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Human Factor Essay

1323 words - 6 pages

Introducción

Cuando es necesario evolucionar para ajustar a cualquier entorno a un enfoque regular, nos obliga a reconsiderar el papel que el factor humano tiene en la eficiencia organizacional, particularmente en los procesos de aseguramiento de calidad, que suponen dedicar porciones importantes de recursos a la capacitación y al desarrollo profesional.

El entorno mundial experimenta una transformación permanente propiciada por el cambio continuo en la ciencia, la tecnología y las condiciones económicas, políticas y sociales. Las organizaciones, sistemas en constante intercambio con sus entornos, lo perciben a partir de la mayor presencia de competidores, la constante innovación ...view middle of the document...

También, la fuerza laboral es el costo más importante en la mayoría de las empresas, por lo que es indispensable contar con una administración adecuada que permita minimizar los costos laborales a la vez que maximiza los beneficios que producen, por esto es fundamental que la gerencia tenga conciencia de la importancia del factor humano Los objetivos de diseñar sistemas adecuados de compensación son:
• Atraer, incentivar y retener talento
• Equidad interna: a igual trabajo, igual salario
• Equidad externa: compensar de manera competitiva en relación con el mercado
• Minimizar los costos laborales

Existen dos tipos de compensación: la financiera y la no financiera. La compensación no financiera tiene que ver más con el reconocimiento por el trabajo bien hecho, con generar las condiciones para que el trabajo sea estimulante, haya seguridad en el empleo y oportunidades de desarrollo por esto es necesario mantener a los empleados contentos, satisfechos y que se sientan parte de un equipo. Esto se puede lograr por medio de educación, de retribuciones, de permisos, facilidades pero, sobre todo, que se sientan identificados con la compañía y con los objetivos que ésta persigue.

La compensación financiera se divide en directa e indirecta. La compensación directa se divide a su vez en remuneración fija (salarios, aguinaldos, entre otros) y variable (bonos, comisiones, participación en utilidades, etc.). La compensación financiera indirecta es aquella que el trabajador no recibe en dinero, sino que puede recibirla en especie o la empresa paga a un tercero en beneficio del trabajador.

Una empresa que paga bien es aquella que tiene un buen equilibrio entre todos los anteriores componentes. Cuando se logra mantener ese equilibrio, se practica una gestión estratégica de la compensación que brindará grandes beneficios a la organización. El trato agradable entre las personas es muy importante para la convivencia humana en las organizaciones, que al fin y al cabo, son un conjunto de personas que se relacionan permanentemente entre ellas y su entorno.

El Factor Humano es uno de los principales factores productivos en las organizaciones. Entonces, así como es deseable hacer inversiones financieras de capital para aumentar la capacidad de generación de valor agregado, es deseable cualquier actividad que mejore la calidad (productividad) del trabajo, la cual se considera una inversión en Factor humano.

Estos son los subprocesos que componen la gestión del aprendizaje y desarrollo de los recursos humanos:

• Evaluación de resultados del negocio y análisis de brechas
• Evaluación de competencias laborales y análisis de brechas
• Diagnóstico de necesidades de aprendizaje en asuntos clave del negocio
• Diseño de programas de formación y desarrollo
• Gestión de programas de mentoring y coaching
• Evaluación de la efectividad de los programas de formación

La Estrategia De Recursos Humanos

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