DESCRIPTION OF PROBLEM

According Omaira Paez Sepulveda: “The revaluation of the Colombian peso given between 2004-2008 meant the loss of more than 22 000 jobs and closing dozens of flower companies.”

The Colombian floriculture is one of the stories to highlight at the level of exports, already has over forty years in this business, and is now positioned as the first provider in the United States market and second largest exporter of flowers worldwide. Annual sales amount to more than one billion dollars, and the social impact of the sector is very important because it produces flowers almost 100 000 direct jobs and over 80 thousand indirect jobs.

During the years 2004 – 2005 Colombian floriculture went through one of the worst crises of its existence, due to the revaluation of the peso against the dollar, in addition to being affected by the high cost of oil and its derivatives, which are translated first at a lower price for the sale of products abroad at lower incomes for both producers and second an increase in production costs for the concept of transport of raw materials and finished products. “However, the industry spent in 2004 more than 45 billion pesos in social investment programs, including programs like” The school of flower “and” Peace in the family “and other projects in the areas education, recreation and housing.

In the Colombian rural sector formal jobs are scarce because most of the industries established in these areas do not meet Colombian labor law and taking into account that in several municipalities, the flower is the lifeblood of the economy of families is important not only for the private sector but also for the state to ensure that companies comply with minimum labor requirements established by law 100, and then develop strategies for creating sustainable social development programs in the medium and long term, to provide the possibility of the families in these areas better opportunities in health, education and overall improvement in the quality of life of the area.

When you add these factors and bearing in mind that the flower industry workers are now directly affected by a:

The long working hours in unsuitable weather conditions (low temperatures), low wages, situations of displacement, violence, poverty, illiteracy, missing opportunities for promotion, among other factors, these apparatus generally causes the population or cause demotivation “Burnout” which affects the level of company productivity and therefore profitability.

As described above raises the following questions:

What should be the level of support that society should provide flower companies in Colombia? And is it really possible that a plan of this magnitude is sustainable over time?.

To answer the first question it is necessary to evaluate the impact currently is in areas where the flower has its greatest influence, while the second question is a little easier to answer and the first answer is that social programs can only exist while the floriculture business is profitable. Otherwise, businesses are destined to disappear and, therefore, people who are currently affiliated to them directly or indirectly pass to belong to the high unemployment that currently exist in the country.

If the above is taken as true, there arises a new question:

How to for floriculture companies are profitable?

Presently in the Agro-industry specifically in the flower growing experience of farmers, partners is an important factor, since any failure or change in the treatment of raw materials (flowers, fertilizer, chemicals, water, etc. .) affects the quality of the products causing the underutilization or overutilization of available resources. And as is well known the loss of resources (human resources, training, money, time, raw material, finished product etc..) Anyone for any reason, cause a significant increase in production costs that are reflected in the states financial companies.

It should be noted that the companies currently using the floriculture sector rotation strategy based staff recruitment, and although it is objective of this study to devalue the strategy “Staff turnover,” but the question of whether this strategy is appropriate grower in the case, or whether the loss of resources (raw materials, work in process or finished product) quality not outweigh the costs of support staff during times of low demand.

FORMULATION OF THE PROBLEM

Hiring strategies currently used by flower companies located in the Sabana de Bogotá is appropriate given the economic framework within which they operate, and does the level of participation in social protection programs by employers ensures that persons connected with this industry have a good quality of life?.

GOALS (PROVISIONAL)

OBJECTIVES

To study, analyze and determine whether the hiring process currently used by flower companies is right for this industry.

To encourage employers to comply with current codes of conduct established by industry associations or unions.

SPECIFIC OBJECTIVES

1. Conduct a market analysis to establish the conditions, characteristics and other important factors in the development of the activity.

2. To study the current recruitment process and provide a recruitment strategy to reduce production costs for employers.

3. Assessing compliance with codes of conduct and seals of the sector.

4. Design a plan to reduce the factors that affect workers such as: illiteracy, poverty, job instability and, at the same time not represent a significant damage to corporate profitability.

