ....... 33 6.7 Orientaciones específicas para el aprendizaje por competencias competencias .......... ..................... ....................... .............. 38 UNiDAD 6: EVALUACiÓN Y mEJOrAmiENTO DEL DESEmPEÑO ........... ...................... ....................... ....................... .................... ......... 38 ....................... ....................... ....................... ...................... .................... ......... 38 6.1 Desaollo de un pogaa de evaluacón efectvo ............ 6.2 métodos de evaluacón del desepeño ........... ...................... ....................... ....................... ...................... ....................... ....................... ................ ..... 38 6.3 Entevstas de evaluacón ........... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... .................. ....... 39 Autoevaluacón 6 ........... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ................ ..... 39
UNiDAD 7: ADmiNiSTrACiÓN DE LA COmPENSACiÓN ........... ...................... ....................... ....................... ....................... ....................... ............. 41 7.1 Planeacón estatégca de la copensacón ............ ....................... ...................... ....................... ....................... ...................... ...................... ........... 41 7.2 Detenacón de la copensacón .......... ...................... ....................... ....................... ....................... ...................... ....................... ....................... ............. 41 1.3 Ssteas de valuacón de puestos .......... ...................... ....................... ....................... ....................... ...................... ....................... ....................... ............. 42 1.4 Estuctua de la copensacón ............ ....................... ...................... ....................... ....................... ...................... ....................... ....................... ................ ..... 42 Autoevaluacón 7 ........... ...................... ...................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ................ ..... 43 UNiDAD 8: PAGO POr DESEmPEÑO, rECOmPENSAS PArA iNCENTiVAr .......... ...................... ....................... .................. ....... 44 8.1 razones estatégcas paa los planes de ncentvos ............ ....................... ....................... ....................... ...................... .................... ......... 44 8.2. Planes de ncentvos ndvduales .......... ...................... ....................... ....................... ....................... ...................... ....................... ....................... ................ ..... 44 ...................... ....................... ....................... ...................... ....................... ....................... ...................... ....................... ....................... ................ ..... 45 8.3. incentvo de ventas ........... 8.4. incentvos paa epleados pofesonales ........... ...................... ....................... ....................... ...................... ....................... ....................... .............. ... 45 8.5. Planes de ncentvos epesaales........... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ............. 45 ....................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ................ ..... 46 Autoevaluacón 8 ........... UNiDAD 9: PrESTACiONES PArA LOS EmPLEADOS .......... ...................... ....................... ...................... ....................... ....................... .................. ....... 47 9.1. Planeacón estatégca de las pestacones ............ ....................... ...................... ....................... ....................... ....................... ...................... .......... 47 9.2. Pestacones paa los epleados equedas po la ley ........... ....................... ....................... ....................... ....................... .............. ... 47 ...................... ....................... ....................... ....................... ....................... .............. ... 48 9.3 Pestacones dsceconales paa los epleados ........... Autoevaluacón 9 ........... ....................... ....................... ....................... ....................... ...................... ....................... ....................... ....................... ....................... ...................... ................ ..... 48 UNiDAD 10: DErECHOS DE LOS EmPLEADOS Y DiSCiPLiNA .......... ...................... ....................... ....................... ....................... .............. ... 50 1.1 Deechos de de los epleados y pvacdad........... ...................... ....................... ....................... ...................... ....................... ....................... .............. ... 50 1.2 Polítcas y pocedentos dscplnaos ............ ....................... ....................... ....................... ...................... ....................... ....................... .............. ... 50 1.3 Étca geencal en las elacones con los epleados epleados 51
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PRELIMINARES
