The improvement of profesiograms in tourism entities

The fundamental purpose of this work is to contribute to the improvement of profesiograms in tourism entities that organize technical-organizational connections and summarize the skills and abilities of the existing jobs, through an integrative methodological proposal. The study is structured in two chapters; the first dedicated to the theoretical foundation in relation to the object of study, and the second to the determination of the integrative methodological proposal for the improvement of profesiograms in tourism entities, according to their characteristics. The integrative methodological proposal is a novel, viable and pertinent tool that will allow understanding the need for a permanent study of the elements or characteristics inherent to each job,which serves as the basis for raising the productivity, effectiveness and efficiency of the organization, contributing to the improvement of the Integrated Management System of Human Capital (SGICH).

Keywords: improvement, profesiograms, aptitudes, abilities, tool, elements.

Introduction

Tourism currently constitutes one of the branches of the economy that provides the most income and benefits. Tourism development is closely linked to human resources, who play a fundamental role in this activity. A tourist entity with competent human resources, and aware of their commitment, can stand out as having a significant and important competitive advantage. From which it follows, that this company must differentiate itself by the excellent service that its employees can provide, needing to improve working conditions, have pleasant environments and a human team that has the essential skills to increase performance and efficiency in the organization The studies and research that have been carried out on this subject in the country,At the regional and business level, they make us wonder about the real domain of these terms and the conception and practical implementation of the Competency Management approach in tourism entities, because there is no adaptation and integration of job qualifiers, the description of the position and the Cuban standard with the requirements of the competence of the position or position, there is also a lack of legal documentation generated by the entities themselves that pay systemic work with the competencies of the position.of the job description and the Cuban standard with the requirements of the job or position competence, there is also a lack of legal documentation generated by the entities that pay systemic work with the job's competencies.of the job description and the Cuban standard with the requirements of the job or position competence, there is also a lack of legal documentation generated by the entities that pay systemic work with the job's competencies.

Currently, tourism entities require the improvement of profesiograms, as well as working conditions and, in particular, the development of a change in the culture of organizations, since according to the workload and on the basis of the profile broad, profesiograms should be drawn up, based on the competencies of the jobs, and that is that quality at work, as a function of productivity, requires the design of adequate strategies, including projection, research, organization, monitoring and review thereof.Taking into account the aforementioned and the need to contribute to the improvement of the profesiograms in the tourism entities that organize the technical-organizational connections and summarize the aptitudes and capacities of the existing jobs and those that the workers have, At present, it demands scientific studies to optimize the use of resources and increase productivity.

The above symptoms configure the problem situation that justified the beginning and development of this research, and from which the research problem is derived:

How to contribute to the improvement of profesiograms in tourism entities that organize technical-organizational connections and summarize the aptitudes and capacities of the existing jobs?

The general objective of the investigation is the following:

Contribute to the improvement of the integrative methodological proposal that favors the analysis and improvement of the profesiograms in tourism entities that organizes the technical-organizational connections and summarizes the aptitudes and capacities of the existing jobs.

In order to more efficiently fulfill the general objective, the following specific objectives are set:

Describe the state of the art in theory and practice in relation to the improvement of profesiograms in tourism entities Determine an integrative methodological proposal that favors the analysis and improvement of profesiograms in tourism entities and organizes connections technical-organizational and summarize the skills and capacities of the jobs that exist.

Throughout the entire research process developed, the general dialectical-materialist philosophical method has been used in all its dimensions, which has served as the main support of the research by analyzing the essences and dynamic relationships of the orientation and execution of the profesiograms and their verification in practice. Of the general theorists, the historical-logical, the analytical-synthetic, the hypothetical-deductive and the ascent from the abstract to the concrete were used. The way in which three of these methods (hypothetical-deductive, analytic-synthetic and historical-logical) were used in the research, is described below:

