SISTEMATIZACIÓN DE EXPERIENCIA DE LA PRÁCTICA PROFESIONAL ENFOCADA EN EL PLAN DE SUCESIÓN DESARROLLADO EN EL BANCO DE GUAYAQUIL S.A.
No hay miniatura disponible
Fecha
2017-08
Autores
Título de la revista
ISSN de la revista
Título del volumen
Editor
Universidad de Guayaquil Facultad de Ciencias Psicológicas
Resumen
El presente trabajo es el resultado de la experiencia obtenida durante el proceso de prácticas pre-profesionales, realizadas en el Banco de Guayaquil S.A., en el área del Talento Humano; durante los meses de Julio a Diciembre del 2016. El objetivo de la sistematización es evaluar la metodología utilizada en el plan de sucesión.
Durante el tiempo en que se desarrollaron estas prácticas, se trabajó en la Gestión del Talento Humano, en un proyecto cuyo objetivo era la formación de sucesores, los cuales deberían tener un perfil basado en fortalezas, aptitudes, conocimiento del funcionamiento de la empresa, competencias específicas y compromiso con la misión, visión y objetivos institucionales; ya que en el futuro serán quienes cubran determinados cargos de importancia en el banco y, continuarán detectando y formando sucesores responsables y competentes. La sistematización como tal, corresponde a una metodología cualitativa, basada en la reconstrucción histórica de los hechos suscitados.
Entre los procesos parte de la metodología empleada, incluyeron evaluaciones del rendimiento y potencial, procesos de calibración, etc.; importantes para seleccionar en base a las mejores calificaciones a quienes continuarían en el Plan de Sucesión. Los resultados permitieron enfocarnos en mejorar el potencial de estos sucesores y sus rutas profesionales dentro de su cargo.
The present work is the result of the experience obtained during the process of pre-professional practices, carried out in the Banco de Guayaquil S.A., in the area of Human Talent; during the months of July to December 2016. The objective of the systematization is to evaluate the methodology used in the succession plan. During the time in which these practices were developed, we worked on the Human Talent Management, in a project whose objective was the formation of successors, which should have a profile based on strengths, aptitudes, knowledge of the operation of the company, skills specific and commitment to the mission, vision and institutional objectives; since in the future they will be those who cover certain positions of importance in the bank and will continue to detect and train responsible and competent successors. The systematization as such, corresponds to a qualitative methodology, based on the historical reconstruction of the facts raised. Among the processes part of the methodology used, they included evaluations of the yield and potential, calibration processes, etc .; important to select on the basis of the best qualifications to those who would continue in the Succession Plan. The results allowed us to focus on improving the potential of these successors and their professional routes within their position.
The present work is the result of the experience obtained during the process of pre-professional practices, carried out in the Banco de Guayaquil S.A., in the area of Human Talent; during the months of July to December 2016. The objective of the systematization is to evaluate the methodology used in the succession plan. During the time in which these practices were developed, we worked on the Human Talent Management, in a project whose objective was the formation of successors, which should have a profile based on strengths, aptitudes, knowledge of the operation of the company, skills specific and commitment to the mission, vision and institutional objectives; since in the future they will be those who cover certain positions of importance in the bank and will continue to detect and train responsible and competent successors. The systematization as such, corresponds to a qualitative methodology, based on the historical reconstruction of the facts raised. Among the processes part of the methodology used, they included evaluations of the yield and potential, calibration processes, etc .; important to select on the basis of the best qualifications to those who would continue in the Succession Plan. The results allowed us to focus on improving the potential of these successors and their professional routes within their position.
Descripción
PDF
Palabras clave
PRÁCTICA PROFESIONAL, PLAN DE SUCESIÓN, BANCO DE GUAYAQUIL S.A.