Diseño de los perfiles de cargo por competencias para directivos en la empresa Cárnica Villa Cara.
Fecha
2013-07-27
Autores
González Sotolongo, Yanelis
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Editor
Universidad Central "Marta Abreu" de Las Villas
Resumen
En el contexto empresarial cubano se han comenzado a implementar la familia de Normas Cubanas (NC) 3000 – 3002: 2007, relacionadas con el desempeño e implementación de Sistema de Gestión Integrada de Capital Humano, que, en un principio, conforma la plataforma normativa de las empresas que adoptan el nuevo paradigma y modelo para sistema de dirección y gestión empresarial (SDGE). En este contexto los perfiles de cargo resultan insuficientes, pues no corresponden con la dinámica de los cargos o puestos de trabajo con enfoque a los resultados, de ahí la importancia de implementar perfiles de cargo por competencia. El presente trabajo se desarrolla en la Empresa Carnia Villa Clara, y tiene como objetivo diseñar perfiles de competencias para cargos directivos. La investigación parte de un diagnóstico de la situación actual de la Gestión de Recursos Humanos (GRH) como punto de partida y base para elaborar los perfiles de competencia, teniendo en cuenta las características del departamento y las normas cubanas 3000, 3001 y 3002 en lo referente a las competencias laborales y la idoneidad demostrada. Entre las principales técnicas y/o métodos utilizados para la investigación se encuentran: la observación, entrevistas y encuestas. Como resultado de la investigación se elaboraron los perfiles a 3 directivos.
Palabras Claves: Perfiles de Competencia, Competencias Laborales, Idoneidad Demostrada
In the Cuban Entrepreneurial context the Cuban family norms are starting to be applied (CN) 3000-3002: 2007) related to the design and implementation of the Integrated System of Human Resources Management, that at the beginning conform the normative platform of the enterprises that adopt the new paradigm and model for the management and conducting Entrepreneurial system (SDGE -MCES ) In this context the posts profiles are not enough so that they do not correspond with the dynamic of the posts or work places and the final goals approach. That’s why it is so important to state posts profiles according to competences. The present work is developed at the Meat Processing Enterprise in Villa Clara and the main objective is to develop competence profiles for Executives. This investigation starts from a diagnose to the current situation of the Human Resources Management (HRM) to create the competence profiles taking into account the characteristics of the department and the Cuban norms (3000, 3001, 3002 ), regarding work-related competences and demonstrated appropriateness. Among the principal methods and techniques applied we have: observation, interviews and surveys. As a result of the investigation the profiles for three executives were elaborated
In the Cuban Entrepreneurial context the Cuban family norms are starting to be applied (CN) 3000-3002: 2007) related to the design and implementation of the Integrated System of Human Resources Management, that at the beginning conform the normative platform of the enterprises that adopt the new paradigm and model for the management and conducting Entrepreneurial system (SDGE -MCES ) In this context the posts profiles are not enough so that they do not correspond with the dynamic of the posts or work places and the final goals approach. That’s why it is so important to state posts profiles according to competences. The present work is developed at the Meat Processing Enterprise in Villa Clara and the main objective is to develop competence profiles for Executives. This investigation starts from a diagnose to the current situation of the Human Resources Management (HRM) to create the competence profiles taking into account the characteristics of the department and the Cuban norms (3000, 3001, 3002 ), regarding work-related competences and demonstrated appropriateness. Among the principal methods and techniques applied we have: observation, interviews and surveys. As a result of the investigation the profiles for three executives were elaborated
Descripción
Palabras clave
Empresa Cárnica, Villa Clara, Gestión de Recursos Humanos, Sistema de Dirección y Gestión Empresarial (SDGE), NC 3000 - 3002:2007