5. Designing continuous improvement strategies aimed at sustainable improvement of the development of corporate growers of roses and the region where they are located.

Justification

In the late sixties the orientation of the flower growers, or Colombian flower growers tended to sell their products in foreign markets “Export,” which showed an early globalization of the sector, since the evolution of this type of industry has been ongoing since about their origins has changed and innovated in many aspects. This study analyzes, for the flower industry of the Sabana de Bogotá dedicated to the cultivation of roses, the social impact and profitability that have recruitment strategies currently used in business and study the level of participation of business in compliance with codes of conduct and seals of approval adopted by the industry.

Colombia has established itself as one of the largest producers of ornamental flowers for the world achieving a 60% stake in the flower market in the United States, from 4% in the European Union market, 6.4 % of the UK, as well as recognition and the entry of their products in new markets like the Asian market and Japan in which he has begun to consolidate.

A description aspect to show the level of overall impact of the floriculture sector in the economy:

– Generates 182,174 jobs (98,641 direct / indirect 83 533).
- Currently one million Colombians depend on the flowers.
- Exports in 2006 reached USD $ 967 million.
- There are 7290 acres of production in the savannah of Bogota and Antioquia 1400.
- 60% of the workforce are women.
- 95% of production is exported.
- The flower is the first line of non-traditional agricultural exports from Colombia.
- Flowers represent 75% of air cargo exported by Colombia.
- Currently Colombia is the world’s leading exporter of carnations.

The success of a company can be measured in different ways not only by the rates of productivity, efficiency, but also by the impact (positive or negative) that is in the area of development activity, for this case the rural sector.

For the company to deliver an effective response to the changes generated in the market without significantly affecting the population, this should be a priority for the implementation of techniques to improve both their production system and increase profitabilit
y through better use resources at their disposal, minimizing the direct attack on the payroll either through layoffs, due to low wages or no staff training.

The industrial organization aims to minimize the cost of a product by applying the best method to the processes involved in the exercise of economic activity, ensuring the main factors for stakeholders such as: product quality developed, the safety of their workers, law enforcement and profitability for shareholders.

It is the role of industrial engineers to constantly evaluate the methods, tools, techniques and strategies used by companies to obtain, manufacture or marketing of a product. This is to determine and implement the most economical method possible to ensure product quality, security and integrity of employees, compliance with the law which allowed a greater value for shareholders.

TYPES OF RESEARCH

This research project is descriptive, since their main objective is to determine the current status of the farms growing roses and plan strategies for improvement for each of the processes taking place in companies.

This will be done through the description of the production process carried out by the farms, establishment of an “initial diagnosis” which is the basis for conducting a detailed analysis based on facts and evidence to identify leading cause of lost productivity on these farms so you can attack causes.

The treatment will be given to information for the research method used for this project is as follows:

Research method.

SCOPE OF STUDY:

In this research project will analyze the characteristics of the floriculture export market, domestic production and, for a sample of 15 companies used to grow roses in the savannah of Bogotá, the level of production and level of resources used during the first months of 2010.

POPULATION

Companies belonging to the floriculture industry used to grow flowers specifically devoted to the cultivation of roses located in the Sabana de Bogotá.

SAMPLE

15 companies in the floriculture industry used to grow flowers specifically devoted to the cultivation of roses located in the Sabana de Bogotá.

The crisis makes us all in a matter of months, leading experts in terms that were totally alien to us before. ERE Words and bankruptcy appear as usual vocabulary of our conversations at the bar, restaurant and, of course, in the living room of our homes. Have entered our lives with strength and persistent tenacity.

Both the old acquaintance ERE (Record of Employment Regulation), governed by Article 51 of the Statute of Workers, and the more recent composition, governed by the Insolvency Act 22/2003 of July 19, are institutions legal entities that have a single purpose: to save a complex situation in the company, in most cases, economic.

