At present, we have seen the need to be in a globalized world in the use of systems, these in turn help to provide more effective responses to our customers.
This research will help future generations as a primary basis for understanding integrated processes in human resource management, specifically in the personnel selection process. This study was carried out in the Labor Relations Department, specifically in the personnel selection process.
BACKGROUND
To support this research, various previous studies, graduate theses and opinions of some theories related to Management Information Systems were taken as background.
The background that is cited below, provides the research with a theoretical basis that supports the problem raised.
Proposal for a Management Information System for Decision Making by Human Resources Management, Granados Andrés, University of Carabobo - Valencia Venezuela (2000). The main objective of the present research work was to propose a Management Information System for Decision Making in Human Resources Management that facilitates the integration of data, stores it and makes it available to help in the decision making of Managers Human Resources, through a Comprehensive Management Information System for decision making called WAREHOUSE. The research design was made up of 20 people who work as Human Resources Managers, who are involved with the use of information systems, being the census sample. The data collection technique consisted in the application of a structured survey in 10 questions for closed and open answers.The analysis technique was based on obtaining percentages for each factor that the instrument has and the completion of an analysis of open questions and reinforced with the construction of graphs. Conclusions are derived from the results, which allowed to present a proposal of a System of Comprehensive Information of the Human Resources Management, facilitating the integration of information with decision-making based on the WAREHOUSE Data System.which allowed to present a proposal for a Comprehensive Information System for Human Resources Management, facilitating for it the integration of information with decision-making based on the WAREHOUSE Data System.which allowed to present a proposal for a Comprehensive Information System for Human Resources Management, facilitating for it the integration of information with decision-making based on the WAREHOUSE Data System.
Design of an Automated Management Information System for Strategic Planning of Human Resources of Mavesa, SA, Martell Migdalia, Bicentennial University of Aragua - Valencia Venezuela (1999). The general objective of this work was to propose a Design of an Automated Management Information System for Strategic Planning that facilitates Decision Making in Mavesa's Human Resources Administration. This system sought to evaluate and select the personnel who were trained to occupy a specific position, control the information regarding the training and / or specialization of the company's personnel, maintain a file of eligible personnel, as well as obtain, through consultations, reports and graphics all the information necessary to develop a strategic plan AND make better decision-making, thus allowing to solve the existing problems in the studied system.The result that was obtained was to minimize response times in the selection of personnel, as well as a control of the training that measured the man hours used in training among others, which contributed to obtaining accurate information and timely for adequate decision making. In conclusion, the proposed system contributed to a radical change in the development of activities to achieve a better Strategic Planning of human resources; the proposal having been technically and psychosocially feasible economically.which contributed to obtaining accurate and timely information for adequate decision-making. In conclusion, the proposed system contributed to a radical change in the development of activities to achieve a better Strategic Planning of human resources; the proposal having been technically and psychosocially feasible economically.which contributed to obtaining accurate and timely information for adequate decision-making. In conclusion, the proposed system contributed to a radical change in the development of activities to achieve a better Strategic Planning of human resources; the proposal having been technically and psychosocially feasible economically.
Design of a Management Information System to support the Group's Senior Management in Decision MakingChemist, Naranjo A. Yubiry G. Bicentennial University of Aragua - Valencia Venezuela (1998). In this research, an automated system was proposed that would allow the management of information in graphical and summarized form to support decision-making by the senior management of the chemical group to improve business management, to achieve its objective was studied the operation of the current system they had (their weaknesses and strengths, the information requirements by management, the areas that would be part of the managerial support system). The research is descriptive within the feasible project modality, where it was recommended at the end of the design of the Management Information System,its implementation in order for senior management to have a powerful information management tool, the creation of other models by business area and study the installation of the Management Information System for middle management to help them in their daily work.
Computerized Information System for the Management of the Area of Recruitment and Selection of Human Resources Management of the Company Elecentro, Orta M. Universidad Bicentenaria de Aragua, 1998; The purpose of which was to streamline the recruitment and selection process of personnel. This research was developed as a feasible project with a descriptive field description, using as a methodology a compilation of those used by the authors Kendall and Montilva, taking the company Elecentro as the population. Said work gave its contribution to the present investigation in the way in which they automated the processes involved in the study, increasing the performance of the activities and providing reliable information.
