Plan de bienestar laboral para la administración municipal de Sabanas de San Ángel – Magdalena
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Fecha
2020
Autores
Berrio Berrio, Ana María
Duchesne Bolívar, Daniela
Riveros Viloria, Karen Fernanda
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Ediciones Universidad Simón Bolívar
Facultad Administración y Negocios
Facultad Administración y Negocios
Resumen
La elaboración de este proyecto tuvo el propósito de promover el diseño y funcionamiento de un Plan de Bienestar Laboral para mejorar la calidad de vida de los empleados de la Administración Municipal de Sabanas de San Ángel, Municipio ubicado en el centro del Departamento del Magdalena. Teniendo como referencia que el este cuenta con una creación de 21 años, creado mediante ordenanza 006 emitida por la Asamblea Departamental, el 24 de junio del año 1999, durante este tiempo no ha existido el plan en mención. Se considera que por tratarse de una empresa del sector público se deja de lado los temas internos, dándole prioridad inicialmente a las acciones políticas y administrativas que contribuyan al cumplimiento de las metas propuestas en los planes de Desarrollo y de Gobierno.
Partamos de que un plan de Bienestar Laboral es una intención empresarial que tiene el objetivo de darle mejora a la calidad de vida del respectivo personal que colabora con la organización, además de mejorar el clima organizacional, se busca de esta manera incrementar y fortalecer el bienestar de cada colaborador, haciendo no solo inclusión del empleado/a sino también de su núcleo familiar, para tal propósito se considera de gran importancia apoyarse con la Caja de Compensación familiar que funciona en el
Departamento del Magdalena, “CAJAMAG” y a través de ellos acceder a beneficios en servicios de salud, recreación, educación, empleo y formación.
Si al personal humano de una empresa se le remunera, valora, capacita y prepara de manera satisfactoria, lograremos así explotar al máximo sus talentos y generar conformidad en los usuarios de la organización, para este caso la comunidad que habita y además hace uso de los servicios de la administración del Municipio de Sabanas de San Ángel.
La intención que se buscó con la implementación de este Plan de Bienestar Laboral, se encuentra fundamentada en la normatividad legal vigente como lo es el Decreto 894 de 2017, el cual establece que “la Comisión Nacional del Servicio Civil podrá delegar sus competencias en entidades nacionales o territoriales para adelantar procesos de selección de
personal, garantizando mayor agilidad y oportunidad en estos procesos. Con el fin de fortalecer el empleo público, particularmente en los territorios más afectados por el conflicto y donde se pondrán en marcha de manera prioritaria los diversos programas y planes para la implementación del Acuerdo de Paz” (CNSC, 2017,).
Este decreto ley contiene medidas con relación a programas de capacitación, evaluación del desempeño, estímulos, plantas temporales y selección meritocracia de los servidores públicos, exactamente a nivel territorial.
Del mismo modo se trabajó en la adopción de un perspectiva diferencial y territorial en los procesos de selección y evaluación del desempeño laboral de los servidores públicos que funcionan en el Municipio, al igual que un sistema de competencias, salarios, requisitos y prestaciones que generen credibilidad y confianza al ingreso bajo condiciones diferenciales sin entrar a vulnerar el principio del mérito. Se identifico los gastos que se pueden generar para la puesta en marcha del mencionado plan, logrando con este mejorar las condiciones laborales de la entidad y generando además de las condiciones laborales indicadas, tal como la confianza de los funcionarios y de manera especial la satisfacción en la comunidad en general que acceda a los servicios del ente Municipal.
