ADMINISTRACIÓN Y FINANZAS Recursos humanos y responsabilidad social corporativ corporativaa
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INICIATIVA Y COORDINACIÓN IFP Innovación en Formación Profesional Supervisión editorial y metodológica: Departamento de Producto de Planeta Formación Supervisión técnica y pedagógica: Departamento de Enseñanza de IFP Innovación en Formación Profesional
Módulo: Recursos humanos y responsabilidad social corporativa / Administración y fnanzas © Planeta DeAgostini Formación, S.L.U.
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Introducción Una empresa es una organización que se mueve por motivos económicos y busca necesariamente la rentabilidad y el beneficio, por lo que debe satisfacer las necesidades de los clientes cl ientes a los que suministra bienes y servicios. ser vicios. Y un elemento esencial es el valor añadido que las personas incorporan al producto de la empresa, por lo que es de suma importancia llevar a cabo una adecuada gestión de los recursos humanos, tanto en lo que se refiere a la organización de esta área de la empresa, como a la selección, formación, motivación y valoración del personal. Este módulo está formado por cinco unidades didácticas cuyo contenido comentamos a continuación. La primera unidad analiza la ética empresarial como el conjunto de valores, normas y principios reflejados en la cultura de la empresa para alcanzar una mayor sintonía con la sociedad y permitir una mejor adaptación a todos los entornos respetando los derechos reconocidos por la sociedad y los valores que ésta comparte. En la segunda unidad se hace una amplia exposición de un concepto cada vez más conocido como es la Responsabilidad Social Corporativa (RSC), que no es sino la forma de conducir los negocios de las empresas teniendo en cuenta los impactos que todos los aspectos de sus actividades generan sobre sus clientes, empleados, accionistas, comunidades locales, medioambiente y la sociedad en general. La tercera unidad procede al estudio de la organización de los recursos humanos en la empresa y los distintos modelos de gestión, así como a exponer los beneficios del trabajo en equipo y la motivación de quienes forman parte de la empresa. En la cuarta unidad se expone ampliamente todo el proceso de selección de personal, desde la planificación de las necesidades de recursos humanos hasta la incorporación incorp oración de nuevos trabajadores, pasando por el análisis de los perfiles profesiona profesionales les adecuados, de los criterios de reclutamien reclutamiento to y el desarrollo de las pruebas de selección. Por último, la quinta unidad se dedica a un completo análisis de la formación del personal, aspecto fundamental para la competitividad de la empresa, y a los criterios y técnicas de valoración de los puestos de trabajo y del personal. Se completa la unidad con una exposición de los sistemas de promoción e incentivos.
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UNIDAD FORMATIVA 1 • La mra como comudad d roa • La roabldad ocal cororaa • Lo rcuro umao la mra
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La empresa como comunidad de personas
1. La empresa como comunidad de personas tema 01 Ética y empresa
1.1 Enfoque ético de la empresa Considerando que una empresa empresa es una organización formada formada por personas, podemos definirla de la siguiente forma: La empresa es una organización creada por personas, que dispone de una serie de recursos (humanos, económicos económicos y materiales) para obtener una producción (bienes y servicios), destinada a cubrir las necesidades de dichas personas. Hecha esta definición, podemos decir que los miembros de esa organización: Tienen algo en común y se sienten vinculados vinculados y comprometid comprometidos os entre sí, sí, con un espíritu espíritu positivo
de desarrollo.
Se comunican y comparten ideales, cultura, comportamientos, calidad, compromiso compromiso y confianza.
Traba jan de tal mane Trabajan manera ra que cons consigue iguen n aprov aprovecha echarr el e l talen t alento to ind individ ividual ual de form formaa conju c onjunta, nta, produciendo un plus o un valor añadido más que si actuaran solos. En esto consiste precisamente el principio de sinergia: “el todo es más que la suma de las partes”. En la empresa, cada subsistema (el departamento de marketing, el de producción, el de recursos humanos, humanos, la dirección, etc.) etc.) contribuye al mejor desarrollo del resto de los subsistemas.
Están dirigidos y motivados por una autoridad líder que permite a cada miembro de la comunidad trabajar, siendo responsable y dando lo mejor de sí mismo, lo cual origina una máxima contribución y aportación social.
Aunque el principal objetivo de la empresa sea la obtención de beneficios, en sus planteamientos debe
7
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8
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
Cuando se logra incorporar unos valores éticos se puede generar mayor valor económico, ya que las relaciones, no solo laborales, sino entre proveedor y empresa, cliente y empresa, etc., mejorarán:
Se reducen los conflictos de los miembros que la forman. Mejora la imagen exterior de la empresa. Es un componente esencial del concepto de calidad total.
tema 02 El buen gobierno Vamos a referirnos al buen gobierno de una empresa como gobierno corporativo basado en un código de comportamiento. En primer lugar, este código define gobierno corporativo como el sistema bajo el cual las sociedades son dirigidas y controladas. Esta definición involucra al conjunto de principios y mecanismos que diseñan e integran los órganos de gobierno de la empresa. Puntualmente, el gobierno corporativo se refiere a: El conjunto de reglas y procesos establecidos en una empresa para definir su rumbo. El código de conducta que debe regir a la organización.
operatividad d de la empresa. La vigilancia en la gestión y operativida La generación y presentació presentación n de sus reportes financieros. La definición clara de los responsables para realizar cada una de las actividades mencionadas.
Gobierno corporativo es un concepto que se aplica a todas las empresas. No importa el volumen de ventas, el número de empleados, el origen del capital o cualquier otra característica que clasifique a las organizaciones. Las prácticas de buen gobierno corporativo dotan a la empresa de mayor profesionalismo profesionalism o para la toma de decisiones y la gestión diaria, generando beneficios como los siguientes:
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La empresa como comunidad de personas
implementación ón de las buenas prácticas de gobierno depende de la convicción que El éxito en la implementaci el dueño o empresario tenga sobre sus ventajas. Con la finalidad de que la empresa pueda ser dirigida y controlada de manera eficiente, el código identifica tres funciones básicas relacionadas con el gobierno corporativo: Función de auditoría. Función de evaluación y retribución de la dirección. Función de finanzas y planificación.
Estas funciones se llevarán a cabo a través de dos órganos de control, que son: La Asamblea de Socios o Accionistas, órgano supremo de la sociedad, que podrá acordar y ratificar
todos los actos de ésta y sus resoluciones serán cumplidas por las personas que devengue, o a falta de designación, por el administrador o Consejo de Administración. El Consejo de Administración, cuerpo colegiado que define la visión estratégica, vigila la operación
y aprueba la gestión del director de la empresa y su administración.
tema 03 La personificación de las tareas La personificación de las tareas consiste en identificar y definir las que se asignan a cada empleado (directivos, mandos intermedios, operarios, administrativos, administrativos, etc.), así como sus responsabilida responsabilidades des y condiciones de trabajo. El buen funcionamiento de la organización precisa que los trabajadores conozcan sus funciones y las del resto de sus compañeros, evitando la duplicidad de tareas y permitiendo que comprendan el sentido de su trabajo dentro del conjunto de la empresa.
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10
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
La personificación del inversionista o el capitalista, por la vinculación de las inversiones con la
persona que invierte. La personificación del acto de vender en relación con el cliente.
tema 04 La dirección por valores La dirección por valores es forma de dirección de empresas de carácter humanista e integrador que va más allá de una dirección por objetivos o de una dirección por instrucciones y permite dar respuesta al actual reto de competitividad de las empresas en el que son necesarios altos niveles de rendimiento rendimiento,, confianza, compromiso y creatividad por parte de todas las personas que componen una empresa. Este concepto de dirección debe ser un compromiso múltiple: múltiple: Por una parte, debe dar respuesta a todos los grupos de interés de la empresa (propietarios, (propietarios, trabajadores, clientes, proveedores y sociedad en general) mediante el cumplimiento de su misión.
Por otra, formular lo que se quiere ser en el futuro. Y sobre todo hacer de los valores el marco de actuación que dirige las formas y maneras de hacer
de la empresa en la relación con sus stakehold stakeholders ers. Se trata de que la actividad de la empresa se lleve a cabo a través de un proceso participativo de todas las personas que la integran, es decir, tratando de que los valores sean compartidos por todos y estableciendo objetivos que desarrollen los valores elegidos, así como las conductas que estos valores exigen a los miembros de la empresa. Para llevar a cabo este planteamiento es necesario un compromiso de la propiedad y del equipo directivo, que lo han de acoger como un proyecto de primera magnitud y trascendencia estratégica, facilitando un cambio de cultura organizacional basada en valores. Por otra parte, la implantación de una dirección por valores supone un proceso de paciencia para que la nueva manera de entender la
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La empresa como comunidad de personas
tema 05 La comunidad de implicados Podríamos decir que la empresa tiene un impacto sobre la sociedad en general, si bien no todas las áreas afectan por igual a todos los grupos de interés, sino que algunas pueden tener mayor incidencia para un grupo determinado. Se considera grupo de interés o stak stakeholder eholders s a cualquier grupo o individuo que puede afectar o verse afectado por las actividades de la empresa. En realidad se trata de una lista abierta, ya que las acti vidades empresariales afectan a accionistas, inversores, directivos, empleados, clientes y proveedores proveedores,, pero también a las administraciones públicas, los competidores, la comunidad local, nacional e internacional con sus distintos colectivos y grupos de interés (gobiernos, sindicatos, movimientos sociales, medios de comunicación, comunicac ión, etc.). ( Ver figura 1.1). La empresa tiene que contar con los intereses intereses,, demandas y expectativas de sus stakeholde stakeholders rs y con el poder real que tiene cada uno en esa red de relaciones. La empresa tiene contraída una deuda de responsabilidad social con: Los empleados que trabajan en ella. Normalmente, cuando una empresa se considera una
comunidad de personas, suele adoptar un código de gobierno o unas buenas prácticas corporativas que debe poner en práctica con sinceridad y sobre la base de una política de estabilidad de los puestos de trabajo (como vehículo de inserción social, seguridad física y psicológica para los trabajadores), planes de formación y desarrollo, políticas de sueldos equitativo equitativos, s, planes de promoción, ayudas sociales, etc.