Guía didáctica: Administración de Recursos Humanos
3. Introducción Estimados estudiantes, bienvenidos a un nuevo ciclo de estudios, la asignatura de Administración de Recursos Humanos en Modalidad Abierta y a Distancia corresponde a la Escuela de Administración de Empresas, como materia troncal en el tercer ciclo con cinco créditos; además, está dirigida a los estudiantes de las carreras de Asistencia Gerencial y Relaciones Públicas, Administración en Banca y Finanzas, Administración de Empresas Turísticas y Hoteleras, Contabilidad y Auditoría y Secretariado Ejecutivo Bilingüe. El estudio de la asignatura de Recursos Humanos, constituye una base fundamental en la formación del futuro profesional que se encargará de manejar el componente más importante dentro de una organización como es el elemento humano. Al realizar el estudio estudio sistemático de cada uno de los temas, con el propósito de lograr un conocimiento amplio, nos permitirá identificar, identificar, analizar, evaluar y valorar a las personas inmersas en el proceso productivo de una organización. Con el estudio de esta asignatura, nuestros alumnos podrán determinar la importancia que tiene el elemento humano dentro de una organización para desarrollar una fuerza de trabajo, flexible y con habilidades necesarias para competir de manera efectiva, aportando al desarrollo que beneficia tanto al empleado como a la organización en general. Además, les permitirá conocer lo referente al proceso de empleo en la organización, diseño de puestos de trabajo y equipos, desarrollo de habilidades en los empleados, identificar métodos para mejorar su desempeño y recompensar sus logros. La temática que abarca la asignatura ha sido estructurada en diez unidades, distribuidas en cinco para el primer bimestre y cinco para el segundo bimestre. La primera unidad está dedicada a los retos de la administración de recursos humanos, la segunda unidad se refiere a las estrategias y planeación de recursos humanos, en la tercera unidad trataremos el análisis de puestos y la participación de los empleados, la cuarta unidad hace referencia a los procesos de reclutamiento y selección de empleados, en la quinta unidad abordaremos la capacitación y desarrollo, En el segundo bimestre, la unidad 6 está enfocada a la evaluación y mejoramiento del desempeño, la séptima unidad nos habla acerca de la administración de la compensación, la octava hace referencia al pago por desempeño y a las recompensas para incentivar, en la novena trataremos las prestaciones para los empleados y finalmente en la décima nos referiremos a los derechos de los empleados y disciplina. Recuerden estimados estudiantes que estaremos junto a ustedes para acompañarles y o rientarles de tal manera que sea efectivo el proceso de aprendizaje.
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Guía didáctica: Administración de Recursos Humanos
PRELIMINARES
4. Bibliografía 4.1 Básica Bohlander, G. y Snell, S. (2009). Administración de Recursos Humanos. México: Consegraf. Se ha seleccionado este libro como texto básico para el estudio de la asignatura de Administración Administración de Recursos Humanos, por el vasto conocimiento que tienen sus autores y porque contiene información actualizada sobre el manejo de los recursos humanos, utiliza un lenguaje de fácil comprensión, contiene ejemplos reales de empresas internacionales con el objeto de afianzar los conceptos teóricos y contiene ejercicios prácticos que el estudiante puede desarrollar para el aprendizaje. Toapanta Silverio J. (2011). Guía Didáctica de Administración de Recursos Humanos. Loja- Ecuador: Editorial UTPL. La Guía Didáctica de Administración de Recursos Humanos constituye una herramienta que contiene la información necesaria para que el estudiante pueda lograr un aprendizaje significativo, le permite manejar el texto básico de una manera sencilla y le informa sobre las actividades que deberá desarrollar en el transcurso del ciclo académico.
4.2 Complementaria Chiavenato, I. (2008). Gestión del talento humano . México. Editorial Mc Graw Hill /Interamericana Editores, S.A. de C.V. Este libro le ofrece información con lenguaje claro y sencillo sobre los temas tratados en la asignatura, contiene ilustraciones con una gran variedad de gráficos y ejemplos de casos reales en importantes empresas, lo que le facilitará el proceso de aprendizaje. El internet constituye también una herramienta adicional muy importante que le servirá en gran medida para afianzar conocimientos y consultar temas relacionados con el manejo de organizaciones en nuestro país y actualizarse en el conocimiento de las leyes que las rigen. Para profundizar algunos contenidos, se recomienda visitar algunas direcciones electrónicas que a continuación se señalan.
-
Alles, Martha. (2005). Desarrollo del talento humano basado en competencias. [En línea] Disponible en: http://es.wikipedia.org/wiki/Recursos_humanos: En esta dirección encontrará una descripción de los diferentes procesos relacionados con la administración de recursos humanos
-
Bohlander, G. y Snell, S. (2009). Administración de Recursos Recursos Humanos.[Enlínea] Humanos.[Enlínea] Disponible en: . http://bohlander.swlearning.com Le permitirá obtener mayor información sobre los temas del texto básico tratados en la asignatura de administración de recursos humanos.