Design of an Automated Information System for use in the different Departments of the Human Resources Management of the Small and Medium Industry Development Department (Corpoindustria), Villano, Marco, University of Carabobo, 1998; The main objective of the was to design an automated system that contributes to the efficiency of Human Resources, through the timely and accurate supply of information regarding personnel. Regarding the design of the research, it was conceived under the modality of a feasible project, based on a field investigation and according to its type it corresponds to a descriptive study. The population consisted of sixteen people who work in the Human Resources Management, the sample was census. The data collection technique consisted of the application of a three-part instrument. The contribution of said research to the company was according to the results obtained and was made through conclusions and recommendations.
Design of an Information System to Standardize the Recruitment, Personnel Selection and Performance Evaluation Processes in the CA Company Covered Papers, Mora V., Bicentennial University of Aragua, 1996; the general objective being the development of a system to standardize the processes of recruitment, selection of personnel and evaluation of the company's performance, in order to integrate the system and maintain the reliability of the access codes to the automated system. This research was descriptive in the form of a feasible project, using Senn's methodology, taking the company CA as the population. Coated Papers. In this way, the contribution of this work to the research under study is that it highlights the importance of standardizing administrative processes to integrate them, thereby helping to improve processes effectively.On the other hand, it allows to visualize the importance of controlling the access in automated systems.
Management Information System Oriented to Decision Making in the Financial Sector of Clover International CA, Barreto, Ignacio Universidad Bicentenana de Aragua - Valencia Venezuela (1994). The general objective of this research was to develop and implement a Management Information System, especially aimed at giving greater support to the financial decision-making process, which make up this total administration system to streamline said process with a view to improving the quality of decisions in for a better service and increase customer satisfaction. The present study provided relevant knowledge to the research regarding the tools and techniques to be used, serving as the basis for selecting the ones to be used.
SCOPE
The Labor Relations Directorate is one of the Directorates that has a direct influence on the quality of life of all the personnel that make up the university community; since in it all the procedures related to all the Human Resources subsystems are carried out, which include socioeconomic aspects of the staff that integrates it.
The Labor Relations Department, through its processes, communications, consultancies and its disciplinary practices, manages and generates a lot of information, through each of its units, departments and sections.
In the Directorate of Labor Relations; there is no effective information management, since there is nowadays to survive and make decisions it is necessary to handle timely information from various internal and external sources. At present, this Directorate does not have an Information System that allows it to generate, process, store and later retrieve the information necessary for its efficient managerial operation. Then it arises that the problem is that the information that flows in the subsystems that comprise it, is frequently lost, distorted or delayed, and the subsystems do not use it properly.
Thus, a well-designed Management Information System will allow the Labor Relations Department that all its subsystems are intertwined through the information generated in each one and, in addition, it will be possible to offer quick, less expensive and more complete information for managerial decision making; additionally, it will allow the use of two key elements: timely and accurate information, and efficient decision-making by the personnel who work there. Therefore, this study will be limited to the analysis of one of the processes carried out in the Labor Relations Department, specifically the Selection Process of the Personnel who will enter the Institution, since this process allows the collection of data or information that feeds the subsequent processes.
OBJECTIVES
- Identify the existence of a Management Information System in the Labor Relations Directorate. Diagnose the current situation of each of the units that make up the Labor Relations Directorate based on the processes carried out in each one of them. The model that allows the design of a Management Information System for the Labor Relations Department. Propose the implementation of a Management Information System model to improve the Personnel Selection process in the Labor Relations Department of the University of Carabobo.
JUSTIFICATION
The effective use of truthful, timely and accurate information will allow these organizations to make more accurate decisions and therefore contributes to the success of the organization, taking into consideration that Management Information Systems are determining elements for achieving efficiency. in modern organizations.
