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Auditoria De Rrhh Essay

1409 words - 6 pages

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9. Factores que limitan la gestión de los RRHH según los resultados de la auditoría
RESULTADOS:
De acuerdo a las verificaciones realizadas a la empresa Importadora y Exportadora Rousen, se pudo apreciar de modo general que aunque la empresa genera altos ingresos carece de un bien estructurado departamento de Recursos Humanos y por consiguiente de una Gestión de Recursos Humanos bien definida, tiene muchos detalles que deberá solventar en el tiempo que la Administración se lo proponga. Estos detalles de manera parcial en el grado de economía, eficiencia y eficacia relacionadas con los recursos humanos; ya que fueron detectados algunos aspectos que presentan un grado de ...view middle of the document...

Al analizar todas las debilidades del sistema auditado, nos percatamos de las carencias y la poca importancia que la organización ofrece al capital humano lo que provoca alta rotación, desconocimiento de las descripciones de puestos, falta de capacitación, un programa inexistente de Seguridad e Higiene Ocupacional así como una tabla de compensaciones acorde con la realidad nacional y la falta de planes de carrera a técnicos y profesionales, además la poca tecnología que se utiliza para mejorar la gestión de Recursos Humanos, entre otros.
Qué queremos en el futuro?

¨ El logro de una mayor implicación del gerente de RRHH en las decisiones de alto nivel, situándole en una posición realmente estratégica.

¨ Que los responsables de la función se conviertan en profesionales sumamente calificados.

¨ La elaboración y utilización de herramientas cada vez más sofisticadas, producto del estudio de especialistas en el campo de la GRH y de su aplicación con éxito, mejoren ostensiblemente la gestión empresarial, mediante la: gestión participativa por objetivos, valoración del potencial, análisis de puestos y  la valoración de resultados.

¨ La aplicación de las tecnologías de la informática en la función de RRHH, debido a la variedad de la información presente en estos departamentos y a la necesidad de disponer de información fiable en el tiempo apropiado sobre las personas

¨ Que la captación, retención, formación y desarrollo de recursos humanos pasa a ser de vital importancia para la competitividad de la empresa contemporánea.

¨ Que la empresa dedique un esfuerzo cada vez mayor a la capacitación como inversión en sus recursos humanos y se mida en la relación entre inversión en formación y la masa salarial de la empresa y al mismo tiempo se tenga conciencia de que mientras este esfuerzo de la empresa en capacitación sea cada mayor, también mejor será la GRH.

¨ La función de RRHH tiene como doble objetivo funcional, organizar a los trabajadores y relacionarlos socialmente con los esquemas culturales de contribución y compensación, marcados por la empresa, para lograrlo es preciso abordar esta doble misión de un modo técnico y de un modo social. El primero atiende, tanto a la asignación de personal al puesto y a la recepción de su compensación, como a la valoración económica del rendimiento de la atribución del costo de la compensación y el segundo, se asocia con la competencia y motivación por la contribución y compensación ofrecida, elemento propio de la política cultural.
Teniendo en cuenta que todos los que laboran dentro de una empresa se convierten en el principal recurso con el que cuenta una organización, se presenta esta lista de recomendaciones que junto a la propuesta buscan la creación de un departamento de Recursos Humanos para mejorar la gestión de todos los miembros de la organización.
RECOMENDACIONES:
* Dirigir los esfuerzos a la creación de un departamento Integral de Recursos Humanos.
• Establecer la...

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