scholarly journals Modelo de selección de personal en base a perfil de competencias

2017 ◽  
Vol 2 (3) ◽  
Author(s):  
S Peña
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Service Companies ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Selection Of

Palabras clave: Recursos humanos, selección de personal, selección en base a la competenciasResumen. Esta investigación se orienta a la solución del problema que tienen las empresas en la selección de personal al no elegir a las personas idóneas y los altos costos que por este motivo se dan. Se pretende contribuir a determinar las herramientas adecuadas para que su trabajo sea mas confiable y exitoso a través de la formación de un modelo que considera las variables que se manejan en la actualidad en el campo de trabajo. Se realizó un trabajo de campo aplicando encuestas en 200 empresas de la industria, comercio y servicios. Como principal contribución de esta investigación, está la estructura de un modelo de selección de personal en base a competencias.Key words: Human resources, personnel selection, selection based on competitionSummary. This investigation is oriented to solve issues related with the selection of the adequate personnel in companies and the high costs that are consequences of these decisions. Its objective is to contribute to determine the adequate tools necessary to create a more reliable and successful job through the formation of a model that takes into considerations variables that are used nowadays in the labor area. This investigation was made through questionnaires that were applied to industrial, commercial and service companies. The main contribution of this investigation is the structure of a model for selecting personnel taking as a foundation their competitions.

HACIA UNA DIRECCIÓN UNIVERSITARIA CON EFICIENCIA EN EL TRABAJO DE LAS FACULTADES. REFLEXIONES.

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Margarita de las N. Lamas González. ◽  
Sandra Canalias Lamas
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Formation Process ◽  
University Management ◽  
Educational Management ◽  
The People ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Higher Education Centers ◽  
Efficient Work

Una de las formas de agrupación dentro de los centros de altos estudios, para la gestión de los recursos humanos, que posibiliten el trabajo estratégico, sistémico, humano y eficiente lo constituyen las Facultades Universitarias. El análisis incursiona en algunas reflexiones teóricas sobre la gerencia universitaria por facultades en la actualidad, retomando publicaciones especializadas en dirección empresarial y educativa; así como la experiencia de las autoras en este desempeño. Concluye que la dirección universitaria tiene un valor metodológico significativo al establecer que ésta solo tiene sentido si se relaciona íntimamente y responde al objeto de estudio de la pedagogía, es decir al proceso de formación integral de las personas. Palabras Clave: Recursos Humanos, Gerencia Universitaria, Pedagogía, Formación Integral. ABSTRACT University Faculties constitute one of the ways of grouping within higher education centers for the management of human resources to make strategic, systemic, human and efficient work possible. This analysis involves some theoretical thoughts on university management held by faculties, retaking specialized publications in business and educational management, as well as the experience of more than four decades of the author of this paper. The analysis concludes that university direction has a significant methodological value and it establishes that it makes sense if it is closely related to the object if study of pedagogy, that is, to the people´s integral formation process. Keywords: Human Resources, University Management, Pedagogy, Holistic EducationRecibido: abril, 2012Aprobado: julio, 2012

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
pp. 694-716
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals NARRATIVAS DE POLICIAIS MILITARES DO TOCANTINS SOBRE O TRABALHAR

2018 ◽  
Vol 4 (6) ◽  
pp. 597-635
Author(s):  
Thatiellen Menezes Ferreira ◽  
Liliam Deisy Ghizoni
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Police Officers ◽  
Family Life ◽  
The Other ◽  
Theoretical Contribution ◽  
Palabras Clave ◽  
State Police ◽  
The Face ◽  
Recursos Humanos

