Estudio del proceso de evaluación del desempeño, en la empresa constructora militar No.3, Villa Clara
Fecha
2019
Autores
Reyes Alvarez, Rilder
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Editor
Universidad Central ‘‘Marta Abreu’’ de Las Villas. Facultad de Ingeniería Mecánica e Industrial. Departamento de Ingeniería Industrial
Resumen
El presente trabajo tiene como objetivo general, mejorar el proceso de evaluación del desempeño en la Empresa Constructora Militar No. 3 de Villa Clara. Parte de un estudio bibliográfico que abarca diferentes aristas relacionadas con el tema, además de un análisis crítico de los principales enfoques y criterios de diferentes investigadores, lo que amplía las posibilidades de rigor científico a los resultados obtenidos. Se realiza un diagnóstico de la situación actual de la evaluación del desempeño en la organización objeto de estudio por medio de encuestas a los trabajadores, determinándose las principales deficiencias del proceso. A partir de aquí se aplica la tecnología para el alineamiento (o ajuste) de la evaluación del desempeño individual con la evaluación del desempeño estratégico organizacional, que posibilitó, entre otros elementos, realizar el Cuadro de Mando Integral y la arquitectura de los indicadores que componen el mismo, se determinaron nuevos indicadores de desempeño utilizando el método de expertos, debido a que los que se utilizan son pocos objetivos y no evalúan el desempeño del trabajador con la profundidad que requiere. El resultado obtenido en el proceso de evaluación de desempeño es efectivo y cumple con los objetivos del mismo y cada trabajador podrá ser evaluado por la calidad con que logran las metas que ellos mismos han contribuido a establecer.
Palabras claves. Evaluación del desempeño, cuadro de mando integral, desempeño estratégico organizacional
The general objective of this work is to improve the performance evaluation process in the Military Building Company No. 3 of Villa Clara. Part of a bibliographic study that covers different aspects related to the topic, as well as a critical analysis of the main approaches and criteria of different researchers, which extends the possibilities of scientific rigor to the results obtained. A diagnosis is made of the current situation of the evaluation of the performance in the organization object of study by means of surveys to the workers, determining the main deficiencies of the process. From here the technology is applied to the alignment (or adjustment) of the evaluation of the individual performance with the evaluation of the organizational strategic performance, that made possible, among other elements, to realize the Integral Scorecard and the architecture of the indicators that compose the same, new performance indicators were determined using the expert method, because those used are few objectives and do not evaluate the performance of the worker with the depth it requires. The result obtained in the process of performance evaluation is effective and meets the objectives of the same and each worker can be evaluated for the quality with which they achieve the goals that they themselves have contributed to establish. Keywords. Performance evaluation, balanced scorecard, organizational strategic performance
The general objective of this work is to improve the performance evaluation process in the Military Building Company No. 3 of Villa Clara. Part of a bibliographic study that covers different aspects related to the topic, as well as a critical analysis of the main approaches and criteria of different researchers, which extends the possibilities of scientific rigor to the results obtained. A diagnosis is made of the current situation of the evaluation of the performance in the organization object of study by means of surveys to the workers, determining the main deficiencies of the process. From here the technology is applied to the alignment (or adjustment) of the evaluation of the individual performance with the evaluation of the organizational strategic performance, that made possible, among other elements, to realize the Integral Scorecard and the architecture of the indicators that compose the same, new performance indicators were determined using the expert method, because those used are few objectives and do not evaluate the performance of the worker with the depth it requires. The result obtained in the process of performance evaluation is effective and meets the objectives of the same and each worker can be evaluated for the quality with which they achieve the goals that they themselves have contributed to establish. Keywords. Performance evaluation, balanced scorecard, organizational strategic performance
Descripción
Palabras clave
Empresa Constructora Militar No. 3, Villa Clara, Evaluación del Desempeño, Cuadro de Mando Integral, Desempeño Estratégico Organizacional