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Guía didáctica: Administración de Recursos Humanos
PRELIMINARES
5. Orientaciones generales para el el estudio El Estudio a distancia es un proceso de aprendizaje autónomo, lo cual implica ser responsable, respo nsable, ordenado y persistente; por lo tanto le propongo algunas orientaciones que seguro le ayudarán en su estudio: •
Recuer Rec uerdequ dequelos elosmate materia riales lescon conlos losquet quetrab rabaja ajaráen ráenelpr elprese esente ntecic cicloac loacadé adémic micoso oson:el n:eltext texto o
básico denominado: “Administración de Recursos Humanos” y la presente guía didáctica. Además, es importante que conozca que las evaluaciones a distancia, así como las presenciales se realizarán en base a estos materiales. •
Laasignatura La asignaturase seencuentra encuentradivida dividaen endos dospartes, partes,para parael elprimer primerbimestre bimestreestudiaremos estudiaremoslas lasunidades unidades
1 a la 5 y para el segundo bimestre abordaremos las unidades 6 a la 10. •
Serecomien Serec omiendaqu daqueesco eescojaun jaunlugar lugartranqu tranquiloy iloybien bienilumi iluminado nadoparae paraelestu lestudiod diodelaas elaasignatu ignatura. ra.
•
Tengaa Ten gaala laman manot otodo odosl slos osmat materia eriales lesne neces cesari arios ospar parael aelest estudi udiod odela elaasi asigna gnatur turade ademan manera eraque que
no haya motivos de distracción. •
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necesario que dedique al menos una hora diaria de autoestudio. •
Es ne nece cesa sari rioque oque en pr prim imer erains ainsta tanc ncia ia,real ,realic iceuna euna lec lectu turaráp rarápid idadeltex adeltexto to bá bási sico co,lueg ,luegocon ocon
la ayuda de la presente guía didáctica inicie una lectura atenta, comprensiva y analítica de tal manera que pueda asimilar las partes esenciales de cada unidad. Además, Además, se sugiere aplicar técnicas como el subrayado, elaboración de resúmenes, cuadros sinópticos, tablas, gráficos, mentefactos, etc. •
Además,es Ademá s,esimpo importante rtanteirc irconsul onsultando tandoelsi elsignifi gnificado cadodeto detodasl daslaspal aspalabras abrasquec queconsi onsideren derenuevas. uevas.
Esto ayudará a comprender la asignatura y a enriquecer su vocabulario. •
Convienequ Convi enequereali erealiceto cetodosl doslosej osejercic erciciosp iospropues ropuestosen tosensut sutextob extobásico ásicoyen yenlaguí laguíadid adidáctic áctica. a.
•
Recu Re cuer erde de rea reali liza zartod rtodas as la lasaut sautoe oeva valu luac acio ione nespro spropu pues esta tasensuguí sensuguíadid adidác ácti tica ca al fi fina naldecad ldecada a
unidad, ya que ello le ayudará a medir el nivel de conocimiento adquirido en cada tema estudiado, pudiendo verificar sus respuestas en el solucionario que se encuentra al final de la
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Guía didáctica: Administración de Recursos Humanos
PRELIMINARES
y orientaciones para una mejor comprensión y desarrollo de las evaluaciones a distancia y presenciales, estos serán publicados semanalmente; por otro lado, los FOROS le permitirán participar con sus criterios en temas importantes propuestos por el docente; los RECURSOS o documentos relacionados son materiales didácticos para el estudio y podrá revisarlos en este entorno; finalmente, a través del EVA podrá usted descargar semestralmente las claves de respuestas de sus trabajos a distancia y obtener una retroalimentación de los mismos. Además, el EVA es un medio que le permite p ermite enviar digitalmente sus evaluaciones a distancia en las fechas previstas por la universidad, sin necesidad de recurrir al centro universitario para su entrega. •
Paraelde Par aeldesarr sarroll ollodela odelaseva sevalua luacio ciones nesadis adistan tancia ciadebe debereali realizar zarunale unalectu cturaco racompr mprens ensiva iva,crí ,crític tica a
y reflexiva tanto del texto básico como de la guía didáctica, puesto que en ella se han incluido temas de estudio de la materia. Además, es importante recordarle que estas evaluaciones son obligatorias e irrecuperables de ahí que se deben presentar en las fechas correspondientes. •
Además,le Ademá s,lereco recomiend miendorev orevisar isarla“P la“Planifi lanificació caciónpa nparael raeltrabaj trabajode odelalu lalumno”, mno”,est estecua ecuadro drodaun dauna a
visión global de la asignatura, pues allí se encuentran las competencias genéricas, competencias específicas e indicadores de logro por cada uno de los bimestres, así mismo puede revisar los contenidos a abordarse, las actividades de aprendizaje y el tiempo estimado para el estudio de cada una de las unidades. •
Fina Fi nalm lmen ente te, , es ne nece cesa sari rio o qu que e re revi vise se el ap apar arta tado do “S “Sis iste tema ma de ev eval alua uaci ción ón”, ”, en el qu que e po podr drá á
revisar las actitudes, habilidades y conocimientos que serán evaluados, así como las instancias evaluativas en las que se lo hará. Este cuadro es tanto para el primer bimestre como para el segundo bimestre. Espero que todas y cada una de estas recomendaciones contribuyan a un aprendizaje exitoso de la asignatura, para lo cual usted cuenta con un profesor guía que le ayudará a resolver las inquietudes que surjan durante el proceso de enseñanza aprendizaje. apre ndizaje. Recuerde que su esfuerzo contribuirá a avanzar avanzar un peldaño más en el logro de su profesionalización.