Analytical-synthetic: it is seen in the bibliographic consultations for the theoretical foundation of the study of the aspects related to the investigation. A predominantly analytical integrative methodological proposal was used for the breakdown of the elements and relationships that are integrated in the profesiogram. The purpose is to determine which of them is the essential one that governs the aforementioned procedural development. In a parallel way and with the methodological predominance of the synthesis, the systemic mental unification of what was analytically disaggregated was carried out, in such a way that the integrity of this process as a whole was restored, once the essential foundation of its dynamics was revealed.. Historical - logical: its application is evidenced in determining the development and current state of the object of study.Taking into account that the profesiogram is a long-standing object of study in the state of the art, the most important task was the one that focused on logically determining, within the historical development of the scientific literature on the subject, which of its contributions They were necessary and sufficient to be used within the configuration of the theoretical framework of the research being reported. Hypothetical-deductive method: It was used to draw general conclusions. It is also inferred that part of the advantages provided by the improvement of the profesiograms, to facilitate the analysis and description of the jobs in an interactive way, where the tourism entities acquire a leading role. Its use was given in carrying out the logical interrelation,within the integrative methodological proposal, between the parts that compose it and the proposal as a whole.

The empirical method used:

Document review: All the documentation referred to has been examined in detail to obtain information on how it is dealt with in the bibliography, what the specialists have contributed to the study of the improvement of profesiograms, which organizes the technical-organizational connections and summarizes the aptitudes and capacities of the jobs that exist.

This work is structured in the following way: introduction, two chapters, conclusions, recommendations and bibliography. The proposed integrating methodological proposal offers a technological management support, the generalization of which is of interest to specialists and managers of tourism entities, since it enables the improvement of the SGICH, influencing this as a base tool for selection, training and evaluation competent staff development.

Chapter I. The profesiogram and its utility

The present chapter has the objective of exposing and evaluating, from a conceptual theoretical framework, those fundamental aspects that determine the analysis and improvement of profesiograms in tourism entities.

What is the profesiogram

Although up to now the term profesiogram has been used without further terminological clarification and taking into account the bibliography consulted, it is appreciated that the term enjoys greater dissemination in the professional field, and is widely known (the term itself, although this does not indicate that the meaning of the same is known in depth).

Some authors (Velázquez Reynaldo., 1996), (Velázquez Maylín., 2007), with whom the author agrees, consider that the profesiogram consists of detailing the set of functions and main tasks by job competencies that are developed in all and each of the positions of the entity, specifying, in addition, the levels of training and experiences necessary to be able to perform it adequately, the responsibilities that will be required of the occupant and the physical or environmental characteristics in which the job will be carried out. work itself, as well as the resources that it normally uses.

Despite the fact that there are previous publications dedicated to the subject, if the authors agree on something (Velázquez Reynaldo., 1996), (Velázquez Maylín., 2007), when talking about the profesiogram, it is to raise, which aims to analyze each job and not that of the people who perform it. Therefore, this analysis should focus exclusively on the job and not on the person who occupies it. The position and the person who is going to perform it or who will perform it are two different concepts. In the sense of attending to the triple aspect: psychic, physical and environmental, it is reflected in what is called profesiogram; In other words, this is the synthesis of the job analysis.

The profesiogram, resulting from the activity of analysis and description of jobs and their essential components, sets a fundamental methodological guideline and is an essential element in the management of human capital.

The main interest of organizations is to achieve competent performance, verify the achievements that are achieved at work and in real performance situations, so the evaluation is carried out in real working conditions, where the evidence is found and allows the workers achieve certification of their skills as a result of the diagnosis. Although in the profesiograms of the positions, the labor competencies that must formalize the human resource as competent are included, since they constitute the desired results, the features that differentiate one from the others will be reflected for the awareness that allows the solution of their problems in production or services, in personal life and in determining your training and training needs, as appropriate.

After expressing the terms and definitions of these authors who summarize the term profesiogram, the author of this work raises the following considerations, referring to current trends:

The profesiogram model starts from the fundamental purpose of each entity (main functions) to those of each job with a functional approach, subdivided by units and elements of competencies that are evaluated by a norm or standards. (Tasks of the occupational profiles, according to the DACUM method). Although this is the main approach they use, they also identify others, such as the behaviorist, according to the learning of the personnel and the position they occupy in the command structure or responsibilities of the organization, which can be used as a system, according to the needs of the position.