Partes interesadas internas
Partes interesadas externas
Proveedores
11
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12
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
Por su parte, los trabajador trabajadores es tienen tienen el deber de trabajar con diligencia y buena buena fe, ejerciendo los derechos y deberes que establece el Estatuto de los Trabajadores. Y los directivos tienen la responsabilidad de actuar y dirigir la empresa con competencia y honestidad, haciendo buen uso de sus recursos y realizando los gastos adecuados, sin grandes privilegios o niveles de retribución desorbitados.
Los accionistas, inversores y profesionales del mercado de capitales, quienes ceden su dinero a la empresa para que ésta lo emplee emp lee de la mejor forma posible en la generación genera ción de riqueza. Por otra parte, los inversores no deben exigir pagos abusivos de dividendos que comprometan la capacidad financiera de la empresa para competir adecuadamente.
La responsabilidad de la empresa con los clientes se traduce en la oferta de un producto con unos estándares adecuados de calidad y un precio razonable, una publicidad veraz, una ética de ventas y un servicio posventa que incluya un período de garantía, condiciones de entrega, recepción de quejas y reclamaciones, etc.
proveedores, con los que se debe mantener una relación cordial y de exigencia mutua de Los proveedores, responsabilidades y calidad. Hay que evitar las comisiones ilegales, los regalos injustificados y cualquier tipo de corrupción, en general. medioambiente.. Ya hemos visto cómo la actividad empresarial puede tener un impacto nocivo El medioambiente sobre el medio ambiente. Por ejemplo, repercusiones sobre los vecinos en ruidos, malos olores, vertidos contaminantes o peligrosos, residuos tóxicos, etc. Es necesaria una dirección empresarial concienciada con esta causa, que tome decisiones para proteger el medio ambiente, antes de que
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La empresa como comunidad de personas
Son ejemplos de valores, entre otros muchos, la ideología, la confianza, la participación, el compromiso compromiso,, la fidelidad, la lealtad, la responsabilidad, la honestidad, el prestigio, la educación, la solidaridad, la iniciativa, la inteligencia, la amabilidad, la cultura, la puntualidad, la rapidez, la energía, etc. Pero los valores de una persona no son los mismos en diferentes sistemas sociales, o pudieran darse unos en individualidades y otros en colectividades, en dependencia del aparato ideológico constituido en el “ser” de cada individualidad, de ahí que, por ejemplo, los valores lealtad, compromiso o solidaridad sean diferentes en dos sistemas sociales excluyentes, así como también lo son la controversia entre el valor solidaridad y el valor dinero, o el de la eficiencia y el costo-beneficio, etc. Si nos ceñimos al ámbito empresarial, podemos clasificar los valores de la siguiente manera:
finales: hacia dónde va la empresa a largo plazo. Su razón de ser: ¿hacia la formación de Valores finales: hacia capitales o hacia la satisfacción de toda su población? operativos: referidos a la conducta cotidiana como la confianza mutua, la satisfacción, Valores operativos: el trabajo en equipo, la honestidad, el coraje y la adaptabilidad a cambios. económicos: rentabilidad, eficiencia, efectividad. Valores económicos: sociales: principios éticos, morales, ecológicos, justicia social, solidaridad, paz. Valores sociales:
tema 07 La cultura corporativa
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Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
que la distinguen de otras mediante unos signos, unas formas de actuar, unas creencias que hacen que quienes se hallan vinculados a ella adquieran mayor cohesión y se identifiquen con la organización. En cuanto a qué son los valores en el ámbito de la cultura de empresa, valor es una convicción o creencia relativamente permanente en el tiempo de que determinada forma de actuar o comportarse es socialmente preferible a otra. Por ejemplo, son valores trabajar en equipo, la ética, la calidad de servicio, la tendencia a la innovación, etc., etc., y estos nos sirven sir ven para medir el grado de lo que está bien o está mal. Pero si la cultura puede ser una herramienta para solucionar problemas, conseguir mejor calidad y un mayor desarrollo, hay que advertir que también puede desarrollarse en sentido negativo y ser una mala cultura. Estamos en un mundo cambiante y globalizado en el que hay que estar receptivo a nuevas corrientes, nuevos criterios, nuevas ideas, nuevas formas de ver y hacer las cosas. Si la empresa se desconecta del entorno y se encierra en sí misma, puede caer en una especie de “bunquerización” o en el egocentrismo, situaciones que se han de evitar a toda costa.
7.2 Fuentes de la cultura corporativa La constitución de la cultura es sumamente compleja y nunca igual en dos organizaciones. Tiene como cuna, por una parte, a sus líderes, especialmente los que han tenido éxito, que inciden decisivamente en la creación de la misma. Por último, también hay que contar con un elemento tan decisivo como es el entorno en el que ha de desarrollarse, moverse e interrelacionarse la propia organización. Veamos, Veamos, pues, las causas que son fuentes de cultura con más detalle.
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La empresa como comunidad de personas
c) El entorno. Una organización no puede permanecer aislada, sino que existen una serie de factores externos que también ayudan a configurar la cultura propia o, cuando menos, la condicionan en algún sentido. Así, podemos citar a la clientela, el producto que se ha de introducir en el mercado, el propio sector en el que se halla encuadrada la empresa, la competencia, la sociedad, lo político, lo humanitario, lo creativo, etc., que tiene unos valores que diferencian a una empresa de otra, a un país de otro, a un sector de otro, etc. Esto ocurre porque las personas actuarán de acuerdo con las creencias del lugar donde se desarrolle la vida familiar, del mismo modo que las organizaciones actuarán de acuerdo con las normas y prácticas legales y morales a las que se hallen sometidas y a las que el mercado imponga.
7.3 Funciones de la cultura c ultura corporativa La cultura tiene unas funciones importantísimas y puede afirmarse que es el engranaje que mueve la maquinaria psicológica del negocio, consiguiendo que las situaciones de incertidumbre resulten excepcionales. Veamos cuáles son esas funciones:
a) Es una guía para quienes guardan relación con la empresa. Los criterios, formas de actuar y creencias permiten a todos sus miembros saber cómo solucionar los problemas que se plantean o el camino a seguir ante nuevos desafíos. b) Es un elemento poderoso de cohesión entre quienes forman parte de la empresa. Un empleado se siente implicado en la medida en que su éxito personal coincide con el de la empresa. Esto se traduce en la voluntad de actuar en la dirección de los objetivos de la empresa, generando un
15
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16
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
su vez, en el fortalecimiento o apoyo a la propia cultura. Puede decirse que para los colaboradores la cultura de empresa tiene el siguiente ciclo (ver figura 1.2).
7.4 Tipos de culturas Aunque las culturas pueden ser muy diversas en función de los valores que tengan asumidos los miembros de la organización, podemos afirmar que hay culturas muy dispares con excelente éxito. Por una parte tenemos como ejemplo las empresas japonesas, cuyos recursos humanos se caracterizan por la fidelidad y la perseverancia como valores prioritarios que implican una constante superación profesional, voluntad innovadora, disciplina y sentido del honor; en el otro extremo, las norteamericanas, en las que prevalece la movilidad laboral, el rendimiento inmediato, la ausencia de prejuicios, el oportunismo y la flexibilidad en el trabajo. No obstante la diversidad, hay una especie de consenso entre autores y expertos en la materia para describir una serie de tipologías de cultura que resultan muy útiles para identificar la que impera en una empresa. Estas tipologías pueden agruparse de la siguiente manera:
a) Orientación hacia el trabajo. Lo que más se valora en estas organizaciones es el logro de unos objetivos. La estructura organizativa se adapta a las exigencias para alcanzarlos, priman como valores muy importantes el trabajo en equipo y la colaboració colaboración, n, y se aprecian mucho los procedimientos flexibles para ello. Están muy bien vistas la l a innovación, la creatividad y las ideas. Es secundario cómo se hacen las cosas, ya que la meta que se persigue es la contribución contribución de cada uno a los objetivos
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La empresa como comunidad de personas
Las organizaciones de este tipo son bastante flexibles y pertenecen a sectores donde el cambio es rápido y la competencia muy fuerte. Incluso es preferible una acción caótica a la inactividad, la comunicación informal a los informes jerarquizados y reglamentistas, y la estrategia a la estructura. Acostumbra a ser una cultura fuertemente arraigada en la que prevalece el espíritu de compromiso para alcanzar metas.
b) Orientación hacia las normas. Hay una gran preocupación por las normas que regulan la forma de funcionar en toda la organización. Se pone énfasis sobre el procedimiento, la jerarquía y el estatus. Suelen ser organizaciones muy anquilosadas y burocratizadas, con la creencia de que la eficacia se logra a través del respeto escrupuloso de las normas. Suele encontrarse en empresas que tradicionalmente han controlado el mercado o que actúan en sectores muy regulados por la administración pública. El entorno no les obliga a luchar demasiado por la clientela. Como ejemplos se pueden citar las empresas concesionarias de servicios, banca, compañías de seguros y entidades en situación de monopolio. No obstante, esta tipología habría que revisarla, ya que hoy en día cualquier empresa, en cualquier actividad, tiene que luchar “a brazo partido” por la clientela.
17
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18
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
Orientación a la innovación
Calidad total
y rapidez
Espíritu de servicio al cliente
Trabajo
en equipo
Ética profesional y corporativa Formación permanente
Liderazgo participativo
El gráfico puede considerarse propio de una organización orientada hacia el cliente. El espíritu está situado en el centro de los valores corporativos rodeado de otros secundarios. Puede decirse en este caso que conformaría una fuerte tendencia a: • Satisfacer las demandas de los clientes. • Esforzarse en superar las expectativas de los clientes. • Anticiparse a los posibles problemas para evitar reclamaciones o quejas. • Buscar soluciones satisfactorias y eficientes eficien tes a las reclamaciones y quejas de sus clientes.
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La empresa como comunidad de personas
más fácil efectuar cambios en las etapas de fundación y crecimiento, ya que la cultura corporativa no estará tan consolidada como en las etapas de madurez o declive.
7.5.3 Mantenimiento Sabiendo que una buena cultura corporativa es importante y que instaurarla es un proceso lento, una vez conseguida hay que procurar su mantenimiento, porque si no es así el entorno e ntorno tendrá más influencia que la propia organización y, además, los grupos no forzosamente involucrados con los objetivos de la empresa expandirán sus propias subculturas en perjuicio de la cultura institucional que se haya vuelto débil. Según el sector al que pertenezca la empresa se pueden llevar a cabo distintas actuaciones para el mantenimiento de la cultura deseada, aunque básicamente son estas tres: S elección de personal adecuado. Hay que ser cuidadoso en la contratación del personal a Selección fin de que las personas que se incorporan acepten fácilmente la cultura de la emp resa y tengan una predisposición a asumirla en poco tiempo.
