Introduction
This essay addresses the issue of the Relationship between the Personnel Admission Process and People Application, especially with Performance Evaluation, for its development several expert authors were used on the subject from which theory was taken to establish the basis technique of its development.
The analogy of a puzzle was also taken as a basis to be able to graph the process of Human Resource administration, starting from the personnel admission process, which is the one that begins from the moment one or more people are attracted to can apply to acquire a vacancy in a certain organization. At the same time, it is necessary for the human resources department to have the definition of the job description and analysis, this in order to obtain a basis to be able to hire the most suitable person for said position, not to mention that this person He still does not have one hundred percent of the necessary qualities for the person-position process to take place.
Therefore, having the job description, a core part of the evaluation, will already know what to evaluate, how to evaluate it, when to evaluate it, and where to evaluate it, at the same time establishing which tool will allow evaluating the performance of each employee and each organizational section.
Performance evaluation is an integrating element of Human Resources practices, with the other subsystems that comprise it.
The relationship between the personnel admission process and the application of people (The Performance Evaluation).
Recruitment corresponds to the process by which the organization attracts candidates from the labor market to supply its selection process. Recruitment works as a communication process, the organization disseminates and offers job opportunities in the labor market. Recruitment, like the communication process, is a two-way process that communicates and publicizes job opportunities, while attracting candidates for the selection process. If the recruitment only communicates and disseminates, they do not achieve their basic objectives. It is essential that you attract candidates for selection.
The human resources plan can be especially useful, because it illustrates current and future vacancies.
The recruiter will refer to both the needs of the position and the characteristics of the person who performs it. Whenever deemed necessary, the recruiter should request additional information by contacting the manager who requested the new employee.
The selection of human resources can be defined as choosing the right individual for the right position, or, in a broader sense, choosing among the recruited candidates the most appropriate, to fill the existing positions in the company, trying to maintain or increase efficiency and staff performance.
The selection seeks to solve two fundamental problems:
- adequacy of the man in charge efficiency of the man in charge
The selection process consists of a series of specific steps that are used to decide which applicants should be hired. The process begins the moment a person applies for a job and ends when the decision to hire one of the applicants is made.
Design of the position is the specification of the content of the work methods and relationships with other positions to meet technological, business, social and personal requirements of the occupant of the position. In itself, the model that administrators use to project individual positions and combine them in units, departments and organizations, these are not stable, static and definitive, but are in evolution, innovation and continuous change to adapt to constant technological transformations, economic, social, cultural and legal.
Description of the Position or Description of the Position, is a process that consists of listing the tasks, or functions that comprise it and differentiates it from the other positions of the company, it is the detailed enumeration of the functions or tasks of the position, the periodicity of the execution, the methods applied for the execution of the functions or tasks and the objectives of the position.
Analysis of Position or position, aims to study and determine the qualification requirements, the implicit responsibilities and the conditions that the position requires to be adequately performed.
It is important to mention that the job description is very confused with the job profile or job analysis. But the description as already mentioned is to state what the occupant of a position is expected to do in terms of activities and results. And on the contrary, the job profile establishes or outlines the personality characteristics, job skills, experience, training, and even the working conditions that the occupant of the job should ideally have.
The job analysis is a study that is carried out to identify the objectives and the functions that are actually carried out by the occupants of a specific position, as well as the job competencies that these occupants have, and its result is a description and a profile of posts.
Performance evaluation is the identification, measurement and management of human performance in organizations. The identification is supported by the analysis of positions and seeks to determine the areas of work that should be examined when measuring performance. Measurement is the central element of the evaluation system and seeks to determine how performance can be compared to certain objective standards. Administration is the key point of any evaluation system. More than an activity oriented towards the past, the evaluation must be oriented towards the future to have the full human potential of the organization.
Performance evaluation is a process that measures employee performance, which is the degree to which job requirements are met.
It is a process of reviewing the productive activity of the past to evaluate the contribution that the worker makes to achieve the objectives of the administrative system.
Within the very objectives of the performance evaluation, it can be seen that the selection of human resources is a kind of quality control in the reception of raw material, the performance evaluation is a kind of quality inspection on the assembly line.
The performance evaluation is related to other subsystems and first of all with the job description since it is not possible to evaluate the performance of a collaborator if the characteristics of the position he occupies were not defined first.
This process must always be carried out in relation to the job profile, it can only be said that a person performs well or badly in relation to what is expected of them in the position.
Conclusions
The puzzles or puzzles are commonly flat pieces that correctly combined form a figure, an object or a scene, this game was invented in 1762 by Londoner John Spilsbury, and a century later they began to be manufactured in series. They vary by their shape, size, theme, material with which they are made and degrees of difficulty according to the quantity and shape of their pieces; they can go from 15 to 12, 0000 pieces.