The usefulness of the profesiogram

The position or occupation is the link between the organization and the employees, moreover, when a person joins an entity, their functions, tasks, responsibilities and working conditions will be determined by the job position they occupy in the organization. On the other hand, in an organization there may be different positions that have the same functions, tasks, responsibilities and working conditions. All of them are usually included in the same description and grouped under the same name.

The profesiogram consists of determining through a rigorous study the elements or characteristics inherent in each position. In this way, a clear and defined vision of each profession and its differentiation with respect to all the others existing in the organization is obtained.

The description details:

General data Reason for the position.

- Main functions and tasks by labor competencies that are developed in the performance of the position. "What does the occupant of it do?" Resources used and methods used to carry out its duties. "How do you do it?" Objectives you want to achieve, "Why do you do it?"

Requirements for the performance of the position (formal qualification, minimum necessary training, experience, required knowledge, etc.).

- The physical and environmental conditions in which the work will be carried out, the associated dangers, the types of risks, accidents, illnesses, as well as the means of work.

The responsibilities with their powers and obligations inherent to the position.

Professionals must promote facilitating the continuous development of human capital, achieve the visualization of all processes and operations within the entity, that is, replace the partial and specific vision, and must also assume that a worker is capable of performing a large number of operations and is hired for it, which requires the design of broad, generic and highly flexible positions. In addition, it makes possible the total control of quality and the continuous improvement of productivity and at the same time makes viable a new role for the worker within the entity. All this leads to having human resources: more prepared and with greater knowledge, as well as with a high degree of responsibility and participation in the improvement of work methods and procedures.

Multiple uses of profesiograms.

The profesiograms of jobs by job competencies have multiple uses, among which we can highlight: recruitment, selection and integration, training and development, performance evaluation, job evaluation, salary management, occupational safety and hygiene and work organization.

Profesiograms provide information on the characteristics that the candidate who is going to occupy the job should have and therefore is useful when determining sources of recruitment; that is, the places where a sufficient number of people are most likely to meet the established requirements. They provide sufficient data in which the characteristics and requirements established for the performance of the position that the candidate must fulfill are specified, to adequately develop the tasks and activities of the job position. This information will guide the selection that will be used to measure the aptitude and personality characteristics that are sought in the candidate.

Comparing the requirements for the performance of the position demanded by the position and the knowledge, aptitudes and characteristics that the candidate contributes, it will be possible to determine the existence of possible imbalances that indicate the need to develop training actions, aimed at correcting the gaps and enhancing the positive aspects. Given that the job description indicates the main functions and tasks by competencies, attributions and obligations for which the person who occupies it is responsible, said description serves to determine, to what extent the person is achieving a performance according to what is required for the position he occupies.

Knowing the danger of certain tasks and working conditions detected and defined in the profesiograms, it is possible to act in order to minimize the risks common to certain jobs.

For the evaluation of the performance, the non-existence of adequate profesiograms has a direct impact, since this prints subjectivism, bringing with it that the results of the evaluations are unfair because they do not agree with the characteristics and objectives of the position; thus, the Human Capital department lacks a valuable mechanism for feedback and the development of the other human resources activities mentioned above.

Profesiograms may have other purposes: determining responsibilities and hierarchies of authority, improving communication between the organization's staff, eliminating duplications in the main functions and tasks, as well as empty positions in content, detecting the current organizational structure. Guide the employee to know the reason for the position. It can be a motivating factor, it can serve as a welcome or reception strategy for a person who has just joined the organization, thus having very clear their functions and main tasks based on job skills.

The Human Resources Management expert, José Vera, explains in the following video how profesiograms can be used as a tool in the recruitment and selection of personnel, how profesiograms help in the prevention of occupational risks and what are the errors to avoid in its elaboration.

Chapter II. Methodological proposal for the improvement of profesiograms in tourism entities

All the activities carried out in the human resources area are based in one way or another on the information provided by this integrative methodological proposal. This versatility offered by professional charts in terms of their possibilities of use, makes them a starting point for solving numerous problems.

For the analysis and description of positions, it is necessary to previously have a conception of the organization where it will be implemented, as well as the assessment of the behavior of Human Capital Management in the entity, therefore it is essential to carry out the following methodological proposal integrative.