19
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Resumen
de conceptos ❚ Considerando a la empresa como una organización formada por personas que comparten ob jetivos
comunes, tener presente que sus miembros se sienten vinculados y comprometidos entre sí y necesitan comunicarse y aprovechar el talento individual para beneficio del conjunto. ❚ Las prácticas de buen gobierno corporativo dotan a la
empresa de mayor profesionalismo profesionalismo para la toma de decisiones y la gestión diaria. El buen gobierno se puede definir como gobierno corporativo basado en un código de comportamiento.
❚
La dirección por valores es una forma de dirección de empresas de carácter humanista e integrador para la mejora de la competitividad.
❚ Se considera grupo de interés o
stakeholders a cualquier grupo o individuo que puede afectar o verse
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Ejercicios
de autocomprobación 1.
El gobierno corporativo es un concepto que sólo puede aplicarse a las grandes
V
F
V
F
V
F
empresas.
2.
La personificación de las tareas consiste en identificar y definir las que se asignan a cada empleado, así como sus responsabilidades y condiciones de trabajo.
3.
Se denomina stakeholders a los grupos o individuos que pueden afectar a las actividades de la empresa, pero no a los que resultan afectados por dichas actividades.
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La responsabilidad social corporativa
2. La responsabilidad social corporativa corporativa tema 01 Conceptos y definiciones La filosofía describe a la ética como aquella parte del deber que trata de la moral y de las obligaciones del hombre y sus costumbres. Existen muchas versiones de lo que significa la palabra ética ética,, que podríamos
23
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Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
La conservación de la naturaleza. Las relaciones con la comunidad. La protección del patrimonio público. Etc.
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La responsabilidad social corporativa
Tabla 2.1. Alternativas de la empresa frente a la RSC
ALTERNATIVAS
1a
2a
3a
Postura
Liberalismo y capitalismo clásicos
Acci Ac ción ón soc socia iall bási básica came ment ntee
Inte In term rmed edia ia a las las ant anter erio iore ress
Finalidad
Persiguiendo excesivamente la rentabilidad económica
Primando la rentabilidad social
Combinando la rentabilidad económica con la social
25
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26
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
éstos deben ser reformados con arreglo a criterios de eficiencia no sólo económica, sino económicosocial, y otras de índole estructural, que afectan a dos subsistemas fundamentalmente, como son el organizativo y el informativo.
tema 02 Recomendaciones y normativa
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28
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
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Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
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62
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
3ª Resolución. La productividad sigue aumentando a medida que las habilidades, los conocimien tos y la coordinación del grupo continúan su desarrollo. Las metas se ven con más claridad. El nivel de motivación empieza a mejorar a medida que el grupo empieza a desarrollar métodos que les permiten trabajar juntos, mejor. Los sentimientos negativos se van resolviendo. Aumenta la cohesión y la confianza del grupo. Los integrantes van resolviendo las discrepancias entre sus expectativas iniciales y la realidad, con lo que aumenta el respeto mutuo entre los miembros. habilidades y los conocimient conocimientos, os, así como un 4ª Producción. En esta fase, el equipo ha desarrollado las habilidades elevado grado de coordinación necesarios para trabajar juntos y producir los resultados deseados. Los miembros se sienten orgullosos de pertenecer a dicho colectivo.
5ª Finalización. Con grupos de trabajo que permanecen, esta fase no se alcanza. En grupos formados para una determinada tarea, sí. Los miembros empiezan a sentirse preocupados acerca de una posible disolución y, con frecuencia, experimentan una sensación de pérdida a causa de la finalización de la tarea. Por lo general, el nivel de rendimiento del grupo disminuye.
6.5 Ventajas e inconvenientes inconvenientes del trabajo en equipo Aunque son muchas las ventajas de trabajar en equipo, también tiene sus dificultades, que se pueden solucionar con una buena organización y con la predisposición y trabajo de todos los miembros. Veamos las ventajas e inconvenientes (ver figura 3.8). Para finalizar este tema, veamos las estrategias que fomentan el trabajo en equipo : información:: debe facilitarse al equipo toda la información necesaria para Entregar toda la información que funcione, así como indicar dónde o a quién recurrir recurrir para obtenerla. La información información debe ser siempre fidedigna y útil.
aspectos físicos como psicológicos. psicológicos. En Generar un clima de trabajo agradable: incluye tanto aspectos lo físico, es importante que el lugar de trabajo sea relativamente relativamente cómodo, sin interferencias y que cuente con los medios y elementos necesarios. En lo psicológico, se deben emplear las habilidades de comunicación interpersonal, es decir, atención, respeto y comprensión del otro, así como una buena planificación de reuniones. También También es importante recompensar los avances tanto individuales como grupales, expresando verbal y gestualment gestualmentee la satisfacción. Definir claramente los tiempos: aunque parezca algo obvio, es bueno recordar que una manera
de darse cuenta de los avances del equipo es mediante la clara definición de plazos para p ara cada tarea. Es recomendable avisar a tiempo de las reuniones y recordar las fechas del término de los plazos, así como lograr que todos estén de acuerdo en los días y horas de tales reuniones.
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Los recursos humanos en la empresa
VENTAJAS • Es una forma de que participen todos los miembros del grupo. • Produce sinergias, sinergias, por lo que el resultado es mayor que la suma individual. • Aumenta la capacidad de acción del grupo. Se pueden realizar tareas más complejas y de mayor alcance. • Favorece la distribución de funciones y tareas, por lo que no se depende tanto de los ritmos individuales. • Resulta más agradable y rico que el trabajo individual. individual. • Potencia una mayor reflexión y elaboración de lo que queremos hacer. • Se aprende del resto de personas del grupo y de la propia vivencia.
S A J A T N E V
• Es más creativo que el trabajo aislado. • Se conoce más y mejor a la gente. • Las personas implicadas se sienten más motivadas. • El equipo potencia las características particulares de los miembros. • Mayor eficacia y eficiencia.
DESVENTAJAS • Es más lento, al requerir tiempo de reunión y decisión. • Es más difícil que trabajar individualmente. individualmente. • Necesita un buen nivel de comunicación y coordinación. • Puede llevar a que una parte del equipo se inhiba y no participe. • Se pueden diluir responsabilidades o sobrecargar a algunas personas. • Se depende de los otros para lograr algunas tareas. tareas. • Puede llegar a ser poco operativo y poco eficaz si no quedan claros muchos aspectos.
S E T N E I N E V N O C N I
• Puede generar desconfianzas mutuas.
Figura 3.8. Ventajas y desventajas del trabajo en equipo.
tema 07 La motivación 7.1 Concepto y proceso de motivación La motivación puede definirse como lo que impulsa, dirige y mantiene el comportamiento humano. En el ámbito laboral se alude al deseo del individuo de realizar un trabajo lo mejor posible. Este impulso origina que se desencadene el proceso de motivación, debido a un estímulo externo o bien a una reflexión. Ante
un estímulo proporcionado a una persona, ésta reaccionará de una manera u otra dependiendo todo de lo que podemos llamar "su patrón de comportamiento" (figura 3.9).
63
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64
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
ESTÍMULO (causa)
NECESIDAD
COMPORTAMIENTO
(deseo)
(motivación)
Figura 3.9. Modelo básico de patrón de comportamiento.
contrar aquello que desea que, si se alcanza, dé satisfacción a la necesidad, lo que atenuará la tensión. Veamos este proceso en la figura 3.10. Estar motivado supone sencillamente que un individuo opta por emplear su energía física o mental en un trabajo, o en alcanzar una meta como consecuencia de que una serie de factores le inducen a comportarse de una forma concreta. Lo que significa que en caso de no existir unos estímulos, tal comportamiento no tendría lugar.
Necesidad insatisfecha
Tensión Deseo de conseguir
Estímulos para crear unas necesidades: La dirección de la empresa, la familia, los miembros del grupo, la sociedad, la personalidad, etc.
Necesidad satisfecha
Objetivos Conseguidos
Comportamiento Está motivado para conseguir
Metas
Objetivos
Reducción de la tensión
Frustración
Necesidad insatisfecha
Objetivos Personales
Compensación
Figura 3.10. Proceso de motivación.
7.2 Factores de influencia en la motivación laboral El comportamiento humano es muy complejo y para explicarlo sucintamente dentro del ámbito de los recursos humanos conviene tener en cuenta ciertos aspectos más relevantes. El comportamiento humano se ve afectado por varios factores diferentes, diferentes, que podemos dividir en externos e internos.
7.2.1 Los factores externos
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Los recursos humanos en la empresa
L a autonomía. En general, el empleado busca ocupaciones laborales que le permitan expresar La su creatividad, iniciativa e ideas. impor tante, ya que la subsistencia, L a retribución económica. No lo es todo, pero es la parte más importante, La la obligaciones familiares, etc. requieren una retribución lo más importante posible.
L as ventajas sociales. Contribuyen a crear un clima de bienestar y a sentirse satisfecho de Las pertenecer a una organización que contempla esta faceta social. Complementan de forma muy valiosa la retribución. L a seguridad en el entorno laboral. El riesgo de que se vea mermada la salud e integridad La física y psíquica de quienes participan en una organización hace que no sea atractivo permanecer en ella.
E l desarrollo profesional y la promoción. Es una aspiración de cualquier empleado tener El expectativas de crecer profesionalmente, mejorar en la formación, la experiencia, conocimientos y la consiguiente compensación económica, escalando puestos de más responsabilidad. La estabilidad en el empleo. La inseguridad que crea la inestabilidad en el empleo por causas
no imputables al empleado hace que se reduzca el interés por el trabajo, especialmente para aquellos proyectos que fructifican a largo plazo. E l prestigio profesional. La consecución de determinadas cotas de éxito comporta un presti El gio, tanto dentro como fuera de la organización. El éxito y el prestigio son factores estimulantes muy poderosos para el ser humano. L a comunicación. La información facilitada por la empresa y la existencia de feedbaak (recep (recep La ción de la información emitida procedente de los empleados) ayuda a cohesionar al personal y a sentirse partícipes de los proyectos empresariales. empresariales. E l estilo de liderazgo. La forma de relacionarse los directivos con los colaboradores, o éstos El con sus superiores, es esencial para el establecimiento de un buen clima laboral. Conseguir la participación y el interés por los asuntos de la empresa es siempre un buen síntoma.