The elaboration of this project had the purpose of promoting the design and operation of a Labor Welfare Plan to improve the quality of life of the employees of the Municipal Administration of Sabanas de San Ángel, a Municipality located in the center of the Department of Magdalena. Taking as a reference that the east has a 21-year-old creation, created by ordinance 006 issued by the Departmental Assembly, on June 24, 1999, during this time the plan in question has not existed. It is considered that because it is a public sector company, internal issues are set aside, initially giving priority to political and administrative actions that contribute to the fulfillment of the goals proposed in the Development and Government plans. Let's start from the fact that a Workplace Welfare plan is a business intention that aims to improve the quality of life of the respective personnel who collaborate with the organization, in addition to improving the organizational climate, in this way we seek to increase and strengthen welfare. of each collaborator, including not only the employee but also their family nucleus, for this purpose it is considered of great importance to rely on the Family Compensation Fund that operates in the Department of Magdalena, "CAJAMAG" and through them access to benefits in health, recreation, education, employment and training services. If the human personnel of a company are remunerated, valued, trained and prepared in a satisfactory way, we will thus be able to exploit their talents to the maximum and generate conformity in the users of the organization, in this case the community that inhabits and also makes use of the services of the administration of the Municipality of Sabanas de San Ángel. The intention that was sought with the implementation of this Labor Welfare Plan is based on current legal regulations such as Decree 894 of 2017, which establishes that "the National Civil Service Commission may delegate its powers to national entities or territorial to advance personnel selection processes, guaranteeing greater agility and timeliness in these processes. In order to strengthen public employment, particularly in the territories most affected by the conflict and where the various programs and plans for the implementation of the Peace Agreement will be implemented as a priority ”(CNSC, 2017,). This decree law contains measures in relation to training programs, performance evaluation, incentives, temporary plants and meritocratic selection of public servants, exactly at the territorial level. In the same way, we worked on the adoption of a differential and territorial perspective in the processes of selection and evaluation of the work performance of public servants who work in the Municipality, as well as a system of competences, salaries, requirements and benefits that generate credibility and confidence upon admission under differential conditions without entering into violating the principle of merit. The expenses that can be generated for the implementation of the aforementioned plan were identified, achieving with this improvement the working conditions of the entity and generating, in addition to the indicated working conditions, such as the confidence of the officials and in a special way the satisfaction in the community in general that accesses the services of the Municipal entity.
The elaboration of this project had the purpose of promoting the design and operation of a Labor Welfare Plan to improve the quality of life of the employees of the Municipal Administration of Sabanas de San Ángel, a Municipality located in the center of the Department of Magdalena. Taking as a reference that the east has a 21-year-old creation, created by ordinance 006 issued by the Departmental Assembly, on June 24, 1999, during this time the plan in question has not existed. It is considered that because it is a public sector company, internal issues are set aside, initially giving priority to political and administrative actions that contribute to the fulfillment of the goals proposed in the Development and Government plans. Let's start from the fact that a Workplace Welfare plan is a business intention that aims to improve the quality of life of the respective personnel who collaborate with the organization, in addition to improving the organizational climate, in this way we seek to increase and strengthen welfare. of each collaborator, including not only the employee but also their family nucleus, for this purpose it is considered of great importance to rely on the Family Compensation Fund that operates in the Department of Magdalena, "CAJAMAG" and through them access to benefits in health, recreation, education, employment and training services. If the human personnel of a company are remunerated, valued, trained and prepared in a satisfactory way, we will thus be able to exploit their talents to the maximum and generate conformity in the users of the organization, in this case the community that inhabits and also makes use of the services of the administration of the Municipality of Sabanas de San Ángel. The intention that was sought with the implementation of this Labor Welfare Plan is based on current legal regulations such as Decree 894 of 2017, which establishes that "the National Civil Service Commission may delegate its powers to national entities or territorial to advance personnel selection processes, guaranteeing greater agility and timeliness in these processes. In order to strengthen public employment, particularly in the territories most affected by the conflict and where the various programs and plans for the implementation of the Peace Agreement will be implemented as a priority ”(CNSC, 2017,). This decree law contains measures in relation to training programs, performance evaluation, incentives, temporary plants and meritocratic selection of public servants, exactly at the territorial level. In the same way, we worked on the adoption of a differential and territorial perspective in the processes of selection and evaluation of the work performance of public servants who work in the Municipality, as well as a system of competences, salaries, requirements and benefits that generate credibility and confidence upon admission under differential conditions without entering into violating the principle of merit. The expenses that can be generated for the implementation of the aforementioned plan were identified, achieving with this improvement the working conditions of the entity and generating, in addition to the indicated working conditions, such as the confidence of the officials and in a special way the satisfaction in the community in general that accesses the services of the Municipal entity.
Descripción
Palabras clave
Plan de bienestar laboral, Organización, Clima organizacional, Condiciones de salubridad, Desarrollo integral del empleado y caja de compensación familiar, Work well-being plan, Organization, Organizational climate, Health conditions, Integral development of the employee and family compensation fund