Figure No.1. Integrative methodological proposal that favors the analysis and improvement of the profesiograms in tourism entities.

2.1 Description of the general stages and the different specific steps that make up the structure of the integrative methodological proposal

In accordance with the above, an integrative methodological proposal is proposed (see Figure No. 1) that includes a sequence of four (4) general stages that involve, in turn, a set of corresponding steps. The general stages and the different specific steps that make up the structure of the integrative methodological proposal are described below.

2.1. First Stage: Preparation.

Logically, for the process to begin, there must be a prior need that leads to the decision to make the profesiograms, so the purposes to be achieved once they have been completed must be specified.

Top management must carry out actions that allow the techniques to be given a certain popularity, that is, awaken the interest of the staff, make it a topic of debate within the organization, allowing managers and workers to become familiar with the terms and feel expectant and curious about the subject. For this, public places such as murals and blackboards can be used to place information about the profesiogram, spaces such as meetings and workshops can also be used where the subject is addressed.

In order to cultivate a welcome strategy for a newcomer to the entity, the person selected for this task must demonstrate abilities to coordinate and guide the newcomer, as well as the rest of the staff, in addition to having knowledge about the techniques and feel committed to the process.

For the establishment of responsibilities, there must be one or more managers who assume (s) the work of the organization and who direct the people who are going to carry out the process.

The training activities that the personnel in the human capital area who will later make up the work team should receive will include:

Training on the organization in which they are going to work (for external consultants). Technical training to prepare professional charts, based on the competencies of the jobs. Training in the methods to be used.

The choice of work areas, specifying where the analysis program is carried out, which can start both in the upper steps and descend to the lower ones, or vice versa, as in the intermediate steps or contrary to the horizontal sequence, can also begin through one area of the entity, then to another, and so on in a vertical sequence. Choose the most appropriate analysis method (s) to be applied to collect the necessary information, according to the nature and characteristics of the charges to be analyzed. Determination of the date of completion of the different stages.

2.2. Second Stage: Planning

Involve the entity's personnel in the organization of the environment by explaining to the senior management and all the personnel involved in the improvement of the profesiograms. It is necessary, before starting the data collection, to inform the entire organization of the completion of the profesiogram and its objectives, to the factors of the entity (Unions, Administration, etc.) that not only must be informed, but it is convenient that they participate, in order to achieve the full collaboration of all workers, since the realization of the profesiograms has nothing to hide from them.

This stage also involves a study of the organization chart and the staff of positions and jobs of the facility under study, to define which ones will be studied based on their nature and main characteristics.

The updated development of the organization chart of positions, as well as the respective positioning of the positions in the organization chart is fundamental; since when a position is placed in the organization chart, the following aspects are defined:

Relationship of the position with his superior Relationship of the position with his subordinate Level of the position within the organization Relationship of the position with its collaterals.

In addition, the circulation of forms and printed materials must be included in order to disseminate the aspects related to the future realization of the profesiograms that will be carried out in the organization.

Before starting the analysis and job description, it is vitally important to determine the positions and jobs that are going to be analyzed, since the techniques and methods will depend on the type of job or position in question. to use. If there are numerous positions and / or positions with the same characteristics, a representative sample of them can be selected and the analysis carried out only on these.

Given the case that there are numerous positions and jobs, but these do not present similar characteristics, then it will be necessary to carry out the study for all the positions and positions in question.

The most widely used methods for the compilation of all the information are usually according to the bibliography consulted the following: direct observation method, questionnaires, interviews, expert consultation and activity diary. In short, there is no better or worse method than the others, but each one has its advantages and disadvantages, depending on the characteristics of the jobs and the entity in question.

In the identification of the techniques and the method to be used to collect all the information in a practical way, the interview to be carried out must be prepared, establishing the place and the appropriate time for it, to avoid necessary inconvenience and speed up the process. objectively conceive which are the positions that require the use of direct observation and must prepare the questionnaire of the profesiogram for those cases in which it will be used.