Among the benefits that can be mentioned, we have the ability to learn, understand and organize special shapes, observation, description and comparison are practiced, elements that are necessary to find different aspects of each piece, in terms of color, shape, edges, size, develops the ability to solve problems, analysis for the elaboration of assembly strategies, (look for the pieces, according to shape, color, make the edges, a puzzle represents a challenge that, if overcome, generates great satisfaction.
And from the above, an analysis is carried out on the relationship that a puzzle has with the structure of an organization:
- The organization is itself a puzzle that is made up of its various areas, which must be designed appropriately so that all can marry and can give shape to the organization.In the same way, ED is part of a great puzzle, which is not isolated from the human resource management process within an organization, such is the case that it serves to measure performance, but from whom? Of what? Whose is it? Why? But all these questions can be answered when it comes to getting the pieces of this puzzle, and we start by assembling the puzzle when the process of attracting staff to the organization begins, as it is the fundamental basis to be able to get to the suitable pieces to fit into the vacant position within the organization. However, there is a void,to which a suitable piece must be obtained, and that is when the personnel selection process is carried out, because in this process, the appropriate person is obtained who meets the profile of person to cover the profile of the position, however this This piece will not match completely, within this gap, as it will have standard deviations below the performance of the personnel who are already working within it.However, these gaps can only be filled as the specialization is given, in the position of work, and can be evaluated with the performance evaluation process, using the various traditional methods, graphic scale, checklist, mixed, field evaluations, among others.Performance evaluation is a tool that allows the human resource of an organization to improve their skills, qualities, knowledge and for this it is necessary to carry out the respective feedback, because without them the performance evaluation would be of no use, this is the point where we infer that feedback is a vital part of this process to achieve a more precise fit within the puzzle. It is feedback, the last step within the performance evaluation and it is this that allows obtaining first-hand information to establish the inventory of training and development needs that employees may need and with it the development of training plans to improve, train, the employees of the organizationknowledge and for this it is necessary to carry out the respective feedback, because without them performance evaluation would be of no use to us, it is this point where we infer that feedback is a vital part of this process to achieve a more precise fit within the puzzle. It is the feedback, the last step in the performance evaluation and it is this that allows to obtain the first-hand information to establish the inventory of training and development needs that employees may need and with it the preparation of training plans to improve, train, the employees of the organizationknowledge and for this it is necessary to carry out the respective feedback, because without them performance evaluation would be of no use to us, it is this point where we infer that feedback is a vital part of this process to achieve a more precise fit within the puzzle. It is the feedback, the last step in the performance evaluation and it is this that allows to obtain the first-hand information to establish the inventory of training and development needs that employees may need and with it the preparation of training plans to improve, train, the employees of the organizationIt is at this point where we infer that feedback is a vital part of this process to achieve a more precise fit within the puzzle. It is feedback, the last step in performance evaluation and it is this that allows obtaining the information from first hand to establish the inventory of training and development needs that employees may need and with it the development of training plans to improve, train, the employees of the organizationIt is at this point where we infer that feedback is a vital part of this process to achieve a more precise fit within the puzzle. It is feedback, the last step in performance evaluation and it is this that allows obtaining the information from first hand to establish the inventory of training and development needs that employees may need and with it the development of training plans to improve, train, the employees of the organizationThe last step in the performance evaluation and it is this that allows obtaining first-hand information to establish the inventory of training and development needs that employees may need and with it the development of training plans to improve, train, to the organization's collaboratorsThe last step in the performance evaluation and it is this that allows obtaining first-hand information to establish the inventory of training and development needs that employees may need and with it the development of training plans to improve, train, to the organization's collaborators
It is from the human resources management process, where the analogy of a puzzle starts, since all the pieces will be part of a great whole. And performance evaluation is an integrating element of human resources administration, which is related to all subsystems and make up the integral development of human resources, which is adequate for the appropriate position.
The puzzle is a game that allows to develop learning capacities, and in human resources this is of vital importance because it also allows the collaborators of an organization to learn about the organization's turn, products, services, customers and the environment in which they This organization unfolds, as well as allows organizing the special and spatial forms of a puzzle, and it is when the structuring of the administrative body of an organization begins, where the task is the structuring of the various jobs, which in itself is the basis to be able to achieve a solid base for the elaboration of the performance of the collaborators, since that is where the adaptation of the person is established.
A puzzle develops the ability to solve problems, analysis for the elaboration of assembly strategies, (look for the pieces, according to shape, color, make the edges), a puzzle represents a challenge that, if overcome, generates great satisfaction, and this translated into resources Human and performance evaluation, it is inferred that within this task we find strategic planning in order to be clear about the objective of the evaluation, and take assertive corrective measures, as the case may be.
Bibliography
- Idalberto Chiavenato (2002), Human Talent Management, Mc Graw Hill publishing house. Martha Alles, (2006) Strategic Human Resources Management, competency management, 2nd edition.