7.2.2 Los factores internos Son los derivados de la propia personalidad del trabajador, que actúa o reacciona ante la información que recibe del exterior según su forma de ser. Los factores más comunes son: L os estados de ánimo interno. interno. To Todas das las personas, personas, unas unas más que que otras, pasan pasan por épocas épocas o Los períodos cuyo estado de ánimo es más o menos positivo. En muchos casos también se producen situaciones depresivas por una serie de acontecimientos que pueden provenir de la vida
65
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66
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
T endencia a la creatividad. La empresa ha de saber detectar a las personas que tienen esta
tendencia y estimularlas proporcionándoles los medios técnicos e intelectuales que necesiten, puesto que serán en el futuro un capital importante para la organización. S Situaciones ituaciones de estrés. Hay personas que están sometidas a una tensión enorme y su equilibrio, tanto físico como mental, lo puede soportar sin que tenga consecuencias en el rendimiento y en el comportamiento comportamiento.. Pero hay otras que no soportan el exceso de responsabilidad (no sólo laboral), el agotamiento físico, las situaciones de peligro físico, etc. La organización ha de tener los medios necesarios para ayudar al empleado que se encuentre en esta situación.
Al ser tan variados los factores de influencia, es difícil que todas las personas de una empresa reaccionen de igual forma ante una serie de estímulos que se aplican por igual a todos sus miembros. Dependerá de los intereses que cada empleado tenga, aunque puede reducirse la diferencia por la influencia del grupo en el que se encuentre relacionado. Conocer a una persona es saber cómo puede ser clasificada psíquicamen psíquicamente. te. Saber qué cualidades posee nos permitirá prever las reacciones que tendrá ante una información facilitada por nosotros. Se llega al conocimiento de una persona cuando por un gesto, una expresión, sus movimientos, sus palabras o su forma de explicarse nos da señales de que se puede deducir lo que hará.
Seguidamente analizaremos brevemente algunas teorías que los estudiosos del comportamiento humano han divulgado a lo largo de los últimos años.
7.3 Teorías Teorías sobre la jerarquización de las necesidades 7.3.1 Teorías de Maslow Se basan en que en la medida en que el individuo satisface sus necesidades básicas, otras más elevadas toman el predominio del comportamiento; establece la siguiente escala de necesidades:
1ª Necesidades fisiológicas 1ª fisiológicas (respirar, (respirar, comer, descansar, protección del clima, etc.). 2ª Necesidades de seguridad (protegerse contra agresiones y peligros, evitar la privación de movimientoss y mantener la libertad...). movimiento 3ª Necesidades sociales sociales (relacionarse (relacionarse con otras personas, formar parte de grupos, etc.). 4ª Necesidades de estimación (reputación, estimación (reputación, prestigio, admiración, respeto, afecto, etc.). 5ª Necesidades de autorrealización (desarrollo autorrealización (desarrollo del potencial profesional, utilización del talento propio, etc.).
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Los recursos humanos en la empresa
2º Conseguir un contrato estable y una retribución adecuada (necesidades de seguridad). 3º Una vez conseguirdo lo anterior, obtener la aceptación de los compañeros de trabajo, relacionándose relacioná ndose con ellos, tanto en el trabajo como fuera de él (necesidades sociales). 4º Alcanzado todo lo anterior, surge el deseo de lograr el prestigio, la consideración profesional y, si es necesario, la admiración de los compañeros (necesidades de estimación). 5º Por último, aunque no siempre con la misma fuerza que lo anterior, ocupar puestos de responsabilidad y liderazgo (necesidades de autorrealización). Esto significa que las técnicas de motivación deben aplicarse de forma individual. Así, si un empleado se encuentra en un nivel de "necesidad de seguridad" no dará resultado ofrecerle un salario relativamente elevado si al mismo tiempo también se le ofrece un contrato precario. Lo mismo podemos decir de un empleado que tiene "necesidad de estimación" y siente el deseo de ser reconocido y bien valorado por la dirección, pero al que en vez de satisfacerle con reconocimientos y consideraciones profesionales, se decide concederle conce derle un premio económico. Sin duda lo aceptará, pero no se habrá satisfecho su necesidad. Caso práctico. En el caso de una trabajadora de una cadena de montaje con un contrato temporal y su marido en paro, ¿qué necesidades se deberán cubrir para motivarla en el trabajo? Y, ¿en el caso de un trabajador que posee buenas rentas personales, que es un profesional reconocido, pero que se halla poco integrado en la empresa? Y, ¿en el caso de una buena profesional, con muchas dotes de creatividad, que realiza una tarea de carácter monótono, aunque bien remunerada? Solución propuesta: en el primer caso, se trata de cubrir sus n ecesidades de seguridad en la empresa. Respecto al segundo, habría que hacer hincapié en satisfacer su necesidad de afiliación, de relación con los compañeros. Y en el tercero proporcionarle tareas que respondan a sus necesidades de autorrealización.
7.3.2 Teorías de Herzberg
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68
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
hay otras necesidades que si no están suficientemente atendidas hacen que el ser humano no se sienta especialmente desgraciado, pero que cuando se colman, producen en éste una gran satisfacción. A las primeras necesidades las llamó higiénicas higiénicas y y a las segundas motivadoras motivadoras (tabla (tabla 3.2). Tabla 3.2. Factores de la teoría de Herberg
FACTORES MOTIVADORES
FACTORES HIGIÉNICOS
Reconocimiento Estatus Responsabilidad Posibilidad de progreso o logro Trabajo estimulante en sí mismo Realización
Relaciones con los compañeros Relaciones con los superiores Relaciones con los subordinados Condiciones de trabajo Salario y seguridad Normas y procedimientos
Seguidamente se expone la famosa pirámide de de las las necesidades que describió Maslow Maslow,, en la que hacemos distinción entre las necesidades primarias y secundarias de Maslow y las que Herzberg calificó de higiénicas y motivadora (figura 3.11). Para Herzberg
Para Maslow
Motivadoras:
El trabajo en sí. Responsabilidad. Progreso. Desarrollo. Realización. Reconocimiento. Estatus. ---------------------------------------------------------------------------------------Higiénicas: Relaciones interpersonales interpersonales.. Supervisión. Salario.
Autorrealización Autoestima
Secundarias
Sociales Seguridad Primarias
Fisiológicas
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Los recursos humanos en la empresa
1. Motivación de logro. logro. Se Se trata de un impulso que se manifiesta en muchas personas para conseguir metas, especialmente si tiene la percepción de que será reconocido su esfuerzo. La actividad es una forma de satisfacción de esas personas, que procuran rodearse de otras técnicamente competentes sin importarles demasiado los aspectos sociales en que deben relacionarse. 2. Motivación de afiliación. Hay personas a las que les motivan las relaciones sociales, sociales, el trato con las personas, y les incentiva el reconocimiento reconocimiento de los demás por la actitud positiva de colaboración que desarrollan. Acostumbran a querer trabajar con personas que consideran amigos, conocidos, parientes, paisanos, etc. 3. Motivación por la satisfacción interna. La actividad de estos individuos se basa en conseguir la máxima calidad o la máxima excelencia en su trabajo. Son hábiles en solucionar problemas y son creativos. La actividad que desarrollan persigue su satisfacción interna más que la externa, aunque no desprecian esta última. 4. Motivación por el poder. Se trata de la satisfacció satisfacción n que tienen muchas personas de poder influir en los demás, modificando situaciones gracias a su intervención. Son personas dispuestas a correr riesgos con tal de ostentar poder y dejar huella en la organizaci organización. ón.
tema 08 Registro de la información laboral Si tuviéramos que reunir en una sola función o tarea todas aquellas que se llevan a cabo en un departamento de recursos humanos, ésta sería la de controlar y gestionar a los trabajador trabajadores es de la empresa. Tanto Ta nto para poder tomar tomar decisiones decisiones con respecto respecto a ellos, como para efectuar efectuar un control de de los mismos, mismos, se necesita un sistema de análisis y registro de información de todo cuanto acontece y que afecte a cada trabajador. Esta información no es necesaria solo a nivel administrativo, sino para tomar decisiones adecuadas para la actividad de la empresa. Mantener controlada y archivada toda la documentación que se genera en el día a día del trabajo del área de recursos humanos es una actividad de vital importancia para la empresa.
8.1 El expediente personal
69
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70
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 1
Nombre: Apellidos: Fecha de nacimiento: Dirección: Teléfono: e-mail: Estado civil: Fecha de ingreso: Puesto de trabajo actual: Departamento: Otros puestos de trabajo desempeñados en la empresa: Puesto: Departamento: Puesto: Departamento: Puesto: Departamento: Puestos de trabajo desempeñados en otras empresas: Puesto: Departamento: Puesto: Departamento: Puesto: Departamento: Titulación: Retribución anual: Formación previa a la entrada en la empresa: Formación recibida en la empresa: Características personales a destacar: Potencial (puestos y funciones que podría desempeñar en un futuro): Evaluación del desempeño: Año Puesto Observaciones: Figura 3.12. Ficha de personal.
Justificantes de ausencias al puesto de trabajo. Cartas o informes de otras empresas donde haya estado el trabajador. Copia o fotocopia del contrato o contratos de trabajo. Partes de altas y bajas en la Seguridad Social. Etc.
