Introduction
Human Resource Management is a relatively new discipline and has evolved in a short period of time since the Taylor administration that brought important economic advantages such as the compaction of the work regime, the regulation of production focused on specialization and division, the focus on tasks, control and costs. Human Resource Management (HRM) acquired special significance from studies that place people as the fundamental factor in the production process and competitive advantages in achieving the strategic objectives of companies. The transformation of Human Resources management models in recent decades has been fundamentally characterized by the change in the conception of personnel, which is no longer understood as a cost to be conceived as a resource and by incorporating the strategic point of view in all its actions.
The strategic models of human resource management are the result of the intensification of competition in developed countries, in which, in order to survive, companies are forced to find market niches and use human resources as a competitive advantage. In the current era of development of the knowledge economy, it has a decisive role in technological progress, productivity and economic growth. The industry becomes a producer of scientific knowledge and science in an industrial sector. The integration of science and technology with industry, education, scientific research and the training of highly qualified people has a direct impact on the economic and productive development of society.
Today the new management paradigms and in particular the management of knowledge and information demand a new approach to human resources, where it is not only valued as an input or necessary means to achieve an end, but as an indisputable source of value and therefore is converted to capital. But this is not only a change of name but a change of mentality, systems, methods and work processes.
The process of Business Improvement2 (PE) and the modification of the bases of this process, as well as the appearance of the family of Cuban Standards 3000-3002: 2007, "Design and implementation of the Integrated Management System of Human Capital", are mandatory starting point for all national entities that promote its sustained development.
This new dimension of human resources is not easily achieved, as it is necessary to modify policies, approaches and forms of action, individual and collective, rooted for many years. In order for these changes to be carried out successfully, it is necessary to understand and adopt an Integrated Human Capital System that guarantees that all workers carry out their functions optimally and in accordance with their capacities and attitudes while developing their performances in a manner. competitive. Similarly, modifications are required in the management methods and styles and the creation of new organizational conditions in the entity. Today, INPUD does not have an integrated Human Capital system in accordance with business improvement and the 3000-3002: 2007 standards that allows greaterefficiency and effectiveness in management processes and financial results.
Development
Objective and scope
The Human Capital Management System in the Company is applied in a creative way by its cadres, giving full participation to all workers. This includes the policies, objectives, responsibilities, functions, procedures, regulations, tools and techniques that allow the internal integration of Human Capital Management processes and external with the company's strategy, through job skills, job performance higher and increased labor productivity. The same applies to workers of all occupational categories, in all offices of the INPUD.
Definition and Abbreviations
Integrated Human Capital Management System. Set of policies, objectives, goals, responsibilities, regulations, functions, procedures, tools and techniques that allow the internal integration of human capital management processes and external with the company's strategy, through labor competencies, performance higher labor force and increased labor productivity.
SGCH Human Capital Management System.
ARC Regulation and Control Area.
UEB Base Business Unit.
Work organization as a principle is the integration of workers with technology, work tools and materials, through a set of methods and procedures that are applied to work harmoniously and rationally, with adequate levels of safety and health, which guarantee the quality of the product or service provided and compliance with established ergonomic and environmental requirements. The company to achieve higher levels of efficiency in the resources available, increase work productivity, reduce costs and increase quality, as well as everything related to man's work (salary, moral and material stimulation, conditions, safety and health, training, etc.) and with the other elements that influence the management of the company (technology, organization of production or services, quality control and assurance, etc.) has been drawn as a strategy, carrying out studies of the organization of work. The results of these studies generate the permanent commitment to update and carry out new work organization studies in the face of new conditions, which will be a permanent task in the company's work objectives and determine, when required, the strategy to follow.The technical and production ARC will carry out a diagnosis of the existing situation of the work organization which will cover all or some of the ARC and UEB of the company, through the Work Program for carrying out said work organization studies in the that each work area is delimited, those responsible and the forms of analysis of the resulting final proposals, as a measure of achieving greater productivity in its execution, and partial evaluations will be carried out where it will be measured how these have affected the increase in the production of goods and services, as well as in labor productivity. In addition to the above,An annual program has been drawn up that includes carrying out the work organization studies that the company will undertake with actions aimed at achieving greater productivity and organization of management processes, which is controlled quarterly by the Boards of Directors.
In the company, the work organization studies are carried out by the engineers, technologists and technicians with the greatest experience and responsibility of the UEB.
