FLSP4310 test 2 ch 7 - Lecture notes chapter 7 PDF

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CHAPTER 7 Hiring, remuneration and labor negotiation After organizing the office and communication systems, the manager or director of human resources (HR) of a company needs to identify, hire and retain the best qualified people for the different positions of the company. organization in order to contribute effectively and efficiently to the success of it. Collaborate with other managers of the company to:

Learn It 7-2 evaluate the present and future needs of the firm with respect to human capital (the knowledge and skills of workers) that this requires, specifying the descriptions and responsibilities of each vacancy or available position with the purpose of hiring the suitable employee. recruit and hire competent people, using different advertising and social media and possibly scout and hunter hunting services. You have to consider a precise description of the job, the qualities required for the work to be done and the procedures to apply for the job and, perhaps, some more information: salary or salary, social benefits and other possible benefits, data on the community, etc. . review any application (which usually includes an introductory letter, motivation or presentation), all curriculum vitae and history (or resume in Spanish America) and reference letters, selecting and interviewing the most suitable applicants. hire the best candidates, inform them about the objectives, the organization and the operation of the company (that is, the organization chart, the template, the culture and the organizational climate), as well as explaining the schedule and labor relations, the remuneration , the evaluation method and the increases, the benefits and the benefits, the possibilities of professional development and promotion, and other topics such as paid vacations, whose legal requirements and duration vary from country to country, for example: Chile, 15 business days Footnote Mexico, vacation days according to the Federal Labor Law: year 1: 6 days, year 2: 8 days, year 3: 10 days, year 4: 12 days, from 5 to 9 years: 14 days, from 10 to 14 years : 16 days, from 15 to 19 years: 18 days, from 20 to 24 years: 20 days, from 25 to 29 years: 22 days. plus 8 non-working holidaysFootnote Costa Rica, two weeks of vacation for every fifty continuous workweeksFootnote Argentina, 14 days in the first five years of work, 21 days for 5-10 years of work, 28 for 10-20 years and 35 days after working for 20 yearsFootnote Spain, 22 business days plus 14 holidays, a total of 36 daysFootnote USA, although there is no legal requirement at the federal level, the norm is to offer ten working days per year. assist with the training or training of new personnel with respect to the tasks and responsibilities with which they must comply. participate in the evaluation of the employees with respect to the performance of their work and their possibilities of improvement and promotion, which includes evaluating and training leaders as an essential part of planning for the future, that is, planning the succession of leadership for tomorrow and therefore the leadership of organizational change.

Learn It 7-3 Learn It 7-4 Learn It 7-5 BRIEF USEFUL VOCABULARY training training referee arbiter applicant (m / f) candidate (for a position) lobbyist job charge, post close (m) shutdown citizen of a third country third-country national hire to hire curriculum vitae (m) résumé esquirol / a strikebreaker, scab personal record (m) résumé personal history (m) résumé résumé resume strike strike striker (m / f) striker strikebreaker (m) strikebreaker union union applicant (m / f) applicant request application (job)

On the applicant's side, the curriculum vitae is a document that presents and promotes the applicant, "selling" their capacity (preparation: education and experience) for the position. You can follow a traditional chronological or thematic (functional) model, or a combination of both written formats (which is very common, include two examples of resume in Chapter 7 of the Notebook), or can be considered a new online format like the social curriculum (using a fashion social network, eg, Pinterest, to present planks of images ordered by themes or interests), a videocurriculum (image, sound, text and movement) or an infographic curriculum (an image graphic plus short texts that constitute a biographical narrative). It is very important that students and recent graduates present professionally and convincingly the experiences and aptitudes that they will bring to a position. For example, the typical experience of having oral presentations in class can be translated to emphasize oral communicative skills, expressed as follows: «I combined visual and auditory elements to create slides with a rich thematic content that reinforces dynamic oratory »Footnote. It must also be recognized that the Spanish (European) or Spanish-American curriculum may have a culturally different format from the US models. For example, information that is excluded in the US is typically included, such as the person's age, marital status and a photo. There are many examples of both on the Internet. Note: with the growing competition to get the best positions, you see an increase in the exaggeration and falsification of titles, honors, positions, work performed, biographical data, education, etc., which include the aspirants. The directors of RR. H H. They need to control this type of fraud, which represents an infraction with serious consequences and public dishonor for the candidate. For more information about the process of the job application, see Appendix 4, "The job interview," p. 553-558.Learn It 7-6Learn It 7-7Learn It 7-8One of the most important aspects for the RR administrator. H H. is to determine, with the help of the immediate supervisor of the new employee, the salary or salary that will be offered to him. To determine the strategic compensation, it is necessary to consider several factors, among which stand out: the financial status of the company, the type of employment or work, the skills required to perform the work, the demand for skills, talents or special knowledge of the employee, the experience of the employee, the salary or general salary of the region where the company is located, the cost of living in the region or community. Traditionally the salary is intended for manual, workshop or day laborer jobs and is determined by hour or day (the day and the wage), while the salary is established per week, per month or per year since it represents a regular remuneration assigned for the performance of a professional position or service (usually applied to intellectual work and of administration, supervision or office). Regarding salary, we can talk about minimum wage (the one established by law as minimum remuneration for any worker), base salary (the fixed remuneration per unit of time or work), real salary (purchasing or purchasing power) and social wage (the one that the State grants to people without income to attend to their primary needs). In practice, the terms salary and salary are often used interchangeably. Both forms of remuneration represent a payment in exchange for a job and something produced or rendered, be it a good or a service. In addition to salary and salary, there are other forms of reward or remuneration. There is the piecework that is paid for each unit of work, that is, it is based on the quantity produced (eg, 15 items or pieces per hour versus 25 per hour). The commission represents a specific amount of money or a percentage of the price for each unit sold. It is generally limited to sales and does not refer to production. Another