8.2 La protección de datos personales
Empresa: Empresa: Empresa:
Evaluación
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Los recursos humanos en la empresa
consentimiento. No obstante, estamos obligados a proporcionar nuestros datos personales c uando una ley nos obligue a ello de manera clara y con una finalidad concreta. Pero, ¿qué debemos considerar como datos personales? Según la ley, se consideran datos personales aquellos que nos identifican como individuos únicos y diferenciados de los demás. Cuando alguien tenga nuestros datos sin que lo sepamos y, además, pretenda utilizarlos, deberá informarnos sobre la existencia de ese archivo, su contenido, el origen de los datos, el responsable del mismo y cómo los consiguió. Podremos oponernos a su uso, rectificarlos o cancelarlos. En el ámbito laboral, el trabajador tiene todos los derechos que le concede la LOPD LOPD,, por lo que en ningún caso puede ser obligado a facilitar datos relativos a su ideología política, religión, creencias personales, afiliación sindical, origen racial, orientación sexual o datos relativos a la salud. Por su parte, la empresa tiene una serie de obligaciones con relación al tratamiento de datos personales de sus trabajador trabajadores. es. Son los siguientes: Garantizar la seguridad de los datos, evitando que se pierdan, se manipulen o alguien acceda a
ellos sin autorizació autorización. n. Pedir su consentimiento para el tratamiento de sus datos. Contestar a las preguntas que plantee el trabajador sobre la utilización de sus datos. Mantener el secreto profesional respecto de sus datos, incluso cuando las relaciones con ellos se
hayan terminado. Cancelar o rectificar sus datos en un plazo de diez días en caso de que así lo solicite el trabajador. No utilizar sus datos con otra finalidad distinta a la que le ofrecieron en su captación. No proporcionar o vender sus datos a terceros sin su consentimiento. Crear un fichero y notificarlo a la Agencia Española de Protección de Datos o a la autoridad econó-
71
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Resumen
de conceptos ❚ La
organización, desde el punto de vista mercantil, podemos definirla como una comunidad de personas que mediante la utilización de recursos materiales, tecnológicos y financieros realizan tareas asignadas para el beneficio de un fin que es el negocio.
❚ La estructura formal de la empresa se
representa generalmente mediante una descripción gráfica denominada organigrama, que presenta plásticamente las funciones de autoridad, así como su delegación y funcionalidad.
❚ Las
principales funciones del Departamento de Recursos Humanos se pueden resumir en cinco grandes bloques:
1. La función del empleo. 2. La función de administra administración ción del personal. 3. La función de dirección y desarrollo de los RR.HH. 4. La función de las relaciones laborales. 5. La función de servicios sociales. ❚ Las
relaciones en las empresas generan entre sus miembros dos clases de grupos: los formales, que atienden a tareas concretas, y los informales, que son fruto de la interacción voluntaria de los trabajadores.
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internos (autonomía, retribución, ventajas sociales, seguridad, desarrollo profesional, estabilidad, prestigio...etc.) o internos (estados de ánimo, creatividad, estrés...). ❚La Ley Orgánica 15/1999, de 13
de diciembre, de Protección de Datos de Carácter Personal (LOPD) tiene (LOPD) tiene como objetivo garantizar de manera fehaciente la seguridad de los datos personales y confidenciales de las personas.
❚ En
el ámbito laboral, el trabajador tiene todos los derechos que le concede la LOPD, por lo que en ningún caso puede ser obligado a facilitar datos relativos a su ideología política, religión, creencias personales, afiliación sindical, origen racial, orientación sexual o datos relativos a la salud. Por su parte, la empresa tiene una serie de obligaciones con relación al tratamiento de datos personales de sus trabajadores.
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Ejercicios
de autocomprobación 21. Los productos y servicios, los beneficios, los salarios y los impuestos son outputs del proceso de producción de una empresa.
V
F
V
F
V
F
V
F
V
F
22. El principio de especialización es la manifestación más clara del también principio de la división del trabajo, con lo cual se logran mayores y mejores resultados en base a dedicarse repetidamente a una actividad concreta.
23. Según la teoría de Mintzberg, la organización tiene cinco cinco partes fundamentales.
24. La principal característica de un organigrama organigrama horizontal es que prima la relación jerárquica y la descripción de la autoridad.
25. Un proceso sustractivo de plantillas quiere decir que se reducen efectivos humanos en la empresa.
26. El estilo de dirección conocido como laissez faire se caracteriza por no imponer controles sobre el grupo ni dar orientaciones, dejando que cada persona se
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Soluciones a los ejercicios
de autocomprobación 1.
F
21. F
2.
V
22. V
3.
F
23. F
4.
F
24. F
5.
V
25. V
6.
V
26. V
7.
F
27. V
8.
V
28. V
9.
V
29. F
10. V
30. F
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76
Índice
Índice MÓDULO: ReURsOs hUMnOs y RespOnsiLiDD sOiL ORpORtiv UNIDAD FORMATIVA 1 La empresa como comunidad de personas 1. Ética y empresa ..............................................................................................................................................................................................7 2. El buen gobierno ..........................................................................................................................................................................................8 3. La personificación de las tareas ...........................................................................................................................................................9 4. La dirección por valores ................................ ................................................................. .................................................................. ................................................................. ................................................................. ...................................... ..... 10 5. La comunidad de implicados implicados ............................... ................................................................ .................................................................. ................................................................. ........................................................... ........................... 11 6. Valores Valores empresariales empresariales y sociales............................... ................................................................ .................................................................. .................................................................. ...................................................... ..................... 12 7. La cultura corporativa............................... ................................................................ .................................................................. .................................................................. .................................................................. ........................................... .......... 13 7.1 Concepto ............................. ............................................................. ................................................................. .................................................................. .................................................................. ...................................................... ..................... 13 7.2 Fuent Fuentes es de la cultura corporativa ............................... ................................................................ .................................................................. ................................................................. ................................ 14 7.3 Funcion Funciones es de la cultura corporativa................................ ................................................................. ................................................................. ........................................................... ........................... 15 7.4 Tipos de culturas.............................. ............................................................... .................................................................. ................................................................. .................................................................. ...................................... .... 16 7.5 Creación, modificación y mantenimient mantenimiento o de una cultura de empresa ................................ ................................................ ................ 17 Resumen de conceptos ............................... ................................................................ .................................................................. .................................................................. .................................................................. ........................................... .......... 20 Ejercicios de autocompro autocomprobación bación............................. .............................................................. .................................................................. ................................................................. ........................................................... ........................... 21 La responsabilidad social corporativa 1. Concepto Concepto y definiciones definiciones............................... ................................................................ .................................................................. ................................................................. ................................................................. ...................................... ..... 23 2. Recomendaciones Recomendaciones y normativa normativa 26
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Índice
4. Modelos de gestión gestión de recursos recursos humanos humanos ............................ ............................................................. .................................................................. ................................................................. ................................ 54 5. La comunicación en el departamento de recursos recursos humanos................................ ................................................................. ...................................................... ..................... 55 6. Los grupos y los equipos de trabajo trabajo en la empresa ................................ ................................................................. .................................................................. ........................................... .......... 57 6.1 Concepto de grupo............................ ............................................................. .................................................................. .................................................................. ................................................................. ................................ 57 6.2 Equipos de trabajo............................. .............................................................. .................................................................. .................................................................. ................................................................. ................................ 58 6.3 Contexto organizativ organizativo o de los equipos de trabajo ............................. .............................................................. ................................................................. ................................ 59 6.4 Formaci Formación ón y evolución de los equipos .............................. ............................................................... .................................................................. ...................................................... ..................... 61 6.5 Ventajas e inconvenien inconvenientes tes del trabajo en equipo ............................. .............................................................. ................................................................. ................................ 62 7. La motivación ................................ ................................................................. .................................................................. .................................................................. .................................................................. ........................................................... .......................... 63 7.1 Concepto y proceso de motivación................................ ................................................................. ................................................................. ........................................................... ........................... 63 7.2 Facto Factores res de influencia en la motivación laboral ................................. .................................................................. ................................................................. ................................ 64 7.3 Teorías sobre la jerarquizació jerarquización n de las necesidades................................. ................................................................. ........................................................... ........................... 66 8. Registro Registro de la información laboral................................ ................................................................. ................................................................. ................................................................. ................................................. ................ 69 8.1 El expediente personal ................................ ................................................................. .................................................................. .................................................................. ...................................................... ..................... 69 8.2 La protección de datos personales............................ ............................................................. .................................................................. ................................................................. ................................ 70 Resumen de conceptos ............................... ................................................................ .................................................................. .................................................................. .................................................................. ........................................... .......... 72 Ejercicios de autocompro autocomprobación bación............................. .............................................................. .................................................................. ................................................................. ........................................................... ........................... 74
77
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UNIDAD FORMATIVA 2 • slccó d rcuro umao
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Selección de recursos humanos
4. Selección de recursos humanos tema 01 Organismos y empresas de selección En un próximo epígrafe nos ocuparemos de las distintas posibilidades que tiene una empresa para el reclutamiento de trabajadores, así como de las ventajas y desventajas de cada una de ellas. Aquí nos va-
mos a referir a los organismos a que puede recurrir la empresa para cubrir un puesto de trabajo cuando no tenga en su plantilla personas adecuadas o disponibles para ello ni cuente con una base de datos suficiente. Para cursar una oferta de empleo, empleo, las empresas pueden acudir a: Servicio Público de Empleo Estatal (SEPE). Agencias de colocación. Empresas de Trabajo Temporal Temporal (ETT (ET T ).
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82
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
También existen empresas de recolocación especializadas en la actividad destinada a recolocación También de las personas trabajadoras que resultan excedentes en procesos de reestructuración empresarial, cuando aquélla hubiera sido establecida o acordada con los trabajadores o sus representante representantess en los correspondientes planes sociales o programas de recolocación.
1.3 Empresas de Trabajo Temporal Temporal (ETT) (ETT ) Empresas de Trabajo Temporal son aquéllas cuya actividad consiste en poner a disposición de otras
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Selección de recursos humanos
que esto último no suceda, deberán realizarse estudios, observar si estaban previstas en los presupuestos las nuevas incorporaciones, desarrollar ratios de rentabilidad, etc.
Seguidamente analizamos el proceso a seguir para la cobertura de puestos de trabajo.
2.1.1 Causas por las que se origina la petición de nuevas incorporaciones
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84
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
2.2 Análisis de los puestos de trabajo Cada organización tiene sus propias necesidades y sus métodos para la formulación del p erfil profesional de los candidatos, pero no se podrán eludir unos requisitos mínimos que deberán partir del solicitante: a) Número de personas que deben incorporarse, detallando edad, sexo, etc. b) Fecha de incorporación, especificándose si previamente deberá seguir un período de formación
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Selección de recursos humanos
f)
Nivel de responsabilid responsabilidad. ad.
g) Personas que dependerán de él y nivel de los mismos. h) Si ha de tener mando, estilo de liderazgo que se requiere. i)
Si deberá trabajar en equipo.
j)
Aspectos de inteligencia más destacables destacables..