Objetiva-se discutir as narrativas dos policiais militares do Tocantins sobre as dificuldades encontradas no trabalho e o que fazem para lidar com elas. Utiliza-se o aporte teórico da Psicodinâmica do Trabalho. Participaram do estudo 686 policiais, que responderam duas questões: uma sobre as principais dificuldades que encontram em seu trabalho e outra sobre o que fazem para lidar com estas dificuldades. Fez-se análise de conteúdo que gerou duas categorias: a) “Falta de equipamentos, falta de pessoal, carga horária excessiva” e b) “Sempre penso que o amanhã será melhor”. Conclui-se que as maiores dificuldades estão relacionadas à falta de recursos humanos, a falta de valorização e de autonomia para a realização das tarefas. Para lidar com o sofrimento no trabalho, focam no convívio familiar e na religião, com uma certa inércia e paralisação diante dessa vivência.   PALAVRAS CHAVE: Trabalho; Policiais Militares; sofrimento.     ABSTRACT We aim to discuss narratives of State Police Officers of Tocantins about the difficulties they face in their work and what they do to cope with them. For such we have used the theoretical contribution of Psychodynamics of Work. Six hundred and eighty-six (686) police officers participated in the study, answering two questions: one about the main difficulties they face in their work and the other about what they do to cope with those difficulties. Our content analysis generated two categories: a) “Lack of equipment, lack of personnel, excessive workload” and b) “I always think that thing will be better tomorrow.” We have concluded the greatest difficulties are related to the lack of human resources, appreciation and autonomy for the accomplishment of the work. In order to cope with the suffering at work they focus on family life and religion, with a certain inertia and paralysis in the face of the suffering experienced.   KEYWORDS: Work; State Police; Suffering.     RESUMEN Se objetiva discutir las narrativas de los policias militares de Tocantins sobre las dificultades encontradas en el trabajo y lo que hacen para lidiar con ellas. Se utiliza el aporte teórico de la Psicodinámica del Trabajo. Participaron del estudio 686 policias, que respondieron dos cuestiones: una sobre las principales dificultades que encuentran en su trabajo y otra sobre lo que hacen para lidiar con estas dificultades. Se hizo análisis de contenido que generó dos categorias: a) “Falta de equipamientos, falta de personal, carga horaria excesiva” y b) “Siempre pienso que el mañana será mejor”. Se concluye que las mayores dificultades están relacionadas en la falta de recursos humanos, la falta de valorización y de autonomía para la realización de las tareas. Para lidiar con este sufrimiento se focan en el convívio familiar y en la religión, con una cierta inercia y paralización delante del sufrimiento vivenciado.   PALABRAS CLAVE: Trabajo; Policias Militares; Sufrimiento.  

scholarly journals GERENCIA DE RECURSOS HUMANOS EN LOS PROYECTOS APLICACIÓN DEL PRINCIPIO DE LA CARGA VERTICAL EN EL TRABAJO PARA EL DESARROLLO DEL EQUIPO DEL PROYECTO

2019 ◽  
pp. 1-4 ◽  
Keyword(s):  
Human Resources ◽  
Human Factor ◽  
Project Team ◽  
Motivating Factors ◽  
Vertical Load ◽  
Frederick Herzberg ◽  
Seven Principles ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Personnel Administration

GERENCIA DE RECURSOS HUMANOS EN LOS PROYECTOS APLICACIÓN DEL PRINCIPIO DE LA CARGA VERTICAL EN EL TRABAJO PARA EL DESARROLLO DEL EQUIPO DEL PROYECTO MANAGEMENT OF HUMAN RESOURCES IN THE PROJECTS APPLICATION OF THE PRINCIPLE OF THE VERTICAL LOAD IN THE WORK FOR THE DEVELOPMENT OF THE PROJECT TEAM Luis Humberto Bravo Salomóna DOI: https://doi.org/10.33017/RevECIPeru2006.0010/ RESUMEN Dentro de las áreas del conocimiento del PMI se encuentra la Gestión de los Recursos Humanos, la misma que se encarga de los procesos que organizan y dirigen el equipo del proyecto, el mismo que está compuesto por personas con roles y responsabilidades asignados para concluir el proyecto. Teniendo en cuenta que es necesario contar con personal involucrado e identificado con el proyecto, es necesario conocer alguna técnica a aplicar para lograr ese objetivo. El psicólogo Frederick Herzberg señala que existen tres filosofías generales de la administración de personal. La primera se basa en la teoría organizacional, la segunda en la ingeniería industrial, y la tercera en la ciencia de la conducta. Dentro de esta última filosofía, Herzberg plantea lo que él denomina “Principios de la Carga Vertical de Trabajo”, señalando que esto consiste en dar factores motivadores al asignar un trabajo. Para ello determina siete principios que los asocia, cada uno de ellos, a “tipos” de motivadores, que los denomina motivadores implicados. Con ello logra lo que el llama “Enriquecimiento Laboral”. Palabras clave: Gerencia de Proyectos, Gerencia de Recursos Humanos, Factor Humano, PM. ABSTRACT Within the areas of the knowledge of the PMI one is the Management of the Human Resources, the same that is in charge of the processes that organize and direct the project team, the same that is made up of people with rolls and assigned responsibilities to conclude the project. Considering that is necessary to count on personnel involved and identified with the project, it is necessary to know some technique to apply to achieve that objective. Psychologist Frederick Herzberg indicates that three general philosophies of the personnel administration exist. First one is based on the organizational theory, second in industrial engineering, and third in the science of the conduct. Within this last philosophy, Herzberg he raises what it denominates “Principles of the Vertical Load of Work”, indicating that this consists of employing to motivating factors when assigning. For it he determines seven principles associate that them, each of them, to “types” of motivating, denominate that them motivating implied. In this way he obtains what the flame “Labor Enrichment”. This theory appears, the same that has been applied of experimental way obtaining satisfactory results. Keywords: Management of Projects, Management of Human Resources, Human Factor, PMI.

