Diseño de un plan de carrera para el nivel operativo del negocio del concreto, zona norte, de la empresa Cementos Argos
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Fecha
2021
Autores
González Collante, Alejandra Paola
Rocco Carrillo, Angélica María
López Anchila, Margarita Cecilia
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Editor
Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
El diseño de un plan carrera es un aspecto fundamental para garantizar las sucesiones de los cargos críticos, reteniendo así a los trabajadores de gran potencial en un programa que les permita aumentar y desarrollar capacidades y habilidades laborales específicas requeridas para laborar en futuros puestos. En este marco, el presente trabajo de investigación tiene como propósito principal el diseño de un plan carrera para el nivel operativo del negocio del concreto de Cementos Argos, zona norte, que le permita a la organización responder de manera rápida e idónea a la sucesión de cargos críticos cuando se requieran y reducir el reclutamiento externo.
Es así como en primer lugar se llevó a cabo una investigación de las teorías de interés, donde se abarcaron aspectos importantes sobre la gestión por competencias, competencias laborales, cargos críticos y plan carrera, entre otros, que permitieron obtener los conocimientos necesarios para cumplir con los objetivos propuestos en la investigación cuantitativa de tipo descriptivo-propositivo.
Dentro de la metodología se hizo una reunión colectiva con los líderes de procesos, director de operaciones y director de Gestión Humana, a los cuales se les hicieron preguntas predeterminadas para identificar los cargos críticos que el negocio presenta. Por su parte, para conocer el nivel de desarrollo de competencias de los colaboradores del nivel operativo, utilizamos un instrumento conformado por nueve competencias, las cuales contenían cada una cuatro comportamientos. Por cada competencia, el encuestado tenía que elegir el que más lo describiera en su actuar diario dentro de la organización.
The design of a career plan is a fundamental matter to guarantee successions of critical positions, thus retaining high-potential workers in a program that enables them to increase and develop capacities and specific work skills required to labor in future roles. In this framework, the main purpose of this research work is to design a career plan for the operational lever of concrete business of Cements Argos, Zone North, which allows the organization to respond quickly and appropriately to the succession of critical positions when required and reduce external recruitment. It is how, in first place, an investigation of theories of interest was carried out, where important aspects of management by competencies were covered, labor competencies, critical positions and career plan, among others, which allowed obtaining the necessary knowledge to meet the objectives proposed in the descriptive-purposeful quantitative research. As a part of methodology, a collective meeting was held with the process leaders, director of operation and director of Human Management, a series of predetermined questions to identify the critical positions the business present. Meanwhile, to know the level of development of competences within the operative level employees, an instrument was used, formed by nine (9) competencies, each containing four (4) behaviors. For each competence, the respondent had to choose the one that most described to himself in his daily acts in the organization.
The design of a career plan is a fundamental matter to guarantee successions of critical positions, thus retaining high-potential workers in a program that enables them to increase and develop capacities and specific work skills required to labor in future roles. In this framework, the main purpose of this research work is to design a career plan for the operational lever of concrete business of Cements Argos, Zone North, which allows the organization to respond quickly and appropriately to the succession of critical positions when required and reduce external recruitment. It is how, in first place, an investigation of theories of interest was carried out, where important aspects of management by competencies were covered, labor competencies, critical positions and career plan, among others, which allowed obtaining the necessary knowledge to meet the objectives proposed in the descriptive-purposeful quantitative research. As a part of methodology, a collective meeting was held with the process leaders, director of operation and director of Human Management, a series of predetermined questions to identify the critical positions the business present. Meanwhile, to know the level of development of competences within the operative level employees, an instrument was used, formed by nine (9) competencies, each containing four (4) behaviors. For each competence, the respondent had to choose the one that most described to himself in his daily acts in the organization.
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Palabras clave
Plan carrera, Plan de sucesión, Competencias, Desarrollo profesional, Talento humano, Cargos críticos, Potencial, Career plan, Succession plan, Competencies, Professional development, Human talent, Critical roles, Potential