That is why, through this study, a proposal will be established for the implementation of a Management Information System model, for the Selection Process that allows the Labor Relations Department, to make correct and timely decisions aimed at the development of processes and systems in order to satisfy the requirements of supply, development, maintenance and control of personnel, responding to the demands of the university community and the environment in which they are immersed; in terms of effectiveness and efficiency, as a guarantor of quality and permanence.
Given this commitment, the initiative arises to propose a Management Information System model that facilitates the Selection Process and, in turn, interrelates it with the other Human Resources subsystems, so that all information is stored and updated so that the entire Directorate continuously manages this information and is oriented towards the future in making the right decisions to anticipate and solve problems, and thus be able to respond to the demands of the personnel that make up the University of Carabobo.
SYSTEMS ANALYSIS
Systems analysis is the process by which it is subdivided into its constituent parts, in order to deepen its functionality and characteristics.
The importance of incorporating systems into the administration derives from the use of models; A model is the representation of a reality using variables that are considered pertinent and ignoring others that are not relevant, in order to facilitate the handling of a problem.
When considering the organization as a system, it is necessary to take into account the environment that surrounds it because it provides the inputs or inputs of human, material, financial and technical resources that make possible the goods or services that basically of the interrelations with their environment. environment, since a magnificent process of elaboration of its final products or services will be of no use if they are not accepted by it or if the environment does not provide the necessary inputs for the process; hence the importance of forecasting, through models, the behavior of the immediate and general environment that surrounds the organization.
Likewise, the organization must have information means that allow it to capture and adapt its processes to any change in the environment that may influence, for example: political, economic, social, technological changes, etc. Through systems analysis, a vision of the interaction of the system with its environment is obtained through feedback.
In addition, those who use systems analysis can choose the level of analysis required to study the internal system of the organization, for example, based on the fact that there is a set of subsystems, which have their own inputs, process and product, the organization can be seen as a subsystem of the economic sector to which it belongs and its relationships; You can analyze the behavior of the sector in terms of its performance, and compare that of the organization with this indicator to make a judgment, or study a subsystem in isolation, for example, the subsystem compares that it receives inputs which are going to be processed and whose results are delivery orders, will be used by other subsystems of the organization.
By analyzing the interrelationships between the elements of the system, alternatives of organizational structure can be proposed and the one that best satisfies the achievement of the objectives can be selected.
With Systems Analysis, it is possible to explain and forecast the performance of systems under variable conditions and thus be able to foresee adequate and timely administrative measures.
Systems Analysis has to do only with a specific type of system, Information Systems in a business and organizational management environment and within them with computerized Information Systems or based on electronic computers
Systems Analysis and the Development of an Information System
The application of Systems Analysis to the development of an Information System covers a longer period than is required for solving problems in general. The development of an Information System can be called the solution to a problem: the need to know.
During the development of an Information System, said process or activity can be identified in three stages:
- Systems AnalysisSystem DesignSystem Implementation
The systems analysis includes the definition and description of the goals, objectives and requirements of the System.
The Systems Design stage includes activities of: Alternatives design development, model construction that formalize alternative designs, determination of the cost / efficiency ratio of alternative designs, presentation of recommendations.
The activities that make up the stage called systems implementation can also be referred to as the implementation of the selected alternative.
These stages of Systems Development are represented in figure N 0 1, which are constituents of the Life Cycle of Systems. It also shows the main activities of the systems analysts related to each stage. Through the use of the Vital Cycle concept, the viable and dynamic nature of the Information System can be shown. Furthermore, the Life Cycle concept constitutes a general exposition of systems development methodology.
The duration of the cycle equals the rate with which the Life Cycle of the system repeats itself over and over again. According to Burch (1988, p.32) "Many experts estimate that a normal life cycle for a system is two to ten years, before a major redesign or total repair is necessary." But it is important to note that such calculations about the Information Life Cycle are subject to many conditions and it is necessary to do it separately for each Information System or Subsystem.
In any dynamic entity, the usefulness of the Information System output, the efficiency of its operations and the reliability of the overall system operation can vary considerably over time.