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86
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
Causas por las que se origina la petición de una nueva incorporación
Necesidad de cubrir puesto de trabajo
Órgano Solicitante
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Selección de recursos humanos
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Selección de recursos humanos
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Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
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122
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
Empleado/a: D. D. ..........................................Sección: ....................... Fecha: ............................. Factores
1 2 3 4
Grado 5
Grado 4
Grado 3
Grado 2
Grado 1
Formación técnica con relación al puesto
Muy superior al nivel preciso
Algo superior al necesario
Dispone de la formación adecuada
Algo inferior a lo conveniente
Totalmente insuficiente
Espíritu de colaboración
Dispuesto siempre a colaborar
Buena disposición a la colaboración
No rehúye la colaboración
Colabora con poco entusiasmo
Manifiesta oposición a colaborar
Iniciativa
Brillante. Sugiere a menudo buenas ideas
Tiene buenas ideas de vez en cuando
Sólo tiene iniciativas para el normal desenvolvimiento
Raramente demuestra iniciativa
Iniciativa nula
Capacidad práctica para realizar el trabajo
Máxima confianza. Conoce muy bien su trabajo y no requiere supervisión
Se puede confiar en su trabajo pero con una adecuada supervisión
Conoce bien su trabajo pero necesita alguna indicación y una adecuada supervisión
Debe ser guiado con frecuencia y continuamente supervisado
Incapaz de ejecutar las tareas asignadas
Comportamiento irreprochable
Disciplinado y correcto
Comportamiento de acuerdo con el reglamento
Va siempre a la suya y calla
Va siempre a la suya y protesta también siempre
Se relaciona excelentemente con sus compañeros
El trato con los compañeros es bueno
El trato con los compañeros es aceptable
Excepcionalmente exacto y hábil en la ejecución. No se equivoca
Generalmente no se equivoca. Exacto
Acostumbra a ser correcto y aceptable
5
Disciplina
6
Interrelación personal
7
Calidad
No se relaciona Presenta ciertas quejas casi con nadie. Por su y malos entendidos sus carácter, es rechazado compañeros por los demás Se equivoca en ocasiones y requiere una supervisión
Siempre se equivoca
Figura 5.7. Modelo de escalas fráficas de valoración.
d) La lista de comprobaci comprobación ón checklist . Consiste simplemente en una serie de juicios, opiniones o adjetivos que describen las características propias del éxito en un trabajo determinado. El evaluador señala las calificaciones que considera representativas de la realización del trabajador. Para ello requiere requiere que los indicadores de comportamiento incluidos en esa lista no sean genéricos y se refieran a trabajos concretos y que las listas sean verdaderamente representativas de los varios aspectos positivos o negativos del comportamiento y el desarrollo del trabajo del individuo. La lista pone cada pregunta que debe contestar el valorador y lo sitúa en el dilema de una elección categórica, no existiendo la posibilidad de expresar matices que suavicen o exalten el sí o el no.
El sistema puede ser de dos clases:
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Formación y promoción del personal
Lista de comprobación ponderada «checklist» Empleado/a: D. ...........................Sección: ............... Fecha: ..............................
1
2
3
Es activo y enérgico ......................................................................... Es activo pero no enérgico ............................ ............................................................. ..................................... Descuida su aspecto personal ...................................................... Tiene cuidado de su aspecto personal .......................................... Sabe instruir bien a sus colaboradores ......................................... No sabe instruir bien a sus colaboradores .................................... Es demasiado indulgente .............................................................. Sabe mantener la disciplina .......................................................... Es indeciso.................................................................................... Es hábil en tratar situaciones difíciles ...........................................
Figura 5.8. Lista de comprobación ponderada.
2. Lista de comprobaci comprobación ón por referencia referencia.. Se basa en una lista de descripciones de diversos aspectos del rendimiento y las cualidades personales o profesionales del colaborador, que el valorador deberá señalar o dejar en blanco si no se ajustan a la realidad el valorado (figura 5.9).
7.6 Valoración por objetivos alcanzados Este sistema puede definirse como un procedimiento por el cual los directivos y colaboradores de una organización identifican a un mismo tiempo sus metas comunes, definen las principales zonas de responsabilidad de cada individuo con arreglo a los resultados que se esperan de cada uno e ellos y utilizan
123
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124
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
Lista de comprobación por referencia «checklist» Empleado/a: D. ....................................Sección: .............Fecha: .............................. Ponga una señal a continuación de aquellas frases que le parezcan describir mejor al empleado en su trabajo y deje en blanco blanco la línea correspo correspondiente ndiente a las frases que no refleje reflejen n fielmente fielmente el el comportamien comportamiento to y rendimie rendimiento nto del empleado.
SÍ
?
NO
SÍ
1. Llega con retraso.
12. Es descuidado.
2. Aprende rápidamente.
13. Crea problemas.
3. Acaba los trabajos correctamente.
14. Está dispuesto siempre para trabajar.
5. Tiene preferencia por los trabajos complejos.
15. No es sincero.
6. Su trato es desagradable.
16. Tiene capacidad para dirigir.
7. No se relaciona con los compañeros.
17. El aspecto personal es descuidado.
8. Tiene conocimientos técnicos.
18. Tiene formación teórica suficiente.
9. No se puede confiar en él.
19. Se relaciona adecuadamente.
11. Cumple puntualmente con los encargos.
20. Es persona organizada.
? NO
Figura 5.9. Lista de comprobación por referencia.
individuos”. Un objetivo no es meramente un ideal o una aspiración a conseguir, es además una orientación de acción que delimita el resultado que se espera obtener. Este sistema, propio de la “dirección por objetivos”, es una herramienta de gestión aplicable a todos los niveles de la organización, si bien en la práctica solo se hace a nivel de ejecutivos, puesto que para el personal de producción (operarios) se aplican otros sistemas. La consecución de los objetivos tiene que ir acompañada de incentivos económicos, de lo contrario no resultan atractivos para quien los tenga que cumplir y, por tanto, puede que no se alcancen las
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Formación y promoción del personal
El sistema persigue estimular el rendimiento, reconocer la eficacia, reformar o modificar valores de cultura organizativa, organizat iva, proporcionar flexibilidad al sistema retributivo y personalizar la remuneración. De hecho, se trata de una filosofía que periódicamente hace mejorar el rendimiento ya establecido, es decir, que se trata de conseguir algo además de las obligaciones que ya son habituales. Los objetivos han de ser alcanzables, aunque no fáciles, pues no es alentador para nadie pedirle que consiga algo fuera de sus capacidades o posibilidades. Por el contrario, contrario, si son fáciles no tiene sentido establecerlas y desarrollar la aplicación de técnicas invirtiendo tiempo para algo que por pura iniciativa y sentido del deber ya alcanzará el empleado. Las metas han de exigir un esfuerzo, pero al mismo tiempo han de ser realistas y provocar la sensación de que vale la pena realizar el esfuerzo. También es conveniente También conveniente que que queden escritos, pues ya se sabe sabe que con con el tiempo las las conversaciones conversaciones y promesas se diluyen y transforman, o directamente se olvidan. Puede ocurrir que las circunstancias de la organización cambien durante el año y sea necesario modificar los objetivos marcados; en otras ocasiones, los métodos que al inicio parecían los más adecuados, después se revelen inadecuados, por lo que será conveniente efectuar las correcciones oportunas en su momento. En definitiva, se persigue que el empleado que trabaja con objetivos establecidos sea quien tenga más interés que nadie en conseguirlos, poniendo voluntariamente esfuerzo y dedicación en ello, sin mucha necesidad de control por parte de los mandos inmediatos superiores, reduciéndose la función de éstos a apoyarle, aconsejarle y atenderle cuando tenga dificultades para conseguirlos. A continuación, en la figura 5.10 se expone un modelo de fijación de objetivos, donde queda claro que han de ser concretos, precisos y específicos, no siendo admisibles términos tan genéricos como “me jorar la producción” producción”,, “increme “incrementar ntar las ventas”, ventas”, etc., sin cuantificar o precisar precisar en cuánto hay que mejorar o incrementar. MODELO DE DESCRIPCIÓN DE OBJETIVOS Objetivo
Introducir sistema de de control control vía terminales para 400 referencias de stock stock en 2 almacenes almacenes reguladores y 18 regionales.
Medida
Tenerlo Te nerlo funcionando en un plazo de 3 meses después de la instalación del equipo informático.
Objet Ob jetiv ivo o
Tras raslad lado o de las las esta estante nterí rías as con con su mate materia riall al nuev nuevo o almacé almacén n de la fábr fábrica ica nº nº 2.
Medida
Etiquetado de los 1.700 productos situados en las estanterías del almacén. Ejecutarlo a razón de 425 etiquetas cada trimestre.
Objetivo
Envío de carta publicitaria a los 3.500 clientes ofreciendo la calidad de los productos en existencia en el almacén.
125
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126
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
tema 08 Sistemas de promoción e incentivos 8.1 Valoración de los puestos de trabajo Como hemos visto, la valoración del personal está basada esencialmente en los riesgos y comportamientos del ser humano en el trabajo, cuya valoración se hace después de transcurrido un período de tiempo determinado. En cambio, la valoración de tareas es la valoración del propio trabajo, que se deberá efectuar sin tener en cuenta qué empleado la realizará, sin que la personalidad del mismo condicione o influya en la valoración, cuyo estudio se efectuará previamente a la ejecución de un período de tiempo concreto. La valoración de las tareas permite comparar internamente internamente diversos puestos y sirve de base para una política adecuada de salarios, de planificación de carreras profesionales, de selección de personal y de motivación. Los sistemas de valoración de puestos de trabajo empiezan por definirlos como el conjunto de cometidos, deberes y responsabilidades que el lugar exige de quien qui en lo ocupe, establecen unos procedimientos ponderados de análisis y de síntesis determinando el valor relativo de las diferentes funciones desempeñadas y que servirá de base para establecer un sistema equitativo de retribuciones. Una Una definición bastante
clara es la siguiente: “Valoración de puestos de trabajo es la técnica que señala el valor de un puesto, dentro de una organización, en función de los demás puestos de la misma. Comienza con el estudio de las tareas para conocer el contenido de cada una y su descripción, ordenándolas por medio de algún sistema que permita determinar su valor relativo. Asimismo incluye los niveles salariales de cada uno de los valores obtenidos, estableciendo los máximos y mínimos para cada grupo de trabajos, en relación con dichos valores. La acción de valoración finaliza con la revisión final del sistema de retribuciones obtenido”.