The Regulation of Employment Records (ERE), also regulated by Royal Decree 43/1996 of 19 January, aim to facilitate the survival of a company going through a difficult and complex situation caused by economic, technical, organizational or production that hinder normal business activity.

From this point of view, it is necessary termination or suspension of employment relations to overcome this situation, which may be temporary, and ensuring, thus, survival of the business. While we are seeing many cases of temporary ERES, the most common is the extinction of industrial relations through collective redundancies. And always when terminations collective contracts in a period of 90 days, exceeding the legal threshold of the number affected, depending on the size of the company.

If we consider only the legal institution is not necessary to call a meeting of creditors, although in many cases, is the step that guarantees failure to reach this point. In fact, in many cases, the ERE is proposed as a way to avoid bankruptcy, the company cleaning up excess staff costs.

On the other hand, the bankruptcy attempts a financial reorganization of a company that can no longer provide regular payments to your creditors and, in particular, it does so from the standpoint of credit and financing. Currently, the company itself may voluntarily decide to enter bankruptcy to try to resolve their ‘differences’ with the creditors but usually the debtors who, in the absence of payment, request to begin the process.

But in our minds, the mere mention of ‘bankruptcy’ makes us tremble and that immediately comes to mind a term in disuse such as’ suspension of payments. ” This process of insolvency (as commonly known) is not directed necessarily at the close of the business, but this is a usual effect.

When you start a process of insolvency, the first consequence is that the direction and management of the company becomes a liability (personal) of the receivers, appointed by the judge trying the contest, for an initial time defined and can be extended to a date over upon request.

A second consequence to consider is the fact that any debt prior to the date of commencement of the insolvency process is suspended in its payment obligation immediately and it belongs to an amount to be paid later, in whole or in part – or in kind, as appropriate.

That said, when we find these two institutions interact with each other in a direct way, what we have before us is a modification of a labor of ERE as long as the area of decision on it is subtracted from the field becoming this administrative court.

The truth is that in an insolvency proceeding, is seeking an agreement between the company and debtors with respect to the payment, we assess the real situation of the company and, above all, of their heritage. In other words, what we are trying to determine what assets it has and what legal status they are (mortgaged, leased …). The first approach is to try to reach an agreement so the company can continue operating while solving their debts or, alternatively, is passed to liquidate the company. In this environment, it is obvious that human resources available in the company are your best asset but also its greatest liability for the costs they generate.

That raised and from a HR perspective, a bankruptcy situation produces two major differences for employees. The first is that if the company files a bankruptcy proceeding aimed at the liquidation of the company, until that is not resolved by the competent authorities, legal workers are not formally laid off with what should remain in his job .

And the second difference to note is that, who needs to resolve a bankruptcy proceeding is not the authority competent job, but a judge of the commercial. Any claim to that effect by both the company and employees should contact the Commercial Court, including changes in working conditions.

However, based on the objective of sustainability, while producing the insolvency process, the company could continue to function normally and all debts that occur as a result of the regular course of business, regularly paid, including wages. And, as business development continues as usual, the employees began to consider concepts in our lives before we were outside (the creditors, debt take away, waiting on charges, suspension of the calculation of interests and executions, etc. .) while we continue working with the same commitment to the organization.

Now, how do we do? In a sense, if the process is well communicated and clarified and, especially, has taken the decision to maintain the payment of wages and benefits up to a possible termination of employment contracts, this is possible.

Human motivation is a difficult factor optimization. Have been many lines oriented to maximize employee performance motivated and committed to their work. In times of crisis, it has been demonstrated on many occasions that the small differences recede into the background and essentially becomes our priority.

And here is where the hygiene factors fall into place: cover basic needs (wages) and safety in the workplace component (continued employment) and its juridical (ERE entitled to unemployment benefits right away.) If both factors are kept alive, the rest is a long and difficult but manageable by employee and obviously the organization.

On the other hand, it is essential to have the social representation, in these cases, the appropriate approach, it is of great help as an ally in a crisis do not aim to do better financially but to save the company from imminent closure.

