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Interclean Week 1

In: Business and Management

Submitted By soniam
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Pedro Medina, Luis Sanabria y Edwin Molina
University of Phoenix
Taller de APA / APA 101
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Escoger el titulo Luego de haber utilizado la herramienta de “ job analysis”, se puedea establecer cuáles son las labores a realizarse y las características personales necesarias para hacerlo. El proceso de selección comienza con la estrategia de reclutamiento, de manera que, se pueda identificar y luego escoger a la persona más adecuada para la plaza disponible. La responsabilidad de selección en esta ocasión recae sobre el “midlevel sales manager” mediante el uso de la metodología descrita a continuación para escoger los cinco candidatos.

Se decidió en este caso tomar una postura de reclutamiento que aunque fue interno, pues la tarea era redistribuir el talento de la compañía, se basó en diversidad con contratación preferencial por la idea mostrar a nuestros clientes en Puerto Rico nuestro deseo genuino de integración a otras culturas y la posibilidad de que a medida que el negocio siga creciendo, en un futuro los puertorriqueños podrían tener igual oportunidad de solicitar empleo en la empresa.

La metodología de selección y por ser la primera experiencia asignando personal fuera de los Estados Unidos continental comenzó revisando el resume actualizado de la persona para ver si cumplía con los requisitos necesarios, se administraron pruebas de habilidad mental general ya que según Schmidt, son predictores robustos del desempeño de un empleado y su valides ha sido establecida en base a cientos de estudios especialmente a empleados que se tienen que mudar a otras aéreas geográficas.

Se condujo un proceso de entrevistas porque según Day y Cortina estas pueden contribuir a predecir el desempeño en el empleo sobre y más allá de las habilidades cognoscitivas y la experiencia. El diseño de la misma se basó en las competencias y los requisitos para cada plaza. Se utilizo el sistema de entrevista situacional con preguntas abiertas porque contrario a las respuestas de sí o no y según Dipboye, las respuestas tienden a ser más consistentes con su empleo actual.

Se descarto la utilización de referidos y recomendaciones escritas pues no se vio gran valor en ellas, de acuerdo a Cascio, son más comunes para contrataciones externas. Además la empresa carece de personal con potencial para hacer este tipo de referido ya que ninguno tiene experiencia trabajando el mercado de Puerto Rico. Si el proceso de selección es importante, el hecho de que el empleado pueda mantenerse en sus nuevas responsabilidades lo es aún más por el tiempo y el dinero que se invierte en el mismo. Se procedió a establecer una serie de estrategias que ayudarían en este proceso de retención del empleado, algunas a través de beneficios económicos y otras no. El gerente tendrá la labor de trabajar sobre la marcha con 4 estrategias(quien habla de esas estrategias) no económicas como lo son, la estructura organizacional de la empresa, el programa de Buddies, la orientación y la motivación.

Se comenzará haciendo énfasis en que el empleado pueda entender e internalizar la cultura organizacional de la empresa ya que según Tetembaun, es crítico para moldear el ambiente de trabajo de manera que se obtenga una mejor adaptación y puedan ser más productivos. Se estableció el programa de Buddies, donde se identificaron puertorriqueños en las nuevas facilidades de la isla, pertenecientes a los departamentos de seguridad y planta física, que estarían a cargo de ponerlos al tanto de los temas de política, recomendarles lugares para su desenvolvimiento diario y familiar como lo son la localización de escuelas, dónde recibir asistencia médica o de seguridad y ayudarlos en su proceso de adaptación.

La Orientación consiste primeramente en adaptarlos a su nuevo ambiente para que puedan interactuar eficientemente, mostrándoles los medios de transporte público como la ruta del tren urbano y los autobuses de la A.M.A (q significa AMA)., la cultura y necesidades del diario vivir. La fase de seguimiento será enfocarlos en las diferencias culturales en la manera en que se realizan sus funciones pero dentro de la empresa. Como parte de las estrategias económicas de retención, se les explicó el programa de beneficios que obtendrían al aceptar esta asignación lejos de su hogar, entre ellos el bono de relocalización y el programa de asistencia laboral para el conyugue.

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