Propuesta de un manual de funciones, reglamento de admisión y empleo, valuación de puestos por puntos y evaluación de desempeño para el autoservicio Hiper Yantzaza de la ciudad de Yantzaza
The Self-service Híper Yantzaza is an organization that to the being the only one of his type in the canton Yantzaza has achieved to catch a wide civil acceptance, due to the diversity of products that it commercializes and to the minor prices in relation with other trades, to what it is necessary t...
Tallennettuna:
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| Aineistotyyppi: | bachelorThesis |
| Kieli: | spa |
| Julkaistu: |
2015
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| Aiheet: | |
| Linkit: | http://dspace.unl.edu.ec/jspui/handle/123456789/8275 |
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Lisää tagi | Yhteenveto: | The Self-service Híper Yantzaza is an organization that to the being the only one of his type in the canton Yantzaza has achieved to catch a wide civil acceptance, due to the diversity of products that it commercializes and to the minor prices in relation with other trades, to what it is necessary to add a new approach of the Human Talent, in order that it is constituted in a competitive advantage and it turns into the resource organizational strategically, revitalizing of the managerial activity. In such a virtue the accomplishment of the present work of thesis tries to improve the management of the human talent, as well as also like to contribute in aspects as the fulfillment of the functions of every position, a technical contracting of personnel, a suitable assignment of remunerations and a correct evaluation of the performance of the personnel, for which is established as general aim " Hiper Yantzaza Proposes a Manual of Functions, Regulation of Admission and Employment, Appraisal of Positions for Points and Evaluation of Performance for the Self-service " and several specific aims, on which it turns the development of the present investigation and determines the fulfillment of the actions to face the existing problematics in the company. This work of thesis was focused in four fundamental aspects. The first one related to the production of a Manual of Functions that helps to diminish the problem of duplicity of functions between the areas and persons, provided that 81,81 % of the personnel indicates that they do not exist or know on the existence of the leaves of functions, for which the flowcharts were elaborated: structural and functional, as well as the leaves of functions for every post, which allows to identify the code, area of management, typical functions, typical of classes, requirements minimum; suggesting in addition, the creation of the Chief's post of Operations and Chief of Sales that it should supervise the activities of the operative personnel and of commercialization of the self-service. Of equal form there was elaborated the regulation of Admission and Employment, provided that the lack of this one has generated that contracts for references of relatives, friends and employees, without the preparation and experience to occupy the post, this way it is indicated by 81,82 % of employees that they indicate to have managed to work in the self-service for notice of relatives or other employees and that only applied the personal interview to them for his selection (72,73 %), this generated the need to design a technical regulation of admission and employment, where the stages consist of:Recruitment, indicating since the recruitment will be realized, so much I hospitalize as day pupil; the process of selection that departs from the request of employment, review of the documentation, personal interview and application of test to select to the best option; in relation to the Contracting it will be done by means of a contract to fixed term of 360, presenting a model to realize it; for the Induction there was elaborated a Manual of Welcome in which there consists mission, vision, aim, products, personnel and an internal regulation of work. Later one presents a plan of training, trying an efficient and effective performance of the personnel. With regard to the appraisal of positions using the method of points it was found that 3 charges are being unjustly remunerated and on the other hand 8 charges are on remunerated, for it should support an equity of payment to the whole personnel, for which with the proposed system could calculate a factor of valuation of 2,05 that it made possible to fix the most equitable remuneration for the chief of box, auxiliary book-keeper and janitor guardian. Additional, in the Self-service the performance of the employees is not identified by certainty in his working place, there not being known the factors that they must be considered to establish if the salary that the company pays is compensated by a suitable performance, by what there was applied a system of evaluation which Total Qualification Weighted of Performance of the whole Human Talent that gives his services in the Self-service was of 78,64, the same one that places inside the equivalence of SATISFACTORILY.Indicating that 4 employees have score between 81 to 90 points being his ideal performance and 6 employees have score that fluctuate between 61 to 80 points, being his satisfactory performance; none of the employees obtained score low that locate them in the categories of acceptably or deficiently. To finish the conclusions and recommendations were elaborated by the purpose of which there are implemented the developed offers that a constant growth of the Self-service will allow |
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