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Caso Price Essay

894 words - 4 pages

GESTION POR COMPETENCIAS
Hoy en día, dentro de la gestión del talento humano, se hace mención de manera reiterativa a la palabra competencia y al uso de ésta en diferentes subprocesos del área. Sin embargo, muchas de las personas que utilizan este término no conocen verdaderamente su definición o aplicabilidad, mermando así, la posibilidad de obtener extraordinarios resultados.
 
Ahora bien, para poder establecer un contexto claro y entender mejor el desarrollo de este artículo, se hace necesario establecer la definición de competencias, para Alles (2004), estas se definen como: conocimientos, actitudes y destrezas, que permiten demostrar un desempeño más alto que el promedio. En el mismo ...view middle of the document...

 
Para alcanzar este objetivo, fue necesario diseñar un proceso contentivo de cuatro fases en el que el equipo gerencial y el de recursos humanos de la organización, trabajarían en conjunto con los distintos consultores asignados al proyecto.
 
La primera fase, conocida como establecimiento de las bases del modelo, se caracterizó por la ejecución de dos sesiones basadas en la metodología del Aprendizaje Dinámico Acelerado (ADA). En la primera de ellas, se realizó una evaluación exhaustiva sobre la misión, visión y valores de la organización y la correspondencia de estos elementos con la realidad actual de la empresa. Luego se desarrolló una segunda experiencia, en la cual se mostró al staff gerencial y parte del departamento de recursos humanos, toda la teoría relacionada con la gestión por competencias, a fin de generar conciencia sobre los requisitos para instalar un sistema de gestión como este en una organización, así como los beneficios y ventajas de su aplicación.
 
Posteriormente se implantó la fase dos o de definición y normalización de competencias claves. En la misma, se reunió al staff gerencial de la empresa y se les pidió que respondieran una serie de preguntas dirigidas a identificar las competencias requeridas para poder ser parte de la organización; a continuación, se depuraron las respuestas y se obtuvo un amplio listado de las mismas.
 
Luego se entregó a los asistentes, la definición pre-establecida para cada una de las competencias elegidas, a fin de validar si el concepto correspondía a lo requerido por los líderes y supervisores, buscando sincerar la lista preliminar. Posteriormente, se establecieron los indicadores conductuales de cada competencia y el nivel de desarrollo para cada uno de los cuatro niveles existentes, los cuales fueron validados por la organización.
 
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