Analisis and descripcion of impuests

How important is the Human Resources Administration?

H oday be done to understand the importance of each of the processes and records established in the area of human resources, as world economies have taken a significant turn on their areas of interest Faced with an environment of constant change and highly competitive, where the process of globalization and market opening dramatically threatens our national interests.

In this globalization process in which we live, we are urged to appeal to the effective and efficient management of our organizational systems and the administration of our human resources (ARH).

For the purposes of this writing, we will highlight the great relevance that, in our opinion, the human resources application subsystem has in relation to THE ANALYSIS AND DESCRIPTION OF POSTS, since we understand that it represents an important driving force in the productive development of organizations in general sense.

Job analysis aims to study and determine the requirements, responsibilities and conditions that the job requires to perform it properly.

Instead, the job description is concerned with the content of the position, that is, what the occupant does, how he does it, when he does it and why he does it; expressing in writing the tasks or powers that make up the position, thus giving it its distinctive character with respect to the other positions in the company.

If the job analysis process is poorly focused or obsolete due to lack of updating or monitoring, then we dare to predict that the other processes it feeds (performance evaluation, personnel movements, remuneration, training, among others) will be carried out ineffectively. Because the process of updating and monitoring job descriptions represents a vital support to achieve dynamic and productive development in the efficiency of human capital management in companies.

Frequently, many of our native entrepreneurs and executives recognize the "value" of the processes of improving human capital, but "deep down" there is much ignorance about how much it can help us improve our production levels.

It is a shame that today we listen to entrepreneurs and executives from large, medium, small and why not micro companies, say that their job description manual has not contributed anything.

And that the consulting company »So-and-so» led them to uselessly spend their money, this is common. Or worse still, the job manual is not needed since the people who work (the workers) know exactly what to do. Another common point of view of those is that people do not pay attention to that and that is why job descriptions turn out to be ineffective, or that they are not necessary due to the lack of personnel that your company has, concluding with the same result. (they are not important or necessary).

What purpose and objectives does the Job Analysis have?

The occurrence of the productive life that companies present and reflect in Mexico allows us to clarify the direction in which the future of the company is headed. Therefore, it is of utmost importance that, taking into account the changes that both at the macro level and in their individual environment occur; such as the globalization of markets, the close competition of markets and other factors such as technological, economic and social that are currently present, generate a wake-up call which indicates that an inevitable organizational change is taking place. where we can highlight that for companies to continue and increase their level of sales, profitability and productivity, which would result in a consolidation in the market and greater acceptance by their customers.It is essential to have very high quality personnel with a high degree of commitment to the company, which is why, to achieve this goal, you must have the ideal person for each job and who meets the profile and Necessary requirements as indicated by the job analysis.

In this way we can argue that it is essential to have the analysis of each of the positions, this would allow the possibility of having all the characteristics and information related to each of the positions. Furthermore, the use of this information will allow the description and specification of each position to be established, and in turn will facilitate the recruitment, selection, hiring, induction and training of personnel for the required position.

OBJECTIVES

Allow the company to lay the foundations for the technification of human resource management. Specify the functions and relationships of each work unit to define responsibilities, avoid duplication and detect omissions. Help the correct execution of the tasks assigned to the personnel, and promote uniformity in work. Serve as a means of integration and orientation for new staff, facilitating their incorporation into different operational functions. Avoid repeating instructions.

As a fundamental part of the existence of the job description we have the point that in my opinion is the technification of the measurement of work for individuals, so the benefits that we obtain with the use of these techniques are:

Avoid repeating information, explanation, and similar instructions. Let employees know what is expected of them, when and how. Show each employee how their position fits into the total organization. Facilitates the training of the new staff and reduce the training period. It makes sure that the policies of the organization are respected. It reduces operational errors. It avoids that the system changes are hasty decisions. It facilitates the maintenance of a good organizational level. It complements the organization manual.

But to achieve these objectives, a previous study must be carried out on:

Organization chart. (Calcification of positions) Determine their main characteristics. Completion of a questionnaire, direct observation and / or interview with the worker.

In conclusion, I present you with a job description format that, in our opinion, can meet the requirements of a job description.