SIGNIFICADOS DE LOS ÍCONOS LECTURA DEL TEXTO BÁSICO ACTIVIDADES RECOMENDADAS
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
6. Proceso Proceso de enseñanza-aprendizaje para el logro de competencias PRIMER BIMESTRE
6.1 Competencias genéricas
Capacidad de aplicar los conocimientos en la práctica. Capacidad para identificar, plantear y resolver problemas. Capacidad para tomar decisiones. Capacidad de motivar y conducir a metas comunes Capacidad creativa e innovadora
6.2 Planificación para el trabajo del alumno COMPETENCIAS ESPECÍFICAS
INDICADORES DE APRENDIZAJE
CONTENIDOS Unidades/Temas
CRONOGRAMA ORIENTATIVO Tiempo estimado • Lee Leerc rcomp ompren rensiva sivament mente e Semana 1 : el capítulo 1 del texto básico y las orientaciones 6 horas de que se presentan en la autoestudio guía didáctica para los y 4 horas de temas de esta unidad. interacción (por (cada semana) ACTIVIDADES DE APRENDIZAJE
Capacidad • Re Reco cono noce cel la a UNIDAD 1: para analizar importancia de la las actividades, administración de EL RETO DE LA ADMINISTRACIÓN competencias recursos humanos y tareas de los como medio para DE LOS RECURSOS gerentes de recursos organizar el talento HUMANOS humanos como humano dentro de • Ela Elabora boraru runr nresum esumen en administradores del la organización. 1.1. Concepto de con los aspectos talento humano. Administración de fundamentales de la • Co Cono noce cel los os Recursos Humanos. Unidad 1. desafíos competitivos a los 1.2. Retos competitivos Identi ntific ficar arlos losas aspec pectos tos que se enfrentan y administración de • Ide fundamentales en la actualmente las recursos humanos. administración de organizaciones. recursos humanos y 1.3. Inquietudes redactar un ensayo sobre • A Anal naliz iza acu cual ales es demográficas de los ellos. son las principales empleados preocupaciones • Lee Leerl rlas assec seccio ciones nes sociales en la 1.4. Responsabilidades del del texto básico “lo gerente de recursos administración de más destacado en recursos humanos. humanos
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
CRONOGRAMA ORIENTATIVO Tiempo estimado Capacidad para • Di Dist stin ingu gue e Estudia udiarc rcon onate atenci nción ónlos los Semana 2 y 3: UNIDAD 2: ESTRATEGIA • Est Y PLANEACIÓN DE analizar los aspectos la relación capítulos 2 y 4 del texto que comprende existente entre la RECURSOS HUMANOS. básico y las orientaciones 6 horas de la planeación planeación de RH que se presentan en la autoestudio estratégica de y la planeación 2.1. Vinculación guía didáctica. y 4 horas de Recursos Humanos estratégica, lo que dentro de la interacción (por y aplicarlos permite a una planeación estratégica • Anal Analiza izar rel elte tema masobr sobre e cada semana). a la realidad organización lograr y los recursos planeación estratégica organizacional. sus objetivos humanos. que consta en el EVA. COMPETENCIAS ESPECÍFICAS
INDICADORES DE APRENDIZAJE
CONTENIDOS Unidades/Temas
ACTIVIDADES DE APRENDIZAJE
2.2. Pasos de la planeación • Rea Realiz lizar arun uncua cuadro dro pasos para realizar estratégica. comparativo sobre la la planeación planeación estratégica y estratégica la planeación de recursos organizacional. humanos.