scholarly journals PLAN DE SUCESIÓN BASADO EN LA GESTIÓN POR COMPETENCIAS PARA LA CONTINUIDAD DE LA EMPRESA FAMILIAR CASO: TECNILLANTAS CAMPOS EIRL

2019 ◽  
pp. 197-204
Keyword(s):  
Human Resources ◽  
Succession Planning ◽  
Human Resources Management ◽  
Family Businesses ◽  
Succession Plan ◽  
Lack Of Information ◽  
Palabras Clave ◽  
Management Succession ◽  
Toma De Decisiones ◽  
Recursos Humanos

PLAN DE SUCESIÓN BASADO EN LA GESTIÓN POR COMPETENCIAS PARA LA CONTINUIDAD DE LA EMPRESA FAMILIAR CASO: TECNILLANTAS CAMPOS EIRL SUCESSION PLAN BASED COMPETENCY MANAGEMENT FOR THE CONTINUITY OF FAMILY BUSINESS CASO: TECNILLANTAS CAMPOS EIRL Ruth Silvia Campos Palpa, Diana Paola García Inga DOI: https://doi.org/10.33017/RevECIPeru2011.0045/ RESUMEN Las empresas familiares predominan a nivel mundial, debido a que poseen una participación en el mercado que abarca de 66% a un 80%, no obstante, sólo las mejores, las más competitivas, llegarán a tener éxito y alcanzarán las metas, los objetivos para que se crearon, a lo que contribuirá que la gestión de los Recursos Humanos se adapte a las nuevas estructuras económicas, estratégicas y organizativas. Por lo tanto, hay que tener en cuenta que en la vida de las empresas familiares no hay nada inmutable ni perpetuo, nada es perfecto ni permanente en el tiempo, puesto que las organizaciones modernas se han hecho más complejas y difíciles de dirigir, constituyendo la falta de información uno de los problemas con que frecuentemente se encuentran los gestores a la hora de tomar decisiones, es por consiguiente, que la creación de un Plan de Sucesión contribuirá a que puedan tener un plan que sirva como contingencia para alguna situación imprevista y que exista un conocimiento sobre el tema, además de un personal capacitado y entrenado para asumir la dirección cuando el sucedido se retire, es decir habrá una persona capaz para afrontar las nuevas circunstancias que exista en el futuro y de esta manera permitirá identificar las situaciones, anticiparse a los problemas y facilitar la toma de decisiones. Tomando en cuenta la importancia cuantitativa y cualitativa que poseen en la economía del país y la ausencia de información sobre esta investigación; se consideró atractivo abordar este tema a manera de aportar a la generación de conocimientos. Palabras clave: Gestión de Recursos Humanos, Plan de Sucesión. ABSTRACT Family businesses dominate the world, because they have a stake in the market comprising 66% to 80%, however, only the best, most competitive, they will succeed and reach the goals, objectives they were created, which will contribute to the management of human resources to adapt to new economic, strategic and organizational. Therefore, we must take into account that the life of family businesses there is nothing immutable and perpetual, nothing is perfect or permanent in time, as modern organizations have become more complex and difficult to handle, forming the lack of information one of the problems frequently encountered when managers make decisions, is therefore the creation of a succession plan that can help to have a plan that serves as a contingency for any unforeseen situation and there is knowledge on the subject, and a skilled and trained to assume leadership when the withdrawal occurred, is there someone able to cope with new circumstances that exist in the future and thereby help identify situations, anticipate problems and facilitate decision-making. Taking into account the quantitative and qualitative importance they have in the economy and the lack of information on this research, it was considered attractive way to address this issue to contribute to the generation of knowledge. Keywords: Human Resources Management, Succession Planning.

