Procedimiento para la evaluación del desempeño sobre la Base de las competencias laborales en la Ronera, Santiago de Cuba

Currently, performance evaluation is part of the integrated human talent management system and constitutes a strategic tool to determine if the work performance of a collaborator in a specific position contributes to the achievement of organizational objectives. This research was carried out in the Basic Business Unit (UEB) Ronera Santiago de Cuba. Corporación Cubaron S.A and its objective is to propose a procedure to evaluate performance based on labor competencies in a selected job belonging to a key process area of the entity. The method of Dialectical and Historical Materialism was used with the materialist conception of history that includes the following methods: historical-logical, analysis and synthesis, as well as the Delphi method, the holistic approach, the application of the GRAFCET methodology and empirical methods (observation , experimentation and measurement) in the application of the techniques used in the development of the investigation, to elaborate the profile of position by competences and evaluate the performance using an action plan that allows its continuous improvement. As significant results, the job competencies position profile was developed and based on this, performance was evaluated, which allowed proposing a program of actions to improve the performance of the workforce in the selected position. Keywords: human talent, job skills, job profile by skills, management by skills, job performance evaluation.

Requirements Management for ERP Projects

ERP software standardizes an enterprise’s business processes and data. The software converts transactional data into useful information and collates the data so that they can be analyzed. Requirements engineering is an important component of ERP projects. In this paper, we propose: (1) An ERP maturity model (EMM) for assessing the ERP maturity within the organization and (2) A Requirements Engineering Method (REM) for ERP system requirements to capture the requirements from the different types of users of an ERP system, verifying and validating them. The EMM consists of three levels and each level has a focus and a key process area. Key indicators of ERP functionality identified by a major ERP vendor have been used to apply the EMM to an enterprise. This identifies the level of the EMM to which an enterprise belongs. Then the REM is used to enable the enterprise to assess its ERP system requirements and refine it using a knowledge database to reach a higher level in the EMM than the present one. The authors deem that this model can benefit users across all the ERP projects.

People Capability Maturity Model and Human Resource Management Systems: Do they benefit each other?

In this research, the degree of support of Human Resource Management System (HRMS) Suite of Oracle Applications ERP System for People Capability Maturity Model (P-CMM) is examined. The analysis is carried out through key practices of each key process area in P-CMM Levels. Each key process area (KPA) in second and third levels is mapped to the functionality provided by the HRMS. While the degree of support for Level 3 is not significantly different from the one provided for Level 2, the degree of support for each key process area in two levels shows considerable variation. The results of the analysis for the key process areas in second and third levels show that, despite some lack of functionalities in some of the key process areas, the HRMS provides utilities and functionalities that will facilitate and support the performance of most of the key process areas in second and third levels. However, the support for fundamental team processes is relatively limited and there is an opportunity for these systems to extend their functionalities towards these processes.