Information Systems are exposed to deterioration, obsolescence and finally to replacement. However, it rarely happens that at any given time, improvements are made to the complete information system. Consequently, it is evident that part of the organization's system will continually need repair or reconstruction.
Levels of Information Systems
The Information System of an organization is not always at the same level and even within it several levels or categories of systems can be found.
In a first level, Information Systems, is the operational or transactional, it exists in all organizations and is the one that has to do with daily operations, at this stage the members of the organizations have manuals where they are closed in a closed way. They explain the procedures or rules of each operation or transaction.
At a second level, the Administrative Information Systems are located, that is, companies begin to think; They help higher-level users in companies to make certain decisions on matters that may arise with some regularity. They are not transactions, but structured queries based on a data manipulation language that allows you to obtain more or less complex reports.
A third level is made up of the Decision Support Systems. Its objective is to help in making decisions for rare situations that are somewhat complicated and above all unstructured.
Management Information Systems
According to Senn (1990, p.12) Management Information Systems "focus on supporting decision-making when information requirements can be identified in advance."
Also Gordon and others (1987) define Management Information Systems as:
An integrated user-machine system, which implies that some tasks are better performed by man, while others are very well done by the machine, to provide information that supports operations, administration and decision-making functions in a business. The system uses computer equipment and software (refers to computer programming systems and facilities), manual procedures; models for analysis planning control and decision making and also a database. The fact that it is an integrated system does not mean that it is a simple system, with a monolithic structure; rather it means that the parts fit into the complete design (p. 7)
The management information system can be information like a pyramid structure.
In figure 2, the lower part is comprised of information related to the processing of transactions, questions about their status, etc; The next level comprises information resources to support daily control operations; the third level groups the resources of the information system to help tactical planning and decision-making related to administrative control; the highest level comprises the information resources necessary to support strategic planning and policy definition at the highest levels of administration. Each level of information processing can use the data supplied by the lower levels; however new data can also be entered.
In a systemic order, we can point out that human resource management is composed of several subsystems, which will be taught schematically below:
DIAGNOSIS
Rules and Procedures for the Selection Process for Administrative and Labor Personnel (Contracted).
Through direct observation of the Selection Process of the Human Resources Recruitment Departments and Senior Management of the Labor Relations Directorate, information was collected about the existing standards and procedures that regulate and guide the Personnel Selection Process of the Institution.
The information collected showed that at present there are no or the existence of written Rules and Procedures for this process is unknown, and that, failing that, it is governed by the guidelines dictated by those responsible for Human Resources management at the time.
However, regarding the procedure followed for the Selection Process, the information collected can be organized in the procedure described below:
- Dependencies and / or Faculties request before the Labor Relations Directorate (DRT) the hiring, contract renewal and transfer to ordinary worker and administrative personnel, to cover vacancies due to: deaths, retirement, incapacitation, promotions, creation of positions, etc., filling in the annex the personnel requisition and budget verification.Through the Labor Relations Directorate (DR.T.) Human Resources Recruitment Departments and Senior Management, the candidates are located in the eligible file with their respective offer of The Faculty or Unit receives the credentials of the candidates, proceeds to summon them for the interview and selects the person suitable to occupy the position. The Unit informs the Directorate of Labor Relations (DRT),results of the interview and the selected candidate.The Directorate of Labor Relations (DRT) requests the Medical Attention Center of the University of Carabobo (CAMUC), the medical evaluation of the selected candidate, sends the candidate for the application of the test Send a letter to the psychologist to administer the test. Psychotechnical test, application every 15 days, depending on the contracted groups. Two (2) people apply the tests (Psychologist and the HR Assistant). The Labor Relations Department (DRT) awaits the results of the medical evaluation and psychotechnical test, based on these results the decision is made to hire or not.In case of proceeding, the Rector's Office is requested to authorize the hiring; the Directorate of Labor Relations (DRT) performs the authorization charts with their respective supports (Personnel Analysis, Requisition, Medical Evaluation, Psychotechnics, Budget approval, etc.).
Observation: “The authorization table must be signed by the Director of Budget and Director of Labor Relations.
