Elaboración de una propuesta para la creación de un departamento de recursos humanos, para la admisión y empleo en la fundación Uriel de la ciudad de Loja.

This thesis aims to develop a proposal for the implementation of a Human Resources Department at the Foundation "URIEL" city of Loja, the same that they can develop the organization members certain behaviors, encouraging everyone the members of this institution, it was necessary to apply the interview with the director and a survey to each of their employees and thus establish the true burden that exist and may well know that there is no Human Resource Department, so therefore cannot properly apply the process of admission and employment, with respect to the evaluation of the performance never made to each of the employees once considered each of the drawbacks is applicable to the preparation of the proposal for the improvement of the institution. The summary was conducted in a qualitative and quantitative research all the work, then the introduction that covers the importance of the issue of where we started and where you want to go, that is the outline of the research work. Also performed the literature review that contains basic theoretical concepts and helped to develop the work and comply with the objectives and implement a department is human talent. Later this information is making the proposal will contribute to better management of human resources in this organization, this includes admission and employment techniques as: recruitment, selection, recruitment, induction, training, motivation and performance evaluation, in terms materials and methods are: books, copies, pens, copies, sheets of bond paper, office supplies, among the methods used fear: the deductive the same that was used to analyze the current situation of human resources in the course of research work, inductive, which allowed us to know the basic techniques in the management of human talent, the analytical method was to carry out a study of how the institution is made, what its functions, objectives, goals and why it works. This research was presented as general objective to make a proposal to the foundation "URIEL" to implement the department of human talent in the intake phase and use of your personal and specific objectives: Diagnose staff to know the current situation of the institution proposing policies defined for the implementation of plans for admission and performance evaluation of workers; raise techniques to help conduct the admission and performance evaluation of employees, develop the operating and organizational functions that help the good development in the foundation, making a welcome manual to learn the rules that should be governed by the staff. To develop these goals in the institution, a survey was made of the current management of human talent which is determined in terms of the process of recruiting staff institution reported that 67% makes it through family and 33% by friendship, to solve this problem designing a proper recruitment process properly noting the mass recruitment, selection regarding the director said that it is done through interviews where he asks the person's name, the position that will play, goal you want to achieve, through interviews help you see if the candidate is suitable for the position, according to this problem was raised a proper recruitment process taking into account the five main points: sheet request, staff interviews, tests or test, background investigation and the relevant medical examination at the recruitment states that all staff have a one year contract which the employee is analyzed according to their performance would renew his contract in this part arises respective employment contracts with their respective application note regarding employees induction by 71% that is presented to new partners of the institution, while 29% is presented facilities foundation, face it proposes a welcome manual which state each of the steps to make a new staff induction which specifies the obligations, duties and rights that have them as employees, as well as having your employer, in Regarding the training of personnel by 86% indicates that the institution does not offer them training, likewise presents a training plan with work-related issues, in terms of motivation for 76% of staff said it is done through their hard work, while 24% in wages and salaries, also designing a motivation plan consisting recognition it has achieved with the integration of the employee to his job. He also notes that the director has never made performance evaluation, face this reality of the institution arises adequate performance evaluation, against which the individual performance of the person. These failures require the institution to maintain a strong inclination towards the implementation of new management practices that allow human talent establish itself as a leader in balancing corporate successes, as well as a contribution to their employees and therefore social momentum. Upon completion of the research paper presents the findings and recommendations as a central objective of the research in order to help with the agency's institutional development and finally bibliography and appendices.

• Päätekijä: QUIZHPE BENÍTEZ, EDWIN FABRICIO (author)
• Aineistotyyppi: bachelorThesis
• Kieli: spa
• Julkaistu: 2012
• Aiheet: INGENIERIA COMERCIAL; ELABORACIÓN DE UNA PROPUESTA; CREACIÓN; DEPARTAMENTO DE RECURSOS HUMANOS
• Linkit: http://dspace.unl.edu.ec/jspui/handle/123456789/20312