ANÁLISE DE PROCEDIMENTOS DE SELEÇÃO DE PESSOAL; ANALYSIS OF PERSONNEL SELECTION PROCEDURES

2017 ◽  
Vol 3 (1) ◽  
pp. 22
Author(s):  
Eduardo Braz Pereira Gomes ◽  
Juliana Luíza Moreira Del Fiaco ◽  
Aline Araújo Rabelo
Keyword(s):  
Human Resources ◽  
Group Dynamics ◽  
Personnel Selection ◽  
Psychological Tests ◽  
Selection Procedures ◽  
Recursos Humanos

RESUMOO recrutamento e seleção é o primeiro subsistema da área de recursos humanos, com a função de selecionar os candidatos que apresentam perfil adequado para atender as exigências das organizações. Para realizar esses procedimentos, os selecionadores utilizam de algumas táticas para tornar o processo mais assertivo e eficaz. Este artigo tem o objetivo de analisar os procedimentos que uma empresa de consultoria utiliza para recrutar e selecionar candidatos para os mais variados ramos de atividades. Por meio do estudo de caso realizado na Ampliar Assessoria em Desenvolvimento Humano foi possível entender como a área de gestão de pessoas trabalha ao recrutar e selecionar, bem como descrever as técnicas utilizadas para desenvolver este processo, sendo observada nos procedimentos utilizados, triagem de currículos, entrevistas, testes psicológicos, dinâmica de grupo e provas de conhecimentos quando o contratante solicita. O resultado da pesquisa abordou também, um problema que a Ampliar enfrentou em uma das etapas do processo e propõe melhorias para que se obtenha sucesso ao realizar os procedimentos e garantir a fidelidade de seus clientes.Palavras-Chave: Recrutamento; Seleção; Procedimentos; Recursos Humanos; Gestão de Pessoas.ABSTRACTRecruitment and selection is the first human resources subsystem, with the function of selecting candidates who present appropriate profile to meet the requirements of organizations. To perform these procedures, the selectors use of some tactics to make the process more assertive and effective. This article aims to analyze the procedures that a Consulting company uses to recruit and select nominees for the various branches of activities. Through the case study in Ampliar Assessoria em Desenvolvimento Humano. It was possible to understand how the area of people management works to recruited select, as well as describe the techniques used to develop this process, being observed in the procedures used, screening resumes, interviews, psychological tests, group dynamics and evidence of knowledge when the contractor requests. The result of the survey also addressed a problem that Ampliar faced in one of the stages of the process and propose improvements to obtain success when performing the procedures and ensure the fidelity of its customers.Keywords: Recruitment; Selection; Procedures; Human Resources; People management.

scholarly journals Indicadores para avaliação sistêmica de programas sociais: o caso Pronatec

2016 ◽  
Vol 27 (66) ◽  
pp. 624 ◽  
Author(s):  
Paulo De Martino Jannuzzi
Keyword(s):  
Human Resources ◽  
Social Programs ◽  
Social Policies ◽  
Methodological Pluralism ◽  
Evaluación Económica ◽  
Public Action ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Policies And Programs ◽  
Educational Indicators