The consultation of experts is one of the most important and used for the collection of all the information and the realization of a creative work in group. It allows obtaining the experience and wisdom of a group of people (experts) within the environment of frankness, not subject to restrictions or censorship of any kind. A number of experts are selected, who undergo a series of intensive interrogations, through a set of questions asked successively to determine the main characteristics of the jobs. This question and answer process is carried out through various interactions, to reach the consensus of the experts.

The activity diary is based on the fact that workers must record, in a kind of diary, everything they do while they are working.

2.3. Third Stage: Integration in a structured way

There is a great diversity of criteria and formats to structure the registered information. That is why the nature of the "tailored suit" implicit in the profesiograms for job competencies for each organization is important, in such a way that they reflect the needs of the same, according to their strategies.

However, taking into account the need to guarantee that the presentation of the information contained in the professional charts of positions and jobs by job competencies is homogeneous, it is recommended to collect the following data:

Entity

Profesiogram of the job by labor competencies.

Date:

1. General Data

Position Process to which it belongs Positions to whom it reports Positions to whom it collaborates Processes with which it collaborates Occupational category according to the qualifier Working hours: Dedication and characteristics of the working hours (continuous, shifts, etc.) of rest Names and Surnames CI Cultural level.

The General Data expresses the name of the position (it can refer simply to the name most commonly used to assign the position) and its occupational category according to the qualifier; the process to which it belongs and with whom it collaborates is identified, according to the organization's process map; the position to whom he reports and to whom he directs according to the organizational structure.

2. Reason for the position.

Main functions and tasks by job skills Basic skills Technical skills and broad profile Behavioral skills.

The reason for the position (fundamental function), is elaborated responding to the key elements to which it is taxed, referring to the strategic vision and mission of the process. It is written in a simple way, answering the question what does the position do or what is there for? It is also described according to the conditions and contexts. How and with what does it do it? If necessary.

The basic competences are those that are acquired in basic training and that allow entry to work. They express the minimum skills that are necessary for successful performance in the position and that must be taken into account in the selection process. They are the common or general ones, associated with the competencies of the main processes, the categories and occupational requirements of the corresponding position (formal qualification and knowledge), according to the organization's strategies.

The technical and broad-profile competencies constitute the specific technical, theoretical-practical competencies associated with the qualifier of the corresponding position.

The powers of behaviors constitute the rules of conduct and values with units and elements of competence. They are the attitudes that are part of the values identified by the organization, as well as the behaviors that human capital must comply with in the position.

3. Requirements for the performance of the position.

3.1 Required training.

Formal qualification: In the qualification requirements and required knowledge, the qualification requirements to perform the position must be taken into account (Eg. Upper Middle Level and / or Medium Technical). Minimum necessary training: Academic preparation, technical qualification is considered professional (Eg. Qualification course and / or training in the job) Years of experience: Time of experience in which a person with the competencies required by the position performs autonomously the functions and tasks included in it. Other knowledge Required: Knowledge, not acquired in the minimum necessary training, which is necessary to be able to adequately perform the main functions and tasks due to labor competencies, included in the position, indicating the level required in them (Ex.command and use with ease of expression of a language with a basic, intermediate or advanced level, which must be accredited as a requirement, culture according to the issuing market and practical demonstration of the required language knowledge, etc.).

3.2. Security and health.

Position: Effort required to carry out the tasks included in the position: (sitting for a long time, lifting weights, visual concentration, etc.). Physical environment: Lighting conditions, noise, temperature, etc., in which the work is carried out. Conditions in which the occupant of the position habitually carries out his work Associated dangers: The dangers can be physical, chemical, biological, psychosocial, mechanical, electrical, or based on movement and energy.Types of risks: Physical and psychological risks to which the occupant of the position is subjected (e.g. falls at the same or different level, falling objects being manipulated, falling objects detached, footsteps on objects, physical or mental effort, thermal stress, hearing loss due to exposure to noise, etc.) Accidents: eg fractures, sprains Diseases: eg affectations in the spine (sacrolumbagias and herniated discs), Osteoarthritis in upper and lower limbs, varicose veins, etc. Working means: What are the means and tools that the occupant of the position uses to perform the tasks included in it. Eg IT media, office supplies, etc.

