Estudio actitudinal de los gestores de la selección de recursos humanos de personas con discapacidades; SIL Guayaquil - 2012
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2012
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Universidad de Guayaquil. Facultas de Ciencias Psicológicas
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El presente estudio surgió a raíz del auge de la contratación de personas con discapacidades, debido a la ley sobre la inserción laboral, misma que indica que las empresas deberán tener al menos 1 persona con discapacidad por cada 25 empleados, con diversidad de género y diversidad de discapacidad, mismas que deberán ser ubicadas de acuerdo a sus competencias. Así, se planteó como objetivo de determinar las actitudes presentes en los gestores de la selección de recursos humanos de personas con discapacidades; del SIL Guayaquil- 2012.
Para lograr cumplir este objetivo se trabajó con una muestra de 30 gestores de la selección de recursos humanos, usuarios del Servicio de Integración Laboral (SIL) durante el primer trimestre del 2012, a quienes se les aplicó dos instrumentos de recolección de datos: forma G escala de actitudes hacia las personas con discapacidad elaborado por Verdugo, Arias y Jenaro; y una entrevista estructurada de elaboración propia.
El análisis de los datos obtenidos arrojó como resultado que la actitud de los gestores de la selección de recursos humanos hacia las personas con discapacidad durante el proceso de selección de personal es parcialmente negativa, ya que se evidencian actitudes prejuiciosas como la tendencia a subestimar sus capacidades.
This study was prompted by the rise of hiring people with disabilities, due to the law on employment, it indicates that companies must have at least one disabled person for every 25 employees, gender diversity and diversity disability, same that must be placed according to their skills. Thus, it was proposed as objective to determine the attitudes present in the managers of human resources selection of people with disabilities; SIL Guayaquil- 2012. In order to meet this objective worked with a sample of 30 managers of human resources selection, users Labour Integration Service (SIL) during the first quarter of 2012, who were applied two instruments of data collection: form G scale of attitudes towards people with disabilities developed by Verdugo and Jenaro Arias; and a structured interview homemade. The analysis of the data yielded the result that the attitude of the managers of the selection of human resources towards people with disabilities during recruitment is partially negative, since prejudiced attitudes as the tendency is evident to underestimate their abilities .
This study was prompted by the rise of hiring people with disabilities, due to the law on employment, it indicates that companies must have at least one disabled person for every 25 employees, gender diversity and diversity disability, same that must be placed according to their skills. Thus, it was proposed as objective to determine the attitudes present in the managers of human resources selection of people with disabilities; SIL Guayaquil- 2012. In order to meet this objective worked with a sample of 30 managers of human resources selection, users Labour Integration Service (SIL) during the first quarter of 2012, who were applied two instruments of data collection: form G scale of attitudes towards people with disabilities developed by Verdugo and Jenaro Arias; and a structured interview homemade. The analysis of the data yielded the result that the attitude of the managers of the selection of human resources towards people with disabilities during recruitment is partially negative, since prejudiced attitudes as the tendency is evident to underestimate their abilities .
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RECURSOS HUMANOS, ADMINISTRACION DE EMPRESAS, PERSONAS CON IMPEDIMENTOS MULTIPLES, CONTRATACION