8.1.1 Objetivos de la valoración Aunque son muchos los fines que persigue la valoración, en esencia se pueden resumir en los cuatro siguientes: a) La obtención de datos concretos, precisos y situarlos de forma ordenada para determinar el valor de las tareas que generan el puesto de trabajo. b) Elaborar una base de información equitativa y justa para la retribución del personal. c) Te Tener ner una herramienta herramienta para para la selección, selección, promoción promoción y movilidad movilidad del personal. personal.
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Formación y promoción del personal
puestos de trabajo es siempre compleja, laboriosa y requiere una importante inversión de tiempo, esfuerzos y dinero. Bien enfocado ha de fructificar en una mejora del clima laboral, colaborar en la motivación del personal, establecer una retribución más equitativa y mejorar los rendimientos por la vía de ajustar las cargas de trabajo para el personal que de acuerdo con sus capacidades no tenía la ocupación al completo.
8.1.2 Análisis, descripción y especificaciones El análisis, descripción y especificación de los puestos de trabajo es la técnica que permite averiguar y describir las actividades y deberes que se realizan en un puesto, así como las cualidades mínimas que deberá poseer cualquier persona que aspire a desempeñarlo. Veamos cada una de estas etapas: Análisis. nálisis. Consiste en la obtención de información acerca del contenido de las tareas, los as A pectos y condiciones que lo rodean. Recabar esa información suele ser una tarea ardua, y se hace mediante la observación, relleno de cuestionarios, entrevistas, informes, consultas, etc. En la página siguiente podemos ver un modelo de hoja de análisis, donde se incluyen datos de puntuación y grado que deberá asignar el experto encargado de la valoración, de acuerdo con una escala previamente establecida. Descripción. Se trata de recoger en un document documento o la descripción de los puestos de trabajo a partir
de la información obtenida por medio de análisis, quedando reflejado de este modo el contenido del puesto así como las responsabilidades y deberes inherentes al mismo (figura 5.11). E specificaciones. De la descripción de las tareas se pasa, mediante una actividad de inter Especificaciones. pretación, de valoración y de síntesis, a las especificaciones. Harán referencia a los requisitos y cualidades personales exigidas de cara a un cumplimiento satisfactorio de las tareas. Por ejemplo: nivel de estudios, experiencia, características características personales, etc. Las especificaciones son la vía de acceso desde la descripción a la valoración y, al margen margen de las particularidades de cada organización, hay unos factores de especificación que son universales. Son éstos:
127
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128
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
La figura 5.11 nos muestra un modelo de hoja de análisis. Sección:
Fecha:
Departamento: Depart amento:
Centro de trabajo:
Puesto de trabajo: Trabajo concreto: Pieza fabricad fabricada: a:
Categoría que requiere el puesto:
Instrumentos que requiere el puesto: Elementos determinantes de la valoración: Factores
Grado
Puntuación
Notas
1. Formación e instrucción 2. Experiencia 3. Iniciativa 4. Esfuerzo físico 5. Esfuerzo mental y visual 6. Responsabilidad 7. Condiciones del entorno 8. Riesgos laborales Puntuación
.............................. ................. .............
Figura 5.11. Hoja de análisis del puesto de trabajo.
8.1.3 Métodos de valoración Según expertos en la materia, actualmente se utilizan una docena de métodos de evaluación, pero en el fondo todos parten de cuatro modelos básicos que desde la segunda década del siglo XX se vienen aplicando. Por ser los de uso más común, analizamos esos cuatro modelos:
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Formación y promoción del personal
Como vemos, el puesto de trabajo c es el que se considera como de mayor dificultad o importancia. Tabla 5.4. Orden asignado por cada valorador
Valoradores Puesto
Sr. U
Sr. V
Sr. X
Sr. Y
a
2
1
5
4
b
3
4
2
c
1
2
d
5
e
4
Sr. Z
Suma
Promedio
Nº de orden
5
17
3,4
4
3
4
16
3,2
3
3
1
2
9
1 ,8
1
3
1
2
1
12
2,4
2
5
3
4
3
21
4,2
5
b) Método de clasificación o graduación. graduación. Es Es similar al anterior y se basa en una escala que sirve de medida para calcular las diferencias existentes entre los distintos distin tos puestos. El establecimiento de unos niveles es básico de acuerdo con las características de los puestos a valorar, siendo oportunamente descritos de forma que queden definidos con claridad, detallando las diferencias en lo que se refiere a cometidos, grado de responsabilidad exigida, formación requerida, requisitos para la clasificación de cada trabajo en el nivel respectivo, etc. A continuación se expone la tabla 5.5 en el que figuran cinco niveles distintos: distintos: Tabla 5.5. Establecimiento de niveles
Nivel 1
Realiza operaciones que se ejecutan según instrucciones concretas, con un alto grado de dependencia, que requieren preferentemente esfuerzo o atención y que no necesitan de formación específica. Comprende operaciones elementales de máquinas sencillas, entendiendo por tales aquellas que no necesitan adiestramiento ni conocimientos específicos.
Nivel 2
Funciones consistentes en la ejecución de operaciones que, aun cuando se realicen bajo instrucciones precisas, requieren adecuados conocimientos profesionales y aptitudes prácticas, y cuya responsabilidad está limitada por una supervisión directa y sistemática. Comprende funciones de operativa y vigilancia de producto, cuyo manejo sea complejo, precisando acciones manuales múltiples, dosificaciones varias u otras regulaciones análogas.
Nivel 3
Trabajos de ejecución autónoma que exijan, habitualmente, iniciativa y razonamiento por parte de los trabajadores encargados de su ejecución, comportando, bajo supervisión, la responsabilidad de las mismas, pudiendo ser ayudados por otros trabajadores. Actividades que utilizando medios informáticos consisten en realizar balances, presupuestos, facturación, nóminas, etc.
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130
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
c) Método de comparación de factores. Se basa en los puestos clave o puestos más representativos de la organización en los que se concentran todos los factores, se les asigna una retribución apropiada y a partir de ello se descomponen los demás puestos. En este sistema se utilizan de forma relevante tres factores (ver tabla 5.6) Competencia. Entendiéndose por tal el conjunto de conocimientos, experiencia y habilidades que son necesarios para poder desarrollar la actividad adecuadamente. Solución de problemas. Comprende la capacidad de utilizar la referida competencia para resolver situaciones fuera de lo normal o nuevas. Responsabilidad. Es la medida en que el empleado se compromete en su actuación para contribuir a alcanzar unos resultados.
trabajo , si el puesto implica una En ocasiones se incluye un cuarto factor: Condiciones de trabajo, actividad incómoda, insalubre, peligrosa, etc. Todos Todos los factores se descomponen en subfactores y la aplicación del sistema da como resultado un número total de puntos a cada puesto de trabajo y ello sirve sir ve para determinar el nivel retributivo del empleado.
Tabla 5.6. Método de comparación de factores Puesto
Puntos
Habilidad profesional
250
Esfuerzo
75
I
II
II I
IV
V
• Formación • Experiencia • Iniciativa
14 22 14
28 44 28
42 66 42
56 88 56
70 110 70
• Físico • Mental
10 5
20 10
30 15
40 20
50 25
• Material o productos • Seguridad de otros • Trabajo de otros
5 5 5 5
10 10 10 10
15 15 15 15
20 20 20 20
25 25 25 25
• Condiciones de trabajo Riesgo
10 5
20 10
30 15
40 20
50 25
• Equipo o proceso
Responsabilidad
Condiciones del puesto
100
75
Grupos
Subfactores
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Formación y promoción del personal
Tabla 5.7. Escala de valoración de puntos Suma de puntos
Grupo o categoría
Valor euros/hora
Hasta 99
1
5,40
De 100 a 129
2
5,76
De 130 a 159
3
6,30
De 160 a 189
4
6,66
De 190 a 219
5
7,02
De 220 a 249
6
7,38
De 250 a 299
7
7,74
De 300 a 349
8
8,10
De 350 a 399
9
8,46
De 400 en adelante
10
8,64
Establecido el cuadro anterior, se establece una escala de salarios según características de la organización y estructura salarial existente, dando valor económico a la puntuación reflejada por grupos. La tabla 5.8 nos muestra una comparación entre distintos métodos
8.2 La promoción profesional La promoción profesional es una oportunidad de mejorar la situación l aboral y económica muy valorada en cualquier empleo. El desarrollo de las capacidades y aptitudes profesionales conlleva una mayor confianza en el empleado dotándole de un puesto de trabajo de mayor responsabilidad con nuevos retos y expectativas. La posibilidad de no quedarse estancado en un mismo puesto desempeñando las mismas funciones supone una motivación para el trabajador. Para promocionar profesionalmente, los criterios a tener en cuenta por la empresa se deben basar fundamentalmente en el procedimiento de evaluación del desempeño que se ocupa de medir y valorar la conducta profesional y el rendimiento o el logro de los resultados y se basa en los principios de transparencia, objetividad, imparcialidad y no discriminación.
131
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132
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
Tabla 5.8. Cuadro comparativo de los métodos
s o v i t a t i t n a u c o n s o d o t é M
De ordenación o jerarquización
De clasificación o graduación
Comparación de factores s o v i t a t i t n a u c s o d o t é M
Valoración por puntos o puntuación de factores
•
Consiste en comparar globalmente un puesto de trabajo con otro y determinar cuál es de mayor valor.
•
No es un método analítico, sino que compara la totalidad o globalidad del puesto de trabajo con otros puestos.
•
Se suele practicar identificando puesto-clave, que sirve de referencia para comparar el resto de puestos de la empresa con ellos, o comparar por pares de puestos.
•
También se compara globalmente unos puestos con otros, pero después de haber identificado una serie de parámetros (nivel de responsabilidad o nivel de capacidad necesaria, por ejemplo).
•
Se ordenan jerárquicamente los puestos, estableciendo unos niveles, con una definición genérica para los puestos de cada nivel.
•
Es un sistema de valoración frecuentemente utilizado en escalas de funcion arios públicos o por convenios colectivos de carácter sectorial.
•
Se identifican factores de valoración y se elige un determinado número de trabajos-clave.
•
Se comparan los puestos uno a uno, factor por factor y se clasifican por orden de importancia. Se determina el valor de cada factor y, así, se determina el valor total de cada uno de los puestos de trabajo.
•
El resto de los puestos de trabajo se comparan con los puestos clave.
•
Son los métodos más utilizados y más científicos.