The Health and Safety requirements will express the knowledge and attitudes that the occupant of the position must possess in the face of the physical and environmental conditions in which the work will be carried out, in terms of lighting, microclimate, noise, among others, and in the face of the most common risks to employees. that is exposed.

4. Responsibilities

4.1. Attributions and obligations of the position.

The responsibilities (demands of the position) will be in correspondence with their attributions, referring to working with other people, the quality of the service, their relationship and safety with the clients. The obligations will be aimed at customer satisfaction, taking into account the procedures manual for the area or process and the organization's regulations.

Signature footer :

Made by Signature Date

Reviewed by Signature Date

Approved by Signature Date

Workers sign.

The signature caption will include the names and surnames of the person (s) who prepared the profesiograms, who was in charge of their review and the one who approved it, as well as their signatures and dates on which it was carried out.

The collection of detailed information at this stage allows establishing the preparation of professional charts for each of the positions. In this stage, information gathering methods supported by techniques such as direct observation, individual and group interviews are used. To finalize the stage, the data obtained is organized, the prior preparation of the profesiograms and their final presentation are carried out.

Once the final version of the profesiograms of jobs by labor competencies has been drawn up, it must be submitted to the consideration of the workers and managers, collecting their opinions and criteria issued for their corresponding approval. In case of non-conformities, a reactivation is foreseen that allows to return to the previous stage to carry out the study, in those cases that proceed.

The definitive approval of the profesiograms of jobs by labor competencies by all levels, will enable their implementation in the organization for which they were prepared. For the implementation of the profesiograms, training sessions should be planned for all personnel, both managers and workers. Once the profesiograms are concluded, they are consolidated and revised, an iterative process that must not be violated, which will be reviewed and validated, and placed for the consideration of the Board of Directors of the entity, as a basis for their subsequent approval and validation..

Finally, there will be a presentation of them and an account of how the integration stage was conceived and executed, what were the results and the learnings from it. The resulting profesiograms will be signed by the executor, the person in charge of their review and the one who approves it, who must be the General Director of the organization.

2.4 Fourth Stage: Follow-up or monitoring of the profesiograms.

It is advisable to establish periodic reviews to detect possible changes in the contents of the job profiles for job competencies, due to modifications, both in the strategies and human resources policies drawn up in the organization, as well as in the design of the work systems, with regard to working methods and conditions, in such a way that the Manual of Profesiograms of Positions and Jobs for Labor Skills for the organization is permanently updated and provides the expected benefits.

Periodic reviews should be established to determine the evolutionary factors that possible changes in current positions or occupations would imply. These factors can be technological, political or social. For this reason, the classification of positions must also be carried out periodically, since the evolutionary factors can make these predictably:

Conditions Classification

- Disappear because it is not necessary D

- Change or transform C

- Stay the same P

- Emerge as new E

Based on this classification, the structure of future positions or occupations is glimpsed.

Conclusions

At the end of the present investigation, it is concluded:

If tourism entities wish to achieve their vision, they must be distinguished by a culture of customer orientation, consider the new conditions that intrinsically generate discovery and acceptance with the improvement of professional programs, that allow stimulating and taking advantage of organizational strengths, to improve the superior job performance and with it services.

recommendations

In order to guarantee the application and continuity of the investigation, it is recommended:

Socialize theoretical-practical knowledge in relation to the improvement of profesiograms through training actions for managers and workers in tourism entities. Continue the research line of the proposed integrative methodological proposal, with a view to its application.

Bibliography

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Summary

The main goal of this paper is to contribute to improve tourism entities specialist profile for organizing the technical organization connections and summarizing the work post skills and capabilities by means of an integrating methodological proposal. This study structure has two chapters the first one is the theoretical basis of the study object and the second one is the determination of the integrating methodological proposal to improve the tourism entities specialist profile according to their characteristics. The integrating methodological proposal a new, relevant and possible tool allows to understand the necessity of a permanent study of the elements or characteristics inherent to each work post, which serves as a base to elevate the productivity, effectiveness and efficiency of the organization,contributing to the improvement of the System of Integrated Administration of the Human Capital (SIAHC).

Key words: improvement, specialist profile, skills, capabilities, too, elements.