• Id Iden enti tifi fica cal los os
• Fo Formu rmula laj jui uici cios os
• Anal Analiza izarl rlos oseje ejempl mplos os
de valor sobre del texto básico y de UNIDAD 3: ANÁLISIS funciones que la guía didáctica y DE PUESTOS Y cumple la proponer otros ejemplos PARTICIPACIÓN DE LOS administración de observados en el EMPLEADOS recursos humanos. entorno. 3.1. Relación de los • An Anal aliz iza ala las s requisitos del puesto • Re Resp spon onde der r relaciones entre y las funciones de la argumentadamente los los requisitos administración de cuestionarios planteados del puesto y el recursos humanos. en la guía didáctica para desempeño de las la segunda y tercera funciones de la 3.2. Análisis de puestos. unidad. ARH. 3.3. Diseño de • Lee Leerl rlas assec seccio ciones nes • De Desc scrib ribe el las as puesto. del texto básico “lo diferentes técnicas más destacado en de grupo utilizadas 3.4 Grupos de administración de para maximizar las participación de recursos humanos” que contribuciones de empleados. se encuentran en cada los empleados. capítulo del libro básico. • Re Reso solv lver erl la a
autoevaluación 2 y 3.
• Par Partic ticipa ipare rene neld ldeba ebate te
sobre las teorías del aprendizaje propuesto en
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
COMPETENCIAS ESPECÍFICAS
INDICADORES DE APRENDIZAJE
Utilizar y desarrollar • Ex Expl plic ica aco con n los procesos argumentos de selección las ventajas y de empleados desventajas del tendientes a reclutamiento potenciar el externo. desarrollo de la organización y • Id Iden enti tifi fica cal los os talento humano. diferentes talentos de grupos que con su talento pueden aportar a la organización • Id Iden enti tifi fica cal las as
diversas fuentes de información utilizadas para la selección de personal.
• Ej Ejem empl plif ific ica a
los diferentes enfoques para llevar a cabo una entrevista de empleo.
CONTENIDOS Unidades/Temas
ACTIVIDADES DE APRENDIZAJE
Realiz lizar aruna unale lectu ctura ra UNIDAD 4: SELECCIÓN • Rea DE EMPLEADOS comprensiva del capítulo 6 del texto básico y las 4.1 Reclutamiento orientaciones que se presentan en la guía 4.2 Desarrollo de una didáctica para los temas reserva de talento de esta unidad. diverso
4.3 Proceso de selección 4.4 Obtención de información confiable y válida 4.5 Fuentes de información acerca de los candidatos a un puesto 4.6 Pruebas de empleo 4.7 La decisión de selección y la decisión final
• Ela Elabora boraru runr nresum esumen en
con los aspectos fundamentales de la Unidad 4.
• Ide Identi ntific ficar arlos losas aspec pectos tos
fundamentales sobre la selección de empleados y elaborar un cuadro sinóptico que le ayude a recordar.
• De Desa sarro rrollllar aro otr tras as
actividades recomendadas de la Unidad 4.
• Lee Leerl rlas assec seccio ciones nes
del texto básico “lo más destacado en administración de recursos humanos” que se encuentran en cada capítulo del libro básico.
• Re Reso solv lver erl la a
autoevaluación 4.
• Rev Revisa isarl rlos osanu anunci ncios osdel del
EVA.
• Co Cont ntinu inuar arc con onel el
desarrollo de la evaluación a distancia del primer bimestre.
CRONOGRAMA ORIENTATIVO Tiempo estimado Semana 4 y 5: 6 horas de autoestudio y 4 horas de interacción (por cada semana).
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Guía didáctica: Administración de Recursos Humanos
COMPETENCIAS ESPECÍFICAS
INDICADORES DE APRENDIZAJE
Diseñar e • De Desc scrib ribe elo los s implementar componentes de programas de la evaluación de capacitación en base necesidades de a las necesidades de capacitación. la organización y a disponibilidad de • Id Iden enti tifi fica cal los os los empleados para principios de lograr un desempeño aprendizaje efectivo. y de describe como facilitan la capacitación.
