Servicio Nacional de Aprendizaje

Fase de Ejecución Actividad de aprendizaje 12

Evidencia 7: Workshop “Human Resources Management”

GESTION LOGISTICA
FICHA DE CARACTERIZACION 1413028

Equipo de desarrollo:
Arnefer Castro Preciado

Workshop “Human Resources Management”

Bogotá D.C, Colombia

2018
INTRODUCTION

The current world brings a new vision of human resources, making it the most
important element to achieve success in the business world. Visualize the human
resource as an essential part, represents to the company a significant increase in
the economic value, where the beneficiaries are the same entity and its workers.

Once this new perspective has been conceived, the Competency Management
model begins to be applied, which helps to make the most of the people's skills, so
that each one is placed in the job position for which it truly serves. From competency
management, it is understood that only in this way do workers contribute optimally
to achieving the company's goals.

The companies need their personnel to carry out a task that positively affects the
quality of the products or the services they provide, for which it is required that these
personnel have the appropriate competences.

On the other hand, the world of today is, without a doubt, "the world of competences".
Taking as reference any of the meanings of competence, it is both the need to be
competent, in the sense of being fit, empowered, trained for a successful
performance; as of the need to be competitive; that is, be prepared to get ahead,
prevail over others, emulate with others, win and excel.

Companies have begun to recognize that the main source of differentiation and
competitiveness is their people. More and more are gathered from the experiences
of organizations that guide their competitive efforts to strengthen their human assets.

Generating environments conducive to innovation and continuous learning, are

objectives that are based on training processes for the development of job skills.
 Actividad de aprendizaje 12
Evidencia 7: Workshop “Human Resources Management”

En todo plan, de toda empresa, es de suma importancia resaltar el papel que juega
el Departamento de Recursos Humanos. Hoy en día, en este departamento no solo
es necesario tener claro los conceptos relevantes a esta área sino, además, tener
la capacidad de comunicarse en ingles utilizando términos específicos en recursos
humanos, permitiendo de esta manera dar a conocer su metodología ante
potenciales clientes e inversionistas de habla inglesa.
Para poner en práctica lo mencionado, desarrolle el siguiente taller:

Elabore su propia política de recursos humanos, en inglés, de la empresa para la

cual labora:

a. Haga una lista de las características y cualidades que espera de los empleados.

b. Elabore su propio proceso del departamento de recursos humanos.

c. Cree una lista de las ocupaciones más importantes para el tipo de empresa en la
cual labora y escriba las acciones o verbos relacionados con cada una de ellas.

d. Planifique el horario de trabajo de su empresa, a manera de rutina diaria, desde

la hora de ingreso hasta la hora de salida.

e. Haga un cuadro con los hábitos que se recomiendan para mantener un buen
ambiente laboral en la empresa.

Step 1: Model of
human resources
competences
There are many models of
what makes a human
resources professional
successful, but most are
intertwined around four
groups of competencies:
Knowledge of business.
Knowledge of human
resources
Knowledge of change /
process and personal
credibility
MODEL OF HR COMPETENCIES
you should identifique the knowledge skills and
abilites required to be a successful hr profesional
The behaviors required to demonstrate the trait and
the selected persiles must be identified.
When conducting an audit of human resources professionals, it is
important to carry out two levels in order to have a model of human
resources competences that are productive and effective.
Step 5: Continuous
improvement
Step 2: Collect data Step 3: Summarize data Step 4: Create
using the model and feedback to human action plans.
resources professionals.
you must acquire more
knowledge, get feedback,
Once the model has been identified, not be oblivious to the
data can be collected to assess to The data collected should be Action plans can be
created in two levels: change.
what extent a human resources summarized to identify the
 At the institutional The creation of a learning
professional demonstrates the statistical means to be used,
level. environment for human
competencies acquired. with this an analysis of
resource professionals is
The data may also come from indicators is made to measure
their strengths and devilities.  On an individual evident when they invest
quantitative assessments of the level
features included in the scheduled Feedback on HR annually in their own
competencies (an important
survey form. An action plan can
development, requesting
The quantitative evaluations are step) should be done in a way comments on their
provide a set of solutions
more uniform and systematic, but are that does not violate data performance, attending
adapted from
limited to the questions asked in the providers (for example, by
development conferences, comparative
survey. violating confidences or
misrepresenting data) and at
experiences, including evaluation practices, reading
The data can also come from focus task assignments, and keeping abreast of
groups or interviews in which the same time being sensitive
readings and training innovations in their areas of
individuals talk about the extent to to the recipient of the data.
data (eg do not overwhelm the opportunities. expertise.
which human resources
professionals demonstrate receiver).
competence.
 Characteristics and qualities that employees expect.

Enthusiasm
If you want to show that you are the right person to occupy your job, you must do
your tasks with enthusiasm. Although many of the work obligations may seem
boring or monotonous, there are always ways to make them more bearable. Do
not hesitate to propose your projects and ideas to your boss.

Efficiency
Strive to be the most efficient person on your team. This does not necessarily
mean that you have to become a productivity robot, but you can fulfill your tasks
in a timely manner. In addition, you must be able to demonstrate that you have
the ability to be proactive in solving unexpected problems.

Excellence
Do not settle for doing things by halves. If you want to excel in your career it is
essential that you always aim for excellence in everything you do. This is an
attitude that will surely make you stand out from the rest and show your boss that
you are a valuable employee.

Puntuality
Efficient employees understand the importance of getting to work on time. This
will not only demonstrate responsibility on your part, but also make you take
better advantage of the mornings that are usually the most productive time of the
day.

Pleasent treatment
Nobody likes to work with unfriendly or unpleasant people. Try not to complain all
the time and help your co-workers when they need it. Oddly enough, kindness
and solidarity do not abound in work environments, so your good manners will
make you be appreciated by those around you.

Process of the human resources department.

 HR Planning
 Recruitment
 Incorporation
 Strategic plan
 360 °assessments
 Leadership development
 Professional development
  Recognition programs
 Competition Retention.

List of the most important occupations

Executive Director
 Planning
 Organization
 Staff integration
 Direction
 Control
 To assign
 to register
 Attend
 Evaluate

Director of operations.
 Establish the product development strategy
 Manage internal resources
 Guarantee the viability and sustainability of the processes
 Integrate all internal business processes

Commercial Director
 Collaborate with the Marketing Director
 Establish sales team sales goals and quotas.
 Manage the sales territory by determining the size of the sales force.
 Organize the sales team
 Design the training, incentive and remuneration programs.
 Constantly motivate the sales team.
 Participate in the preparation of sales visits
 Design the after-sales service.
 Control of the commercial team.

Marketing director

 Design and supervision of the Marketing Plan.

 Control the budgets of the Marketing department.
 Develop a follow-up on the approved actions.
 Manage the relationship with customers.
 Coordinate the work team.

HR director
 Organization and planning of personnel
 Recruitment:
 Selection:
 Career plans and professional promotion:
 Training
 Staff performance and control evaluation:
 Climate and job satisfaction:
 Personnel Administration:
 Labor relations:
 Prevention of occupational risks

Working hours

WORKING HOURS
MONDAY TO FRIDAY
7: OO AM- 12: PM
SATURDAYS, SUNDAYS AND FESTIVALS
7: 30 AM – 2: 00 PM

Habits for a good work environment

 Create a climate of respect.

Cooperate instead of competing

Promote autonomy.

Help family conciliation

Have empathy

Build a pleasant physical space