The selection and incorporation into employmentplays an integrating role, since as a policy, the objective is to select, incorporate, maintain and develop the personnel necessary for the fulfillment of its strategy and objectives. To carry out this activity, the company has developed the procedure for the incorporation into employment of the workers of the Company Producing Domestic Utensils on May 1, approved by resolution 114/09. The incorporation of workers to cover the personnel needs, in accordance with the mission of each organizational structure of ARC and UEB, will be carried out in the first order, with the workers of the company, prioritizing in its analysis the available workers if there are when they are suitable.The procedure for the selection of personnel will be applicable to all the existing positions in our staff of positions and occupational categories, except the positions to be occupied by the directive personnel, which will be governed by their specific procedure, all of which will work under an employment contract for indeterminate time. The selection of the applicant will be made through the committee of experts, to which the applicants' requests and the corresponding documentation will be sent, and then recommend to the head of the regulation or control area, or the head of the UEB in question, the most suitable applicant to join the job, which will issue the official certification on the suitability of the worker. This Committee of Experts will meet when it receives the proposals from the heads authorized to do so;and it will be governed by what is established in Resolution 71/2009 Regulation of the Operation of the Expert Committees of the National Industrial Company Producer of Domestic Utensils "May 1st". The workers of the company and those who come from other sources due to transfer or new income, such as: from entities of the superior management organization or the body, labor reserve of work addresses, people no employment relationship, etc. in addition, the personnel graduated from technical professional and university education, who are assigned to the company. The incorporation of workers into employment is the part of the process that allows selected applicants to join the labor force,settle in the work to develop and acquire mastery of the work and the skills to perform it properly. This procedure in the company includes the following steps:
- Welcome Initial instruction (health and safety at work, internal disciplinary regulations and collective bargaining agreement)
The management of the company will periodically control the effectiveness of the selection and integration of personnel, the techniques used, the influence of each source of income, their contribution to the selection process and the satisfaction of candidates, internal and external, as a system of feedback to refine this process.
The Trial Period is established as the initial stage of the employment relationship where the worker must demonstrate that he possesses the requirements and qualities necessary for the performance of the occupation or position he aspires to occupy, verifies that the conditions and characteristics of the company correspond with their interests, it is approved and implemented according to Resolution 76/09 Procedure for determining the probationary period for workers of the Company Producing Domestic Utensils on May 1. For its part, the management provides the information, the means and the conditions necessary to achieve this purpose, and checks if the worker has the proven suitability that the position or occupation requires.The general director of the company, in agreement with the union organization, determines for each occupation or position, the trial period, in correspondence with the complexity and characteristics that they present, and in no case may it be less than 30 days, nor higher than the limits established below:
If the trial period has expired, the parties do not express their will against it and the boss, after hearing the criteria of the committee of experts, approves the suitability of the worker, the agreed employment relationship is maintained and the employment contract is signed as established current legislation. The general director of the company may decide, in the case of managerial personnel, not cadres, civil servants and other workers who are designated, to apply the trial period where it deems appropriate, before definitively designating its owner. In this case, the CEO will issue a provisional appointment for the duration of the trial period. At the end of the trial period, if the result is satisfactory, the CEO proceeds to the appointment or definitive designation, as appropriate.
The CEO does not require compliance with the trial period to:
a) Recent graduates who are subject to job training established in current legislation;
b) Hired for a specified time or for the execution of a job or work, when the contract period does not exceed six months;
c) Hired at home on a temporary basis;
d) Workers who due to their experience and recognized work history can be exonerated by the head of the entity;
To carry out this activity, the company prepares the procedure for the workers' trial period.
Employment contracts are the agreement that is made between the worker and the company management, for the formalization of the employment relationship, except in the cases of the leaders, which is established by appointment. Through the employment contract, the worker and the management of the company undertake to fulfill the duties and obligations that guarantee the rights contained therein. To conclude contracts, the company always makes them in writing, and taking into account the provisions of current legislation.
The Company uses three types of contracts
a) Fixed time contract.
b) Contract for an indefinite period.
c) Trial Period Contract.
In all the previous cases or types of contracts, when due to changes in structure, positions, movements of payroll due to category changes, etc., annexes to the employment contract are made, where the modifications to the original are attached.
The work and rest regimes including irregular hours, work hours, breaks within the working day and weekly rest, will be decided by the management of the company with prior authorization for each case, as required, by the Higher Organization of Management, in mutual agreement with the union organization at that level, taking into account the provisions of current legislation.
The company is approved for working hours with a duration of 8 hours a day, 44 a week and an average of 190.6 hours per month, established as follows:
- For three (3) shifts and 4th brigade regime: 7.00am to 3.00pm from 3.00pm to 11.00pm from 11.00pm to 7.00am For two (2) shifts: 7.00am to 3.30pm from 3.30pm to 12.00pm For one (1) work shift: 7.00am to 3.30pm
The breaks within the day will be 30 minutes distributed in 15 minutes in the morning and 15 minutes in the afternoon that cannot be used at the beginning of the day, nor at the end of it as well as at the beginning and termination of lunch and lunch hours. The break times will be established by the different areas, without affecting the working day and they must be included in the collective bargaining agreement. The shifted schedule will be based on those workers who have difficulties and who are authorized temporarily, without constituting at any time to stop complying with their 8 hours of work, which must appear in the collective bargaining agreement. It will be paid in all cases for the time actually worked. The work and rest regime was approved,in agreement with the union organization at each level, including irregular hours, working hours, the duration and distribution of breaks within the working day, as well as weekly rest, all of which will be part of the collective bargaining agreement (Annex 7).