- The pictures of the contracted personnel are sent to the Office of the Rector for authorization. The Directorate of Labor Relations (DRT) receives the authorization from the Office of the Rector and proceeds to carry out the corresponding procedures.
- If it is a contract, it is canceled (Order of payment or extra payroll). If it is renewal of contract (Order of payment and / or Payroll Movement) If it is passed to ordinary personnel (Appointment and Movement of Payroll).
DATA FLOW DIAGRAM OF THE PERSONNEL SELECTION PROCESS OF THE HUMAN RESOURCES COLLECTION DEPARTMENTS AND SENIOR DIRECTORATE OF THE WORK RELATIONS DIRECTORATE OF THE UNIVERSITY OF CARABOBO
FLOWCHART OF PERSONNEL SELECTION ADMINISTRATIVE PROCEDURES (Current)
The following is the flow diagram of administrative procedures, for the selection process that is currently being carried out in the Departments of Human Resources Recruitment and Senior Management of the Labor Relations Department of the University of Carabobo.
Symbols used to design the flowcharts of administrative procedures.
LEGEND |
|
| Document | |
| Process | |
| Decision | |
| Multiform | |
| In-page connector | |
| Separate page connector | |
| Information flows |
Management Information System (Current)
The current status of the selection process carried out in the Human Resources Recruitment and Senior Management Departments is described below:
- The Selection Process in the Directorate of Labor Relations is limited, since the Departments or Faculties that make up the University of Carabobo directly apply for the candidate they want to fill the vacant position.The worker or candidate is incorporated without verifying if there is Availability Budgetary: The preselected candidate is integrated into the functions inherent to the position to be held without having completed the Selection Process, that is, without obtaining the results of the Medical Examination and the Psychotechnical Test that guarantees the definitive entry of the same. The veracity of the information provided by the Departments and Faculties and the credentials provided by the candidates in the Selection Process, the verification of authenticity is obviated, that is,There is a lack of control mechanisms to guarantee the authenticity of the data supplied. The absence of Rules and Procedures make changes in the Selection Process susceptible, being subject to the guidelines established by the shift management and not to objective parameters. The formats used in the Selection Process carried out in the Human Resources Recruitment Departments and the Higher Directorate of Labor Relations have irrelevant information The multiplicity of the formats applied in the Selection Process means that repetitive data or information is obtained from The candidates to be selected The physical space and the equipment are insufficient to carry out the Selection Process, therefore the optimization of the results is not guaranteed.This was evidenced because it was detected that there is no suitable place to apply the tests and conduct the interviews; Regarding office equipment, it was possible to detect that they are saturated with information, which causes a delay in the process. There are qualified personnel who fully comply with the assigned functions in order to guarantee that the processes are carried out at a medium level of effectiveness..The assigned personnel feel identified with the process, which guarantees willingness to receive training, training before the implementation of a Management Information System to improve the Selection Process, even when there are no suitable working conditions, the provision of equipment and the necessary tools the workers show willingness to carry out the Selection Process.The existence of Sectorial Human Resources Offices in the different Dependencies and Faculties make it possible to decentralize and deconcentrate the policies of the University of Carabobo. There is the availability of allocating resources for the automation of the Labor Relations Directorate. position structures in each of the Faculties and Dependencies allows the admission of vacancies; and as a result, the Departments of Recruitment and Senior Management can know what the Human Resources request will be and therefore keep the readable file updated. Lack of knowledge by the Unit or Faculties of the collections or procedures that must be processed or sent to the Relations Office of I work for the Selection process.On some occasions, the Dependencies or Faculties do not use the advisory body, such as the Labor Relations Directorate, which regulates, watches over, guarantees, the Norms and Procedures for the Selection Process for Administrative and Worker Personnel (Contracted), but they channel directly the request and approval of the hiring of a staff before the Rector's Office The creation of positions without justification which generates unnecessary income Support from the Management (with decision-making power) to the staff working in the Labor Relations Department, of the advantage that automation of tasks would mean.Rather, they directly channel the request and approval of the hiring of a staff to the Office of the Rector Creation of positions without justification which generates unnecessary income Support from Management (with decision-making power) to staff working in the Directorate of Labor Relations, of the advantage that automation of tasks would mean.Rather, they directly channel the request and approval of the hiring of a staff to the Office of the Rector Creation of positions without justification which generates unnecessary income Support from Management (with decision-making power) to staff working in the Directorate of Labor Relations, of the advantage that automation of tasks would mean.
