ANÁLISIS DE LA EXPERIENCIA PRÁCTICA DE REDISEÑO DEL PROCESO DE SELECCIÓN DEL CARGO DE DESPACHADOR DEL DEPARTAMENTO DE LOGÍSTICA Y ABASTECIMIENTO DE LA EMPRESA NOVACERO S.A. EN LA CIUDAD DE GUAYAQUIL
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2017-09
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Universidad de Guayaquil Facultad de Ciencias Psicológicas
Resumen
El presente trabajo de sistematización se centró en analizar la experiencia práctica de rediseño del proceso de selección para el cargo de despachador del departamento de logística y abastecimiento de la empresa Novacero S.A. en la ciudad de Guayaquil, con el objetivo de mejorar dicho proceso. Se emplearon técnicas de recolección de datos como entrevistas, guías de observación, grupos focales y se implementó el método de evaluación de competencias Assessment Center, obteniéndose como resultado principal, que evaluar a candidatos bajo un enfoque por competencias es mucho más confiable, que el enfoque en donde se priorizan solo los conocimientos y la experiencia al momento de determinar el grado de idoneidad de la persona al cargo. La ventaja de seleccionar bajo un enfoque por competencias es que permite observar los comportamientos específicos que se requieren ante situaciones de trabajo representadas en ejercicios controlados, así como predecir el desempeño futuro del colaborador en el cargo que se desea cubrir y determinar planes de desarrollo en aquellas competencias aun no desarrolladas. Sin embargo se pudo reconocer también que seleccionar por competencias tiene su costo y representa una inversión para la organización, ya que necesita de un staff de evaluadores bien entrenados, materiales y recursos para cada ejercicio del AC, por lo cual debería emplearse a partir de cargos de mandos medios
The present systematization work focused on analyzing the practical experience of redesigning the selection process for the position of dispatcher of the logistics and supply department of the company Novacero S.A. in the city of Guayaquil, with the aim of improving this process. Data collection techniques were used, such as interviews, observation guides, focus groups, and the Assessment Center skills assessment method was implemented, obtaining as a main result, that evaluating candidates under a competency-based approach is much more reliable, than the where only knowledge and experience are prioritized when determining the degree of suitability of the person in charge. The advantage of selecting under a competency-based approach is that it allows observing the specific behaviors required in work situations represented in controlled exercises, as well as predicting the future performance of the collaborator in the position to be filled and determining development plans in those areas. competencies not yet developed. However, it was also recognized that selecting by competency has its cost and represents an investment for the organization, since it needs a staff of well-trained evaluators, materials and resources for each CA exercise, so it should be used based on charges middle management
The present systematization work focused on analyzing the practical experience of redesigning the selection process for the position of dispatcher of the logistics and supply department of the company Novacero S.A. in the city of Guayaquil, with the aim of improving this process. Data collection techniques were used, such as interviews, observation guides, focus groups, and the Assessment Center skills assessment method was implemented, obtaining as a main result, that evaluating candidates under a competency-based approach is much more reliable, than the where only knowledge and experience are prioritized when determining the degree of suitability of the person in charge. The advantage of selecting under a competency-based approach is that it allows observing the specific behaviors required in work situations represented in controlled exercises, as well as predicting the future performance of the collaborator in the position to be filled and determining development plans in those areas. competencies not yet developed. However, it was also recognized that selecting by competency has its cost and represents an investment for the organization, since it needs a staff of well-trained evaluators, materials and resources for each CA exercise, so it should be used based on charges middle management
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PRÁCTICA DE REDISEÑO, PROCESO DE SELECCIÓN DEL CARGO DE DESPACHADOR, EMPRESA NOVACERO S.A., GUAYAQUIL