•
Se identifican factores (aquellos existentes en mayor o menor grado en todos los puestos de la organización) y se analiza el mayor o menor grado de intensidad de la presencia de estos factores en cada puesto.
•
Se asignan puntos a los factores considerados según sea mayor o menor intensidad. Para ello, se confecciona y se utiliza un “manual de valoración” que recoge la identificación de factores, la especificación de sus diversos grados y su importancia relativa.
•
La suma total de los puntos asignados a cada factor equivale a la “valoración
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Formación y promoción del personal
a) Al disfrute de los permisos necesarios para concurrir a exámenes, así como a una preferencia a elegir el turno de trabajo, si tal es el régimen instaurado en la empresa, cuando curse con regularidad estudios para la obtención de un título académico o profesional. b) A la adaptación a la jornada ordinaria de trabajo para la asistencia a cursos de formación profesional. c) A la concesión de los permisos oportunos de formación o perfeccionam per feccionamiento iento profesional con reserva del puesto de trabajo. d) A la formación necesaria para su adaptación a las modificaciones operadas en su puesto de trabajo. La formación correrá a cargo de la empresa, sin perjuicio de la posibilidad de obtener a tal efecto los créditos destinados a la formación. El tiempo destinado a la formación se considerará de trabajo efectivo. En la negación colectiva se pactarán los términos del ejercicio de estos derechos, que se acomodarán a sistemas y criterios que garanticen la ausencia de discriminación directa o indirecta entre trabajadores de ambos sexos. Los trabajadores con al menos un año de antigüedad en la empresa tiene derecho a un permiso retribuido de 20 horas anuales de formación para el empleo, vinculada a la actividad de la empresa, acumulables por un período de hasta 5 años. ascensos,, el artículo 24 del Estatuto En cuanto a los ascensos Es tatuto de los Trabajadores Trabajadores establece que dentro de la clasificación profesional se producirán conforme a lo establecido en el convenio colectivo o en acuerdo entre
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134
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
dares de desempeño laboral. En este punto es necesario hacer una diferencia con el término motivación; las personas y en particular los trabajadores suelen estar motivados por intereses muy similares entre sí, que los llevan a desarrollar una actividad subordinada específica (en el caso de los trabajadores trabajadores,, la motivación para que participen par ticipen en la relación laboral será, generalmente, la necesidad de cubrir sus gastos y alimentar a sus familias), mientras que los incentivos están orientados al desarrollo de diversos aspectos personales p ersonales y profesionales del trabajador una vez que éste haya visto cubiertos los motivos que los llevan a mantener la relación laboral. Dependiendo de la actividad que desarrolla cada trabajador en la empresa y del conocimiento que de ella tengan sus directivos, una buena política de incentivos se convertirá en una de las mejores herramientas para conseguir importantes objetivos en la empresa. De esta manera, con los incentivos se podrá conseguir, entre otras cosas, lo siguiente: Incrementar en forma sostenida los niveles de producción. Disminuir los índices de retraso, pérdida o uso indebido de recursos. Que los productos o servicios ser vicios lleguen a mayores mercados. Recuperar aquellos clientes que no consumieron en épocas recientes. Mejorar la introducción de nuevos productos y servicios.
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Formación y promoción del personal
conocer primero cuál es el proceso más crítico y así poder ponerle remedio. Seguidamente se exponen diferentes aspectos a tener en cuenta para obtener mejores resultados en la productividad empresarial: 1. Metas y objetivos. Establecer unos objetivos y unas metas es esencial para el éxito de una empresa. Y se debe establecer un camino a seguir que debe servir como fuente de motivación. Pero orientarse a los objetivos empresariales no siempre es fácil, la falta de motivación, la existencia de elementos de distracción o bien la poca competencia puede ir en contra de los objetivos trazados por la empresa. La mayoría de los trabajadores trabajan muchas horas pero no siempre logran las metas esperadas. 2. Fomentar las sinergias. Para ello se deben tener claros los valores dentro de la organización empresarial, lo cual permitirá que los equipos puedan comunicarse y trabajar mejor, generando motivación interna y con ello el aumento de la productividad correspondiente. Si te rodean buenos colaboradores y trabajas cordialmente con ellos los resultados que lograrás serán siempre mejores. Además, si se trabaja en equipo se mejora el esfuerzo individual. 3. Incentivación de la creatividad. La incentivación no es solo cuestión de dinero. Para una empresa es muy importante incentivar la creatividad para lograr unos objetivos de innovación y producir cambios que hagan aumentar la productividad. Hemos de pensar que hoy en día la creatividad es un requisito indispensable para la posición competitiva en el mercado y hacer frente a los constantes cambios del mismo.
4.
Innovación tecnológica. Incorporando mejoras tecnológicas mejoran los resultados y con ello se aumenta la productividad. Las empresas deben ser cada vez más competitivas y para ello necesitan
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136
Recursos humanos y responsabilidad social corporativa – Unidad Formativa 2
9. Registro y archivo de información y documentación Aunque se suele decir que la evaluación de resultados es la etapa final de un proceso formativo en la empresa, en realidad dicho proceso nunca llega a concluir del todo, ya que se irán presentando nuevas necesidades formativas. Y también puede ocurrir que una vez finalizada una acción formativa persistan algunas de las necesidades anteriores. Hoy en día es necesario que la formación de los recursos humanos sea continua. La competitividad de las empresas, la evolución de las tecnologías, los mercados globales y, en definitiva, un entorno cada vez más exigente, así lo demandan. Por lo tanto, es una buena decisión empresarial tener toda la información necesaria para detectar necesidades formativas del personal y gestionar adecuadamente los procedimientos administrativos relativos a la formación. Entre la documentación que puede ser importante para la empresa en cuanto a la formación de sus empleados podemos destacar la siguiente: Valoración de los cursos impartidos por la empresa. Pueden resultar de interés tanto la valora-
ción de los alumnos como la del responsable de dicha formación. Mediante una sencilla aplicación informática se pueden diseñar fichas de los cursos en las que queden reflejados aspectos como la calidad de la formación, su utilidad para el trabajo, el contenido del curso o la documentac documentación ión facilitada a los participantes.
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Formación y promoción del personal
Sea cual sea el motivo, el reclutamiento interno de trabajadores precisa que la empresa disponga de un sistema de información apropiado, una base de datos actualizada y precisa que debería contener, al menos, datos relativos a: Formación obtenida por el candidato en exámenes y pruebas.
evaluacioness de desempeño. Resultados de evaluacione Resultados obtenidos en programas y cursos de capacitación. Análisis del puesto de trabajo actual del trabajador y del puesto a cubrir.
Lógicamente, la complejidad de los sistemas de registro y conservación de información y documentación, de las bases de datos y de las aplicaciones informáticas necesarias, dependerá del tamaño de la empresa y, en muchos casos, de la existencia de diversos centros de trabajo. No serán iguales las necesidades de una gran empresa con centros comerciales o plantas en múltiples ubicaciones geográficas que una empresa con un único centro de trabajo.
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Resumen
de conceptos ❚ La formación profesional adaptada a los requerimientos precisos que necesita la organización com-
portará básicamente lo siguiente: – Mejorar aptitudes. – Facilitar oportunidades. – Cambiar de actitudes. – Incrementar la polivalencia. ❚ Un
plan de formación es el conjunto coherente y ordenado de acciones formativas necesarias para resolver los problemas de competencia existentes dentro de la organización.
❚ Una vez finalizado un proceso formativo se deberá
comprobar si se han transferido los conocimientos necesarios y si se han modificado comportamientos o no, en qué grado se aplican y si se mantienen
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Ejercicios
de autocomprobación 41. Uno de los objetivos de la formación en la empresa es incrementar la polivalencia de las personas y facilitar la movilidad, tanto la horizontal como
V
F
V
F
V
F
la vertical.
42. Un plan de formación es un conjunto coherente y ordenado de acciones formativas necesarias para resolver los problemas de competencia existentes dentro de la organización.
43. Capacitación es la formación formación que perfecciona perfecciona a la persona para especializarla
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Soluciones a los ejercicios
de autocomprobación 31. V 32. F 33. F 34. F 35. F 36. F
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Índice
Índice MÓDULO: ReURsOs hUMnOs y RespOnsiLiDD sOiL ORpORtiv UNIDAD FORMATIVA 2 Selección de recursos humanos 1. Organismos Organismos y empresas de selección............................. .............................................................. .................................................................. .................................................................. ........................................... .......... 81 1.1 Servicio Público de Empleo Estatal (SEPE) (SEPE).............................. .............................................................. ................................................................. ................................................. ................ 81 1.2 Agencias de colocación.............................. ............................................................... .................................................................. .................................................................. ...................................................... ..................... 81 1.3 Empresas de Traba Trabajo jo Temporal (ETT ) .............................. ............................................................... ................................................................. ........................................................... ........................... 82 2. Planificación Planificación de de los recursos humanos............................................................ humanos............................................................................................. .................................................................. ........................................... .......... 82 2.1 Evaluación de las necesidades de recursos humanos............................... ................................................................ ...................................................... ..................... 82 2.2 Análisis de los puestos de trabajo ............................. .............................................................. .................................................................. ................................................................. ................................ 84 3. Determinación Determinación del del perfil profesional profesional ............................... ................................................................ .................................................................. .................................................................. ........................................... .......... 84 3.1 Determinació Determinación n de la necesidad real de la nueva incorporación 85
141
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142
Índice
5.4 La evaluación............................... ................................................................ .................................................................. .................................................................. .................................................................. .........................................111 ........111 5.5 El certificado................................. .................................................................. .................................................................. .................................................................. .................................................................. .........................................111 ........111 6. Programas de formación de las Administraciones Públicas ............................... ................................................................ ..........................................................112 .........................112 6.1 Formaci Formación ón profesio profesional nal ................................. .................................................................. .................................................................. ................................................................. ....................................................112 ....................112 6.2 El Sistema Nacional de Cualificacion Cualificaciones es y Formaci Formación ón Profes Profesional ional (SNCFP) ............................... ........................................112 .........112 6.3 La cualificación profesion profesional al.............................................................................................................................................113 .............................................................................................................................................113 7. La evaluación del desempeño del puesto de trabajo trabajo ................................. .................................................................. .................................................................. ....................................115 ...115 7.1 Finalidad de la valoración ............................... ................................................................ .................................................................. .................................................................. ...............................................115 ..............115