Proven Suitability in the company as a principle is governed by the CEO, who is empowered to recognize or withdraw it, always listening to the criteria of the expert committee and may, by resolution 59/2009, delegate it to the directors of the regulation areas and control and UEB. The empowered director will request the criteria of the Committee of Experts on the demonstrated suitability of workers.
In exceptional cases where there are 2 or more suitable workers, the best right will be determined, after hearing the criteria of the company's committee of experts, taking into account, among other aspects: sex, age, experience, quality of work, performance, seniority in the company, qualification, etc.
The recognition and approval of the suitability demonstrated in our Company is carried out in accordance with the provisions of Resolution 72/2009 Regulation for the Determination of the Suitability Demonstrated to the workers of the National Industrial Company Producer of Domestic Utensils "1ro De Mayo".
The Committee of Experts is an advisory body created by the CEO to exercise the power of recognition of the demonstrated suitability which governs its operation by Resolution No. 71/09 Regulation of the Operation of the Expert Committees of the National Industrial Production Company of Household Utensils "1ro de Mayo", and for its effective application; 12 expert committees are created in the company, 9 corresponding to the UEB and 1 to ARC.
The training and development of workers plays an important role in our company and within the framework of the planning process, the training needs of its workers are defined annually with the aim of providing the company with the knowledge and skills necessary for efficient performance, maintaining the qualification and developing it, making it a continuous, permanent, flexible and dynamic process that encompasses all occupational categories. This determination of the learning needs of the workers is materialized in training actions, thus conforming the training and training plan of the company, this plan is approved by the board of directors. This is governed by the PO 2 Training and Development procedure.
The salary organization
The company has approved several payment systems for results and all are aimed at increasing the efficiency and productivity of the company. The company has developed the regulation on the payment systems that are applied, it contains all the payment systems approved by the general director of the company for each of the activities conceived. The general director establishes the salaries of the positions of the occupational category of leaders, in correspondence with the complexity, responsibility and working conditions of the same and the category approved to the company.
Payment methods and systems
The Company has approved three payment systems for results named as follows: Payment system for direct indicators of production, System of payment for general and efficiency indicators and Payment System for specific indicators of production or the provision of servicesThey are put into effect by resolution of the general director; They are the result of analyzes of the organization of production or services, of the organizational measures taken or of work organization studies, taking into account the technical and productive requirements and the objectives to be achieved, in order to achieve the motivation of the workers for the work they do and greater efficiency. The Payment Systems Regulation, according to the established methodology, sets out in detail each payment system and its specifications, amounts of incentives and penalties. For the control of the application of payment systems for results, the director of human capital will report to the Board of Directors on a quarterly basis, of the behavior of the same, as well as the heads of the units where the payment systems are applied,will do a cost-benefit analysis obtained in its application.
The payment for high performanceThe payment for high performance has been approved by resolution of the general manager, through the Regulations, to be applied, which is a complement to the moral recognition that a worker or workforce receives in an exceptional way, in no case is it permanent, much less massive. It is applied for having had very relevant results in their work, for acts of value and heroic attitudes that make them distinguish and differentiate themselves from the rest of the workers and that due to their meaning, connotation and magnitude it is necessary to highlight and recognize materially. This remuneration is made in the payment period corresponding to the month in which the result recognized as high performance was obtained. The Company, in conjunction with the union organization, has prepared the regulations for the granting of payment for high performance.
Regarding Occupational Safety and Health in the Company, the term occupational safety and health encompasses a comprehensive conception of what is understood by occupational safety, expressed in the prevention of risks that may affect the people, facilities and the environment, also including damages that affect the quality of products and services, competitiveness and economic efficiency. The company is governed by the Occupational Health and Safety Manual approved by Resolution of the CEO.
The evaluation of the performanceof workers is the systematic and comprehensive measurement of the work carried out by workers in the activity they carry out, over a period of time and of their potential for development within the Company. It identifies the types of insufficiencies and problems of the evaluated personnel, their strengths, possibilities and capacities, characterizes them and constitutes the basis for the elaboration of the development plan, according to the needs. It affects the permanence, promotion, training, moral recognition, suitability. Performance evaluation is carried out by the direct manager of the person being evaluated and includes workers of all occupational categories, except those leaders, considered as cadres, whose evaluation is governed by the provisions of the cadre policy in force in the country.The Company has prepared, together with the Union Section and with the participation of the workers, the Regulations for the evaluation of the performance of the company's workers.
Conclusions
- The entity has a human capital system that allows it to evaluate its integration with the company's strategy. The entity has defined regulations and procedures for its implementation for each of the processes that make up the system.
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