PROPOSAL
The design of a Management Information System produces the details that establish the way in which the system will comply with the requirements identified during the analysis stage, that is, the stage called logical design.
The design process begins by identifying the reports and other outputs that the system should produce. After the identification has been carried out, the specific data for each report and output must be determined with great precision. A sketch is made of the format or screen that could appear when the system is finished, it can be done on paper or on a terminal screen using some automated tools that are available for system development.
Just as the design of a Management Information System should produce reports or output data, it also indicates the input data, which are calculated and stored, such file or storage structures can be like disks, magnetic tapes or even paper files.
Documents containing design specifications represent logical design in many ways, such as diagrams, tables, and special symbols.
The Labor Relations Directorate, specifically the Human Resources Recruitment Departments and Senior Management did not have an Information System or human resources with experience in Management Information Systems, the challenge was to design a Management Information System that allows them to improve efficiency. in the Selection Process carried out in the Labor Relations Department.
The steps or procedures described below indicate how the Management Information System was designed.
First: The short and long term objectives of the Departments involved in the Selection Process were established. The following objective being established: To provide the Institution with suitable human resources in a timely manner to cover the personnel requirements of the different Departments and Faculties of the University of Carabobo.
As can be seen within this objective, the Selection Process plays a very important role.
Second: The information required to help the different people involved in the Selection Process was identified, in order for them to perform effectively and efficiently, and to eliminate all the Information that is collected but not used.
Third: It was determined which of the current formats and procedures to collect, record, tabulate, analyze and provide information, were simple, did not require too much time to fill out or analyze and which met the needs of the different workers and what formats and procedures they needed to get well.
Fourth: Review all existing formats and procedures to collect and record information that is needed in the Selection Process with the aim of improving it or making new instruments if necessary. The procedure to be followed for the selection of personnel was defined in writing, establishing the control points for the entry and exit of Information in order to verify the veracity, timeliness and precision of the data provided by both the candidates and the Departments; all of this is visualized in the Proposed Process Data Flow Diagram.
Fifth: Establishing the existence or, on the contrary, improving the manual or computerized Information Systems, to tabulate, analyze, record, which would allow them to offer the information, so that they are more (useful compared to the rest of the workers. Information Collection Form will be designed in such a way that it conforms to an automated system.
Sixth: Establish procedures that allow them to confirm the accuracy of the data provided.
Seventh: Identify all those workers who should use the different information. They are identified in the Data Flow Diagram of the Proposed Selection Process.
Eighth: Inform and supervise the personnel in the use of a new form or format, which allows the collection, analysis, tabulation, presentation and use of the information in a timely manner.
It is important to highlight that to design or develop a Management Information System a great effort, experience, money and time are required.
Once the aforementioned steps had been completed, it was necessary to analyze the results with the personnel involved in the process under study (Personnel Selection Process).
For the analysis, some approaches were used that will allow to demonstrate if the Management Information System would cover the existing needs in the Selection Process or rather in the Human Resources Recruitment Departments and
Superior Direction.
The approaches used in the analysis were:
- Consider the information needs for the Selection Process. Consider the type of Information available in the formats, records and files for Decision Making. Consider the information that is required and that is not found in the existing formats, files and records. Determine what information is needed frequently and what is required only periodically Consider information gathering methods (simple and inexpensive) allow them to complement the information provided by the formats Consider how working groups can use (analyze and interpret) the information in order to improve their performance Determine if the forms or the worksheet gathers the appropriate information, useful and at the time when it is required.Consider how the information is used to give effective feedback to staff.