PRIMER BIMESTRE
CRONOGRAMA ORIENTATIVO Tiempo estimado • Lee Leer rcom compre prensi nsivam vament ente e Semana 6: UNIDAD 5: CAPACITACIÓN Y el capítulo 7 del texto básico y las orientaciones 6 horas de DESARROLLO que se presentan en la autoestudio guía didáctica para los y 4 horas de 5.1. Enfoque que sistemas para la capacitación. temas de esta unidad. interacción CONTENIDOS Unidades/Temas
5.2. Temas especiales en capacitación y desarrollo.
ACTIVIDADES DE APRENDIZAJE
• Ela Elabora boraru runr nresum esumen en
con los aspectos fundamentales de la Unidad 5.
• Ide Identi ntific ficar arlas lasfa fases sesy y • Anal Analiza izala lasve sventa ntajas jas
y desventajas de diversos criterios de evaluación.
objetivos de un sistema de capacitación y elaborar un esquema para afianzar el conocimiento.
• De Desa sarro rrollllar aro otr tras as
actividades recomendadas de la Unidad 5.
• Lee Leerl rlas assec seccio ciones nes
del texto básico “lo más destacado en administración de recursos humanos” que se encuentran en cada capítulo del libro básico.
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
6.3 Sistema de evaluación de la asignatura (Primero y segundo bimestre) 2. Heteroevaluación Formas de Evaluación *
Competencia: Criterio
Comportamiento ético s e d u t i t c A
n ó i c a u l a v e o t u A . 1 x
Cumplimiento, puntualidad y responsabilidad Esfuerzo e interés interés en los trabajos trabajos
Evaluación Presencial
Evaluación a Distancia**
a v i t e j e t r b a P O
e d o e y t s r a a n P E
x
x
x
x
x
x
n ó i A c V c E a r l e e t n n I e
y o a y v a a i s b t n e E e j u b e r P O d
x
x
x
x
x
x
x
x
s e d a d i l i b a H
x x
Respeto a las personas y a las normas de comunicación comunicación Creatividad e iniciativa
n ó i c a u l a v e o C . 3
x x
x
x
x x
Contribución en el trabajo colaborativo colaborativo y de equipo
x x
Presentación, orden y ortografía
s o t n Investigación (cita fuentes de consulta) e i m i c Aporta con criterios criterios y soluciones o n o
x
x
Emite juicios de valor argumentadamente Dominio del contenido
x
x
x
x
x
x
x
x
x
x
x
x x
x
x
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
6.4 Orientaciones específicas para el aprendizaje aprendizaje por competencias
Unidad 1: EL RETO DE LA ADMINISTRACIÓN DE LOS RECURSOS HUMANOS
Estimado alumno, bienvenido al estudio de esta asignatura tan importante dentro dentro de su carrera, la misma le permitirá potenciar el conocimiento del manejo de los recursos humanos como elemento fundamental en el desarrollo de una organización.
1.1 CONCEPTO DE ADMINISTRACION DE RECURSOS HUMANOS Iniciaremos este primer capítulo haciendo referencia al concepto de Administración de Recursos Humanos, para lo cual citaremos a dos importantes autores: G. Bohlander, nos presenta la siguiente definición: “El término recursos humanos implica que las
personas tienen capacidades que impulsan el desempeño de la organización, junto con otros recursos como el dinero, los materiales y la información”. El autor I. Chiavenato lo define como: “El conjunto de políticas y prácticas necesarias para dirigir los aspectos administrativos en cuanto a las ”personas” o los recursos humanos, como el reclutamiento, la selección, la formación, las remuneraciones y la evaluación del desempeño” Como usted puede darse cuenta, la Administración de Recursos Humanos se refiere esencialmente a la organización efectiva del talento humano con la finalidad de lograr alcanzar los objetivos de la organización, ya que su éxito depende cada vez más del conocimiento, habilidades y capacidades de
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PRIMER BIMESTRE
Guía didáctica: Administración de Recursos Humanos
RETOS COMPETITIVOS Reto 1. Ser global
La competencia y la colaboración con empresas extranjeras se ha convertido en un punto central para los negocios
Reto 2. Adoptar la nueva tecnología
Un sistema computarizado que suministra datos actuales y precisos para propósitos de control y toma de decisiones.
Reto 3. Administrar el cambio.