The address of a company often must make painful decisions as to initiate a meeting of creditors on a voluntary basis, but this decision must be made in sufficient time to ensure that, necessarily, lead to a bankruptcy process and liquidation of the organization. As managers, we have a responsibility not only with the client that expects our products and services continue to exist but with suppliers who assist us in our economic activity and with employees who, day after day, allow this activity. The existing legal tools allow us to save our company if we act in time. Let us use it without fear and with determination, and achievement oriented towards a single goal: the continuation of the Company.

Did you know: In Peru, the dismissal of employees who work four or more hours a day is not free. Your source required to show just cause provided for by law.

If a worker complains that facts exist, false or imaginary. If a fault is not charged under the law. If you quit a job. If factory tests. In these cases the dismissal is called fraudulent.

A .- The termination of employment

1 .- A contract work to “bulletproof”

Your company has 400 people on payroll, Social Worker “would be subject to a fixed term contract (temporary arrangements)? . Simulating a temporary contract, complying with reporting and payment of same to the Ministry of work, does not guarantee that the employment relationship is off to a good start, if this is applied to permanent duty in his company. A dismissal can motivate the “discovery” of “initial abnormalities” in the employment relationship.

2 .- Penalties and level: Here a scheme of sanctions and levels.

3 .- If you want to cut staff: If you want to reduce staff can:

3.1 .- To request the voluntary surrender of the workers in return for “compensation funny” or “allowance for business creation.”

3.2 .- If the initial resistance of workers to resign voluntarily, the company can:

A. – Initiate a process of collective dismissal, the result does not give compensation.
It requires a minimum of 10% of employees.

B. – fired without cause. The judicial worker initiate a replacement process will take 02 years of trial, no right to payment of wages due.

This if no settlement takes its social benefits begins the process of judicial replacement within 60 days after the dismissal (“The dismissal is the end of history ?).

B. – The dismissal Education in Peru: legal analysis and case

A brief comment on a current issue.

1 .- The dismissal legal. It is a resolution of the employment contract unilaterally by the employer based on just causes provided by law.

2. And what is a just cause?. These are actions or behaviors that generate a worker misses the essential duties of his office, so pressing that it becomes untenable continuity of employment.

3 .- Some details: To avoid mistakes.

Decrease physical or mental faculty: No cum by accident or occupational disease.

Poor Performance: Compared to the average workers.

Unjustified refusal of medical examination: Planned by law (mining companies: pre, permanent post). Agreed, but crucial for the activity.

4 .- Typical behaviors classified as serious misconduct

4.1 .- No fulfill obligations (good faith). Repeated orders not to meet (may be different orders, work-related) as well as untimely shutdowns. The failure of the Working Rules (gravity in specific cases).

4.2 .- Reduction in yield, or production volume or quality, as verified by MTPE. Deliberately and repeatedly. Voluntary and conscious not imposed by circumstances.

4.3 .- Theft: consummated or frustrated or misuse of goods or services, regardless of value. It is not necessary to harm the employer, only to be taken into account the lack of loyalty and honesty of the worker.

4.4 .- Information: Use or disposal to others, the. Theft or misuse. Provide false information with intent to cause harm. Unfair Competition.

4.5 .- Intoxication and use of drugs: Settled competition. Reiterancia does not apply when the nature of the function makes it a serious error.

The refusal of workers to be reviewed tacit recognition originates. Example: A doctor this drunken surgeon who operated on. The lawyer is going to an oral drunk.

4.6 .- Acts of Violence: Extreme violence (. It is not considered a scratch on the arm strike a push) insult, disrespect of verbal or written word in tort by the employer, its representatives or other workers. Not included provocations, strong threads. Intentional damage to buildings, facilities.

4.7. Abandonment of work: In a consecutive period. The repeated tardiness.

Please note: The authorization for admission to work within the period of tolerance laid down in the company is exceptional, in special cases and possible, and can not be used every day and unlimited, as this is an amendment the time of admission.

5 .- Procedure for dismissal for “just cause”.

