Análisis de un modelo de gestión de talento humano basado en los perfiles de competencias, para la empresa Empacreci S.A.
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Fecha
2018
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Universidad de Guayaquil Facultad de Ciencias Administrativas
Resumen
Las organizaciones que tuvieron sus inicios como pequeños emprendimientos y alcanzan el
éxito de mercado esperado, tienden a crecer a una velocidad superior a la que estaba
originalmente planificada. Esto en muchas ocasiones conlleva a que los procesos se vayan
adaptando sobre la marcha a las necesidades del día a día, y no respondan a una planificación
técnica o sistemática que contemple adecuadamente todos los procesos que deben tomarse en
cuenta, para que una vez que se concluya la fase de crecimiento inicial, la eficiencia
organizacional se mantenga a niveles óptimos una vez que se alcanza una nueva magnitud. El
problema es que en muchas ocasiones, estas organizaciones al crecer, se vuelven demasiado
grandes, pero su crecimiento al no ser planificado pierde eficiencia y se llega el punto en el cual
el propietario, debido a la complejidad y el tamaño de la operación ya no puede estar al tanto de
cada uno de los procesos que se realizan, y se pierde la dirección que daba la ventaja competitiva
que se mantenía inicialmente, lo que se traduce en un mayor crecimiento pero una menor
eficiencia y rentabilidad. Este es el caso de la empresa Empacreci S.A. y para conducir un
proceso de evaluación en el rendimiento institucional se plantea la pertinencia de la propuesta de
un modelo de gestión de talento humano basado en los perfiles de competencias para la
optimización de los resultados obtenidos.
The organizations that had their beginnings as small enterprises and reach the expected market success, tend to grow at a faster rate than what was originally planned. This often means that the processes are adapted on a daily basis to the needs of the day, and do not respond to a technical or systematic planning that adequately contemplates all the processes that must be taken into account, so that once Once the initial growth phase is concluded, the organizational efficiency is maintained at optimal levels once a new magnitude is reached. The problem is that in many occasions, these organizations grow too large, but their growth, when not planned, loses efficiency and the point is reached in which the owner, due to the complexity and size of the operation, no longer You can be aware of each of the processes that are carried out, and you lose the direction that gave the competitive advantage that was initially maintained, which translates into higher growth but lower efficiency and profitability. This is the case of the company Empacreci S.A. and to conduct a process of evaluation in the institutional performance, the relevance of the proposal of a human talent management model based on the competency profiles for the optimization of the results obtained is considered.
The organizations that had their beginnings as small enterprises and reach the expected market success, tend to grow at a faster rate than what was originally planned. This often means that the processes are adapted on a daily basis to the needs of the day, and do not respond to a technical or systematic planning that adequately contemplates all the processes that must be taken into account, so that once Once the initial growth phase is concluded, the organizational efficiency is maintained at optimal levels once a new magnitude is reached. The problem is that in many occasions, these organizations grow too large, but their growth, when not planned, loses efficiency and the point is reached in which the owner, due to the complexity and size of the operation, no longer You can be aware of each of the processes that are carried out, and you lose the direction that gave the competitive advantage that was initially maintained, which translates into higher growth but lower efficiency and profitability. This is the case of the company Empacreci S.A. and to conduct a process of evaluation in the institutional performance, the relevance of the proposal of a human talent management model based on the competency profiles for the optimization of the results obtained is considered.
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GESTIÓN DE TALENTO HUMANO, PERFILES DE COMPETENCIAS LABORALES, EMPACRECI S.A.