<p>O artigo apresenta a abordagem sistêmica de avaliação de políticas e programas sociais e a natureza diversa de indicadores necessários para responder às diferentes demandas de informação para aperfeiçoamento e julgamento de mérito da ação pública. Introduzem--se  três  perspectivas  epistêmicas  de  avaliação  –  o  normativismo--burocrático da auditoria operacional, o positivismo-tecnocrático da avaliação econômica de projetos sociais e o pluralismo-metodológico da avaliação sistêmica de programas –, associando-as a diferentes concepções acerca da natureza, complexidade e valores da política social. Em seguida, discute-se a necessidade de produção de indicadores específicos para as diversas etapas de implementação de programas e para avaliação de seus componentes sistêmicos – recursos orçamentários, recursos institucionais, recursos humanos, portfólio de serviços, equipamentos e participação social. Ilustra-se como caso de avaliação sistêmica o conjunto de pesquisas e indicadores do Pronatec Brasil Sem Miséria, produzidos entre 2011 e 2016.</p><p><strong>Palavras-chave:</strong> Indicadores Educacionais; Avaliação do Programa; Avaliação Sistêmica; Políticas Sociais.</p><p> </p><p><strong><em>Indicadores para la evaluación sistémica de programas sociales: el caso Pronatec</em></strong></p><p><em>El artículo presenta el abordaje sistémico de evaluación de políticas y programas sociales y la distinta naturaleza de indicadores necesarios para responder a las diversas demandas de información para el perfeccionamiento y juicio de mérito de la acción pública. Se introducen tres perspectivas epistémicas de evaluación – el normativismo-burocrático de la auditoría operativa, el positivismo-tecnocrático de la evaluación económica de proyectos sociales y el pluralismo-metodológico de la evaluación sistémica de programas –, asociándolas a diferentes concepciones acerca de la naturaleza, complejidad e valores de la política social. Luego se discute la necesidad de producir indicadores específicos para las diversas etapas de implementación de programas y para la evaluación de sus componentes sistémicos – recursos presupuestarios, recursos institucionales, recursos humanos, portafolio de servicios, equipos y participación social. Como ejemplo de evaluación sistémica, se presenta las investigaciones e indicadores de evaluación del programa Pronatec Brasil Sem Miséria, producidos entre el 2011 y el 2016.</em></p><p><strong><em>Palabras clave:</em></strong><em> Indicadores Educacionales; Evaluación del Programa; Evaluación Sistémica; Políticas Sociales.</em></p><p> </p><p><strong><em>Indicators for the systemic evaluation of social programs: the Pronatec case</em></strong></p><p><strong><em>Abstract:</em></strong></p><p><em>The article presents a systemic approach of evaluation of social policies and programs and the diverse nature of indicators necessary to respond to different demands for information for the improvement and assessment of public action. It introduces three epistemic perspectives of evaluation; i.e. the bureaucratic-normativism of operational auditing, the technocratic-positivism of economic evaluation of social projects and methodological-pluralism of systemic evaluation of programs which are associated with different conceptions of the nature, complexity and values of social policies. Following this, the article discusses the need to develop specific indicators for the various stages of implantation of the programs and for the evaluation of their systemic components – budgetary resources, institutional resources, human resources, portfolio of services, equipment and social participation. The studies and indicators of Pronatec program, Brasil Sem Miséria [Brazil without Misery], conducted from 2011 thought 2016, are used as an example of the systemic evaluation.</em></p><p><strong><em>Keywords:</em></strong><em>   Educational   Indicators; Program   Evaluation; Systemic Evaluation; Social Policies.</em></p>

scholarly journals An MCDM approach for personnel selection using the CoCoSo method

2021 ◽  
Vol 9 (3-4) ◽  
pp. 78-88
Author(s):  
Milica Popović
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Candidate Selection ◽  
Multi Criteria Decision Making ◽  
Private Companies ◽  
Public And Private ◽  
The Right ◽  
Selection Of

Candidate selection has a direct impact on the quality of a company's human resources department, so it's an essential activity for public and private companies alike. Various ways have been created to assist and make it easier for organizations to select the best candidate, specifically the right people to do specific roles. As a result, the purpose of this study is to propose the use of multi-criteria decision-making techniques in personnel selection. Therefore, for the determination of the weights of the criteria will be employed the SWARA method, whereas, for the ranking of the alternatives, i.e. selection of the best candidate, a CoCoSo method will be applied.

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