5.1 .- Some details: In order not to err

This prohibited the dismissal of an employee while on vacation, an illness found. The termination date may not be earlier than the date of delivery of the letter of dismissal. There is no legal obligation of the employer to notice of dismissal to the Labour Ministry, however, it is advisable.

5.2 .- Finally: The Principle of immediacy

The timeliness for the previous release, the time of the research process and the letter of dismissal, are part of the principle of immediacy.

The principle of immediacy refers to the fact that upon becoming aware of the lack appropriate sanction to be applied, as this would be “abuse of right, on the contrary, this principle sets out the authority sanctioning the employer from establishing the time of the investigation to its conclusion, and finally apply the appropriate sanction.

As in the sale of any product or service, to find work if one does the same as the competitors as much as you can hope for is to do the same to them: “we call it, and took the vacancy, we need a different profile, etc.. ” The secret to the success lies in knowing what companies offer really looking for when they need it.

How many times have we had the experience of wanting a product but did not buy it due to poor service or lack of information?

If the working relationships are made in the business world, why not treat this as a buying process?

Focusing on the two options on the market: products and services, we know that the work we offer is a service which is implicit in our time, skills, knowledge and effort. Therefore we must always bear in mind “the company requests a service and I can be the one to provide it.”

To better understand this approach, I have prepared the following list of synonyms:

Service: Need to give rise to a search process and purchase by the company, commonly called vacancy or job opportunity.

Customer: Anyone who requests the service, better known as the company.

Buying Process: A series of tests and comparisons that are made before purchase, also known as recruitment and selection.

Buyers: Those involved in purchasing the product process (recruitment and selection), also known as recruiters and / or employers.

Provider: A person with the ability to provide the service that the company demands, better known in the labor market as a candidate.

Sale: The process by which the supplier announces the service offered in the hope that the customer is satisfied and proceed to buying it, commonly called the selection process.

Buy: A process in which the client, seeing that the service cover (or exceed) their expectations and is based on their level of costs of the transaction to acquire it. Better known as recruitment.

Cost: What the customer is willing to pay for the service you require, better known as salary.

Service Features: Circumstances in which we have used the service as well as suggestions for use, it is also customary to call areas of expertise and areas of interest.

Free Sample: Copy that flatters the customer to demonstrate the quality of service, known as surveys or samples of completed projects.

Fact Sheet: Better known as curriculum vitae.

Now that you’ve explained how the job search process is actually a process of selling services, I would like to share some suggestions for a “successful sale”:

First of all, the attitude, which should be a “solution provider” instead of the classic “hopeful work” (we agree that we all prefer to deal with a person who comes to offer than with a coming to ask). For an effective search of work do you recommend to keep in mind why you want this job (to avoid doing so only by economic factors).

Having an efficient supply. The worst that can happen to find a job is trying to sell something that is not well understood. Know yourself, identify what features of their service, areas of interest and for which items have to excel in that environment; not detect also other areas of improvement and ways to compensate, this will also allow you to identify what is its advantage over other competitors and say with all authority “My serve has these advantages that others do not.”

The key to success in a sale is to offer the customer the service you are looking for when you need it. For this, you need to know your customer before you sell your service, this means finding out, discreetly and without falling into the harassment, rotation, location and history of the company and in general any information leading to knowledge what are the needs of his client, being able to offer a service according to what they need or choose to seek a more favorable customer qualities and expectations.

Mimicry in the workplace Based on the information obtained from the company, I suggest you make sure that since going to make the initial contact (to make the first call or to deliver the curriculum) appearance, behavior and language is as similar as possible to the people who serve there (without falling into imitation). This, in addition to generating empathy with their subjects, will give guidance on how much must match the type of life that calls the “customer” (schedules, dress, customs, working conditions etc.) This is a good time to reflect because if not feeling well with these changes as recommended will seek another option.

The more satisfied the customer, the more secure the sale. The best way to keep your satisfied customer is exceeding their expectations. Consider that when looking for a service the company always takes into account the cost-benefit: the more solutions represent you and to provide greater added value, the sale will be safer, including the company might be willing to pay more for the service.