form of payment is the premium for work out of turn that pays more for the night shift (night shift) with its less attractive hours and irregular routine. In Spain, for example, night work is typically done between ten o'clock at night and six o'clock in the morning, "the working day of night workers may not exceed eight hours a day, in a reference period of fifteen days [two weeks] »and« said workers may not work overtime »Footnote. In Peru, "in work centers where work is organized in shifts that include working hours at night, these should, as far as possible, be rotating" Footnote. Other forms of compensation include social charges, which are the major benefits such as health, life and retirement insurance, and accident insurance, stock options or stock options and Christmas bonuses or bonuses. .Learn It 7-9The theory of the market and the standard of living represent two different points of view about wages and salaries. According to the first, the reward is established through collective agreements between workers and management. The workers or employees (the bidders) sell their labor or work and represent the offer, while the company or organization (the buyers) represents the demand for labor. In the second, remuneration must ensure that workers have an acceptable quality of life, satisfying both the first needs and the opportunities for education, personal and professional development, savings, and recreation and rest, that is, a work-life balance. Personal life. In the case of Latin America, "the region has been characterized by a constant concern for decent employment" Footnote.Learn It 7-10PARA PENSARArticle 20: Direction and control of the labor activities. (Drafting current Spain, 22/2/13) The worker will be obliged to perform the work agreed under the direction of the employer or person to whom it delegates. In compliance with the obligation to work assumed in the contract, the worker owes the employer the diligence and collaboration in the work that mark the legal dispositions, the collective agreements and the orders or instructions adopted by that one in the regular exercise of his faculties of direction and, in his defect, by the uses and customs. In any case, the worker and the employer will be subject in reciprocal benefits to the requirements of good faith. The employer may adopt the measures deemed most appropriate monitoring and control to verify compliance by the worker of their obligations and duties , keeping in its adoption and application the due consideration to its human dignity and taking into account the real capacity of the handicapped workers, as the case may be.The employer may verify the worker's illness or accident status that is alleged by this worker to justify their absences from work, through recognition by medical personnel. The refusal of the worker to these recognitions may determine the suspension of economic rights that may exist at the employer's expense for such situations. What is the worker obliged to? In fulfilling its obligation, what does the worker owe the employer? What does the phrase "demands of good faith" mean? What "due consideration" does the employer have to keep when verifying that the worker fulfills his obligations and duties? What is a diminished worker? When the worker is absent from work, what can the employer do to find out the causes? Do you think you need to control work activity? Or is it something that the workers themselves can do? Comment.Whatever the theory of payment, strategic compensation must meet certain objectives. First, you must attract well-qualified workers to the company. It must satisfy enough employees to keep up with the work, so that interruptions and costs caused by turnover or fluctuation and renewal of personnel (employee turnover) are controlled. It must be adjusted according to the difficulty of the work and the skill required to perform it. Finally, it must increase the quantity or improve the quality of the products produced or the services provided. In the latter case, incentives or additional benefits (bonuses, Christmas bonuses or bonuses) can