Los programas formales de administración del cambio ayudan a mantener a los empleados enfocados en el éxito de la empresa.
Reto 4. Administrar el talento o capital humano.
El capital humano describe el valor económico del conocimiento, las habilidades y las capacidades de los empleados.
Reto 5. Responder al mercado.
Cumplir con las expectativas de los clientes es esencial para cualquier organización. Los gerentes deben cumplir con los requerimientos de calidad, innovación, variedad y sensibilidad de los clientes.
Reto 6. La contención de los
Las organizaciones están siguiendo varios métodos para reducir los costos relacionados con el trabajo como:
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
1.4 Responsabilid Responsabilidades ades del gerente de recursos humanos Continuando con nuestro estudio, en el siguiente gráfico analicemos las responsabilidades que tiene que cumplir el gerente de recursos humanos En la figura se resume el tema, pero usted podrá po drá ir reforzándolo con la ayuda del texto básico en donde podrá aclarar alguna duda al respecto.
RESPONSABILIDADES DEL GERENTE DE RECURSOS HUMANOS Servicio
Consejo y Asesoría
Responsabilidades del gerente de recursos humanos
Formulación e implementación de políticas
Defensa de los empleados Fuente: Bohlander, G. y Snell S. (2009). Adminis Administración tración de Recursos Recursos Humanos Humanos. México: Consegraf. Elaborado por: Toapanta, J. (2011). Guía didáctica de Administración de Recursos Humanos . Ecuador: Edit. UTPL.
Como puede darse cuenta el gerente de recursos humanos actúa como un asesor, consejero y a la vez como un defensor de los empleados de una empresa u organización.
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Guía didáctica: Administración de Recursos Humanos
PRIMER BIMESTRE
COMPETENCIAS DE LOS GERENTES DE RECURSOS HUMANOS
DOMINIO DEL NEGOCIO • Habili Habilidad daden enlo losn snego egocio cioss • Ori Orient entaci ación ónal alcl clien iente te • Rel Relaci acion ones esext extern ernas as
CREDIBILIDAD PERSONAL • Co Con nfi fian anza za
• Relaci Relacion ones esper person sonale aless • Va Valo lore res sví vívi vido doss • De Dete term rmin inac ació ión n
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Guía didáctica: Administración de Recursos Humanos
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Autoev Aut oevalu aluaci ación ón 1
Escriba (V) o una (F) según sean verdaderos o falsos los siguientes enunciados: 1.
(
)
La administración de recursos humanos es el proceso de administrar el talento humano para lograr los objetivos de una organización.
2.
(
)
El outsourcing es la tendencia de abrir los mercados extranjeros al comercio y a la inversión internacional.
3.
(
)
El uso de internet en las transacciones de negocios se ha vuelto tan dominante para las pequeñas y grandes empresas que el comercio electrónico se está convirtiendo en el reto de organizaciones del nuevo milenio.
4.
(
)
Un cambio reactivo es el cambio que ocurre después de que las fuerzas externas ya han afectado el desempeño.
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Guía didáctica: Administración de Recursos Humanos
Unidad 2: ESTRATEGIA ESTRA TEGIA Y PLANEACIÓN DE RECURSOS HUMANOS
Continuando con nuestro estudio, estudio, en esta unidad revise los aspectos aspectos que se refieren a la administración administración estratégica de recursos humanos que integra la planeación estratégica y la planeación de recursos humanos. Señor estudiante, le invito a realizar una lectura comprensiva de estos temas que se encuentran desarrollados en el capítulo 2 del texto básico.
2.1 Vinculación entre la planeación estratégica y los recursos humanos. La planeación implica un conjunto de procedimientos para tomar decisiones sobre los objetivos a largo plazo y las estrategias de la organización. La planeación de recursos humanos es el proceso de anticipar y hacer previsiones ante el ingreso de personas de una organización, su estancia en ella y salida de la misma.