The right price for the service. While it is fine to talk about salary, I can recommend is to take into account what the customer is willing to pay for the service is directly linked to replacement cost. In other words, customers pay a sum scarcely higher than it would have to pay to bring another person with the same characteristics, that is why I suggest making a comparison between the situation of wages in the labor market and what is willing to accept.

Have a practical curriculum. As I mentioned earlier, the curriculum should be like a good brochure (without losing function) its sole purpose must be to awaken in the client enough interest to call him. The information they contain should be clear and concise (avoid the older formats multiwall), try to have a document that will allow twenty seconds your customer knows who you are, where to contact you, your areas of interest, what elements have to shine in favor this means and why you are the best option.

Try to leave a free sample. When given the opportunity, without falling into the insistence, it is good practice to let your potential customer a sample of what you can do for the company if they decide to buy your service, taking also into account that a poor free sample can end any possibility of purchasing the service.

In conclusion: it is important to consider the work as a relationship where the aim is for both the client and the provider to obtain useful results, and that while the company looks to take advantage of the service contract, the provider (you) must verify that the relationship also represents an opportunity for integrated development, namely economic benefit also involves its progress as a person and professional.

Remember that a good seller is not the overnight and that practice makes perfect, so to identify which product to offer and where the buyers are willing to buy it!.

I hope that reading this article represents a beneficial guide that allows you to get the job you want.

In Puerto Rico operates Progressive Discipline in employment, we agree or not. The important thing is knowing how to make it a positive operating position in our company. Progressive discipline is a gradual process and must be studied and know to apply it correctly.

Progressive Discipline

In practical terms means that progressive discipline if your interested company to dismiss an employee without having to pay additional compensation, as the table, and without activating any possible presumption of discrimination, must give the employee the opportunity to go correcting their faults unless a crime is so significant that risk endangering the operation of the company. Then comes the dismissal.

The application of the concept can be better seen in cases of intermediate faults such as failure to comply fully with the assignment or failure in attendance. An employee who is, for the first time, failing in the execution of their work or assistance, your company can not fire him today for tomorrow without liability. But discipline can initially form with a verbal warning light. The intent of progressive discipline is to give the employee the opportunity to improve or correct the unacceptable behavior.

Now, if the employee does not satisfactorily correct the behavior and continues to fail in the same, then the same issue subsequent offenses are disciplined in a progressively more severe, for example, with a short suspension, a longer suspension, suspension of employment and salary until dismissal.

As we see the progressive discipline including verbal warnings, written warnings, suspension of employment and salary, and finally, dismissal. The disciplinary measures are taken because:

1) the Company believes that the employee has not complied with the rules, regulations or company policy, or,

2) the Company believes that the employee is not performing their duties according to established standards.

To impose progressive discipline an employee who is not fulfilling his job functions, rules, regulations or policies of the company is important that the employee knows his job functions and standards, regulations or company policies and that the company can prove that it is. Therefore, it is important to the employee’s file receipts signed by him stating that they received a copy of his description of duties and the rules, regulations and company policies.

If the leaders of the company did not apply progressive discipline, the omission may create legal liability to the company. This is because the company goes on the burden of proof in disciplinary cases.

Just Cause for Discipline

An important concept in progressive discipline is to just cause. Just because what it means is that the directors of the company must have a reason other basis for imposing discipline. The following questions will help you gauge how strong or weak is cause for discipline:

1. Did the employee sufficient warning of the likely consequences of their behavior?

2. Were the guideline of the company or order reasonably related to the efficient and secure implementation of the work

3. Do you research before applying management disciplinary action

4. Was the investigation fair and objective management

5. Did the research is substantial evidence or proof that the employee was guilty of the alleged unlawful

6. Do you put the manager its rules, orders and penalties evenly and without discrimination?

7. Are you related to the severity of discipline to the seriousness of the misconduct and the service provided in the past by the employee? (Does it fit “punishment to the crime “?)