REQUIREMENTS AND PROPOSALS TO ACHIEVE EFFICIENCY THROUGH THE PROPOSED MANAGEMENT INFORMATION SYSTEM
The Faculty or Unit must send to the Directorate of Labor Relations (DRT) a report with all the functions or tasks that must be fulfilled by the personnel to be hired to fill the vacancy, as well as the qualities and activities that they must possess.
The service offer format must be represented by a spreadsheet containing various data or more relevant requirements. The use of an Optical Form is recommended, since it will allow a quick and accurate reading of the information of the applicants, that is, to check the requirements demanded by the position with those of the candidates, and to generate a reliable and updated database. The design of the database would be in charge of the Directorate of Informatics of the University of Carabobo.
The Human Resources Analyst must analyze and verify the candidate's curriculum, and this will be the one who makes the final decision to select him.
The Labor Relations Department should suggest certain days for the delivery of medical and psychological reports in order to speed up the process.
The Human Resources Analyst will evaluate the medical and psychological reports and will accept or reject them.
That the Department of Legal Advice send to the Office of the Rector, the contract endorsed by the same, for the authorization of entry.
FLOWCHART OF PERSONNEL SELECTION ADMINISTRATIVE PROCEDURES (Proposed)
The following is the flow diagram of administrative procedures, for the selection process that is currently being carried out in the Departments of Human Resources Recruitment and Senior Management of the Labor Relations Department of the University of Carabobo.
Symbols used to design the flowcharts of administrative procedures.
LEGEND |
|
| Document | |
| Process | |
| Decision | |
| Multiform | |
| In-page connector | |
| Separate page connector | |
| Information flows |
CONCLUSIONS AND RECOMMENDATIONS
Given the current growth of information handled in the Labor Relations Directorate, the need arises for said direction to have a Management Information System, which makes it easier for the management to automate the processes to manage this information efficiently and direct it towards the future. in making the right decisions to foresee and solve problems.
Said system would be structured to store, order, process and issue results, constituting solid and consistent decision tools.
According to the information collected, the Labor Relations Directorate has a staff convinced of the advantages offered by the automation of tasks and the need to handle accurate and truthful information, so that the idea of a proposal for a Management Information has a high possibility of success in achieving the objectives.
RECOMMENDATIONS
Eliminate some phases of the Hired Personnel Selection Process, and introduce new processes to simplify the work.
Replace some formats with others that contain exact, clear, precise and complete information in a way that facilitates the recording and tabulation of the information in an exact manner and that also provides instructions for its respective filling.
A Selection Procedures Manual must be prepared according to the needs, taking into consideration the basis of the Flow Diagram of Administrative Procedures Proposed in this investigation.
Carry out a training or information program on the nature of the system to be implemented. Since the Management Information System works better if all the staff members are committed to its development, if they have clear processes and easily understand the information that is used. And when staff members are interested in the information and its usefulness, they collect the data with greater care, attention, and in a more accurate manner.
Replace obsolete office equipment (computers, fax, others) with new equipment with state-of-the-art technology.
Study the feasibility of installing this Management Information System in the Labor Relations Directorate, implement this Management Information System proposed with the purpose that the Labor Relations Directorate has a powerful information tool.
Take into account the design of an Optical Reading Sheet for the formats used, which allow a quick and accurate reading of the information.
The appropriate and corresponding use of an Information Collection Form is also recommended, so that the information transmitted is truthful and timely, thus achieving effective communication that directly influences decision-making, since information is one of the essential resources in solving problems in any organization.
While the Proposed Management Information System is being developed, it is recommended to review it periodically, in order to improve it or, on the contrary, obviate unnecessary steps.
It should be noted that the process of implementing a Management Information System must be accompanied by a series of Policies, standards and procedures that allow the consolidation of adequate employment and a continuous evaluation of this system.
BIBLIOGRAPHY
- CHIAVENATO, Adalberto. Human Resources Administration. Editorial Mc Graw-Hill, Fifth Edition.O´BRIEN, James. Management Information System. Editorial Mc Graw-Hill, Fourth Edition.McLEOD, Raymond, Jr. Management Information System. Editorial Pearson Education, Seventh Edition.