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Guía didáctica: Administración de Recursos Humanos
•
PRIMER BIMESTRE
Pararealiz Para realizar arel elanális análisis isintern interno, o,se sedebe debemedir medirla las sfortale fortalezas zasy ydebili debilidades dadesd de ela laempres empresa ay yse setiene tiene
que tomar en consideración su cultura, competencia y composición, lo que permite inventariar las habilidades y los recursos de la organización como los niveles de desempeño. •
Laplanea La planeación ciónes esun unproce proceso sosiste sistemátic máticoq oque ueimplic implicap apronos ronosticar ticarlad lademand emandad adetra etrabajo, bajo,ana analizar lizar
la oferta y equilibrar los factores de la oferta y la demanda de éste. •
La pl plan anea eaci ción ón de re recu curs rsos os hu huma mano nos s y la pl plan anea eaci ción ón es estr trat atég égic ica a ti tien ende den n a lo logr grar ar su ma mayo yor r
efectividad cuando hay una relación recíproca entre los dos procesos. Cómo usted puede darse cuenta, el estudio de este tema es de gran importancia ya que nos permite emitir un análisis de la organización para luego aplicar estrategias que le permitan alcanzar sus objetivos.
ACTIVIDADES RECOMENDADAS RECOMENDADAS Lea detenidamente el caso propuesto en el capítulo 2, “Beneficios del Benchmarking en Mazda” y conteste las preguntas de análisis. ¡Felicitaciones! Hemos concluido el estudio de esta unidad unidad y para realizar un análisis de de lo aprendido
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7.
(
)
Guía didáctica: Administración de Recursos Humanos
La estrategia corporativa se centra en la selección del dominio; es decir, donde competirán. El diseño de puestos, el proceso de empleo, la capacitación, la evaluación del desempeño y la compensación tienen que enfocarse en los mismos objetivos laborales.
8.
(
)
9.
(
)
La estructura muestra el camino que la organización tomará en el futuro, mientras que la estrategia es el marco en el cual se coordinan las actividades de los miembros de la organización.
10. (
)
Las habilidades y el personal se relacionan indirectamente con las cuestiones de la administración de recursos humanos.
Verifique sus respuestas en el solucionario que se encuentra al final de la presente guía didáctica.
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Guía didáctica: Administración de Recursos Humanos
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Unidad 3: ANÁLISIS DE PUESTOS PUESTOS Y PARTICIP ARTICIPACIÓN ACIÓN DE LOS LOS EMPLEADOS
3.1 Relación de los los requisitos requisitos del puesto puesto y las funciones de administración administración de recursos recursos humanos Estimado estudiante, continuando con la revisión de conocimientos, analizaremos un tema muy importante referente a los puestos que pueden ocupar las personas dentro de una empresa, el mismo que se define como: ”un grupo de actividades y deberes relacionados” Bohlander, G. y Snell S. (2009: 50). Además, nos referiremos a los procesos de reclutamiento hasta llegar a
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Guía didáctica: Administración de Recursos Humanos
3.2 Análisis de puestos Le propongo revisar a continuación la siguiente información importante sobre el análisis de puestos. Sabía usted que, éste es un proceso que permite obtener información acerca de los puestos mediante la determinación de los deberes, las tareas o las actividades de de los mismos. Revise la figura 4.1. del texto básico aquí encontrará encontrar á cómo se desarrolla el proceso del análisis de puestos en cuanto a fuentes, métodos, datos, descripción, funciones y especificaciones, al mismo tiempo podrá ir revisando en qué consiste cada uno de ellos.
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BASES PARA EL DISEÑO DE PUESTOS OBJETIVOS DE LA ORGANIZACION
EL
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Guía didáctica: Administración de Recursos Humanos
Autoev Aut oevalu aluaci ación ón 3
Señor estudiante, estudiante, lo invito a contestar las siguientes siguientes preguntas preguntas para poder realizar un análisis de lo aprendido. Lea cada una de las siguientes aseveraciones y escriba una (V) si es verdadera o una (F) si es falsa.
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Unidad 4: RECLUTAMIENTO Y SELECCIÓN DE EMPLEADOS
Continuando con el aprendizaje de la asignatura, asignatura, trataremos temas de gran interés como es el reclutamiento y la selección de empleados.
4.1 Reclutamiento El autor nos manifiesta que el proceso de reclutamiento nos permite “localizar a las l as personas que podrían
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Guía didáctica: Administración de Recursos Humanos
Revise el capítulo 5 del texto básico y realizando una lectura comprensiva descubra en que
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Guía didáctica: Administración de Recursos Humanos
En lo referente a pruebas utilizadas tenemos:
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Guía didáctica: Administración de Recursos Humanos
Unidad 5:
PRIMER BIMESTRE
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PRIMER BIMESTRE
Guía didáctica: Administración de Recursos Humanos
5.2 Temas especiales en capacitación y desarrollo
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