be offered for work well done. Traditionally labor issues have been considered as an administrative function that facilitates the success of production, marketing and finance strategies of the company. In some companies, there is no union and the employee has to negotiate directly with his boss or boss the compensation and benefits. In companies with a union where formal and legal limits are imposed on administrative power and authority, the union intervenes in labor matters and negotiates contracts on behalf of the workers. Defined as a "workers' association constituted for the defense and promotion of professional, economic or social interests of its members" Footnote, the function of the union is to protect the rights and interests of workers. Negotiations prior to a labor agreement can be long and complicated. The ideal result is a contract that favors both the company and the workers. In Spain and Latin America, labor unions abound. According to the Regulation of the Organic Law of Labor of Venezuela, "the union organization constitutes an inviolable right of workers and employers" Footnote. In Uruguay, Article 1 of Law No. 17.940, Freedom of Association, tunes in with the Socio-Labor Declaration of MERCOSUR by declaring that "any discrimination tending to undermine the freedom of association of workers in relation to their employment or access to the workplace is absolutely null. same »Footnote. And in Mexico, "Decent or decent work also includes unrestricted respect for the collective rights of workers, such as freedom of association, autonomy, the right to strike and collective bargaining [...] Workers and employers have the right to right to form trade unions [...] Nobody can be forced to join a union or not be part of it »Footnote.Learn It 7-11Learn It 7-12When management and the union can not resolve their differences, sometimes they resort to aggressive tactics to achieve your goals. For example, the union can use the strike or the work stoppage, in order to paralyze the operations of the company. In long-term strikes, workers sometimes turn to the demolition It either stops production or hinders the delivery of services or sabotage to damage production. Also, the boycott can convince the public not to trade with certain companies.Learn It 7-13Managers, on the other hand, use the lockout or employer strike, which leaves workers without jobs. They can also hire employees called scabs (or strikebreakers or rams) or seek an injunction to end the strike. The blacklist is illegal, but there have been cases in which management uses it to dissuade workers from joining the unions. In addition, both unions and business management employ lobbyists (members of a political pressure group) to lobby (manage with activity and skill) and thus convince the government to favor their cause.Learn It 7-14Learn It 7-15Currently attitudes toward RR management are changing. H H. These changes are the result of the growing importance of high-tech companies that estimate the added value of specialized skills as capital assets. In addition, many companies have adopted policies and practices of Japanese companies, which consider employees as direct participants in the creation and development of strategies for high-quality production and cost reduction. Companies at the forefront of technology use much more than before the intellectual resources of their employees, not just their physical efforts. Another change, due to globalization and the maturity of the multinational company, is its dependence on information and the management of people who know administrative operations in different regions of the world. In other words, cross-cultural skills, some insight and sensitivity today are more important than before, even within the national borders of any country with a high demographic diversity. Diversity itself is recognized as a positive element of human capital. In Mexico, for example, the Federal Labor Law states that, in favor of diversity, "Conditions that imply discrimination among workers due to ethnic or

national origin, gender, age, disability, social status, conditions of health, religion, migratory status, opinions, sexual preferences, marital status or any other that threatens human dignity »Footnote. In the past, when there was a shortage of managers with technical knowledge or adequate preparation in the practices of the company itself, many companies hired expatriates to work in foreign countries. The expatriates are (1) natives of the country of the parent company who work in a foreign branch of the same, (2) citizens of third countries hired in the branches or (3) foreign nationals employed in the country of the parent company. In any case, companies that intend to send expatriates to work abroad must use valuation tools to determine the personality characteristics of these employees. Some useful assessments are the Minnesota Multiphasic Temperament Survey, the Allport-Vernon Study of Values or the evaluation used by the Peace Corps. It can be problematic to hire an expatriate, due to cultural and economic differences between countries, so you have to measure the benefits, compared to the disadvantages. The expatriate can better understand the culture and internal politics of the company for which he works, but on the other hand he may lack knowledge of the culture of the country to which he is assigned. On the other hand, the hiring of a local person ensures this type of cultural understanding, but may present problems of communication and understanding regarding the formal and informal policies of the parent company abroad, which is always a very important aspect of transcultural communication. Currently, most of the managers in the parent company or in the foreign branches are locals. Only expatriates are employed if there is a real shortage of qualified locals. Among the situations that can produce a negative result, are the unacceptable housing, the lack of school opportunities for children or professional opportunities for a spouse and the need to stay close to elderly parents. Apart from this, the locals understand better the working conditions of the country, and it is possible that the workers have a better state of mind under managers who perceive themselves as authentic citizens. Additionally, when returning to work in their country of origin, the expatriate frequently finds that he has lost opportunities for promotion during his absence ("the present always triumphs over the absent one") and may also experience a difficult period of cultural adjustment. In any case, the interaction The native and expatriate groups have formed a new business culture, neither local nor foreign, but characterized by greater diversity of human capital. The old consideration of branches as appendices has changed a lot, and the new globally integrated company already has other requirements in the field of RR. H H....