If the answer to one or more of these questions is “no,” the just cause of the company for the disciplinary decision is weak and should be reconsidered.

Insubordination

The insubordination is the failure or refusal to carry out a direct order and proceeds from the imposition of progressive discipline or dismissal, depending on the consequences of unfulfilled orders. To hold that an employee is insubordinate, the company must have (1) a direct order given to the employee, and (2) the employee notified the consequence of not fulfilling the order. However, the imposition of disciplinary action for insubordination has limits. There are orders that the employee would be right to not comply and therefore should not be the basis for disciplinary action:

• Those that arise from race, class, color, political views, religious beliefs, national origin, social origin, disability, marriage to another employee of the company, being a victim of domestic violence, religion, gender, or age of employees.

• The impeding or discouraging lawful trade union activities.

• The punishing an employee for refusing to work or potentially harmful risks to health or physical, unless such work are the essence of their work description.

• The punishing an employee for refusing an illegal act.

When disciplinary action is unclear or not well established, there is no basis for the employee to challenge and expose the company to liability. Therefore, disciplinary action of this nature should be reconsidered or reviewed by a professional.

How to Manage Progressive Discipline

The objectives of the corrective and progressive discipline is a positive one, the leaders of the modern business many years ago rejected the notion of punishment. The purpose of discipline is to correct, educate and encourage.

The punishment which results are undesirable side effects such as apathy, absenteeism and fear of the supervisor.

So, how to administer progressive discipline without the burden of punishment is presenting the situation in a sequence of positive-negative-positive. In other words, the manager first makes a positive comment (“Your product is excellent, Juan”), followed by a negative feedback (“unfortunately, not caring properly and allow this valuable compressor was damaged and therefore the company will doing this warning verbal / written order to correct the situation “) followed by a final positive comment (” yet when it comes to accuracy in difficult compressors, you’re still the best department “).

The next step is for the manager and employee focus on the solution to damaged compressor and the precautionary measures to prevent similar damage in the future.

Notification

It is important that the employee disciplined always know the consequences of not correcting their behavior. Therefore, if it is a verbal warning is important to express in writing the manager to have given a verbal warning to the employee, the date when made and explained to the employee that failure to correct their behavior at x time, shall the imposition of a written warning. The constancy of the verbal warning must be signed by the employee.

At the same time, if it is a written reprimand, it must state that if not corrected the behavior in x time, proceed another written reprimand and / or suspension of employment and / or salary. A suspension of employment and / or salary must be notified to the employee stating the day will begin and end the day. It should also include a warning to the effect that once a return to work, if the employee repeats the same type of failure shall dismissal.

Trends

The progressive discipline is aimed at improving the work environment which in turn has a close relationship with the encouragement of employee participation.

There are many techniques to improve the working environment. One of the most popular originated decades ago in Japan and is called quality circles.

Quality circles are composed of employees from the same work area who meet regularly with their supervisor to identify and solve business problems.

These circles provide the opportunity to receive input from employees in solving the problems that affect its members. Socio-technical systems are proposed structural change in human relations and work in
an organization.

It is very common and desirable for employees to participate in the management of these changes. Technological advances are a source of alternatives to develop forms and forums where employees and managers make common cause.

What kind of service activities may be conducted by external resources? – What factors are considered important in the selection of suppliers for outsourcing activities? – How do these services affect the performance of the contracting company?.

“The smart hires a dog, the ignorant try to bark”

Services companies seem to have started to outsource part of their service activities in the same way that 30 years ago manufacturing companies looking for components and finished goods.

However, little is known about the nature of the strategy of seeking services. What kind of service activities may be conducted by external resources? – What factors are considered important in the selection of suppliers for outsourcing activities? – How do these services affect the performance of the contracting company?.

The fact is that the extra services have increased their outsourcing seriously.

Traditionally, the dilemma of “make or buy the fact” was evaluated by the companies that handled only tangible goods. However, due to factors such as global competition and advanced telecommunications, utility companies now enjoy the flexibility to outsource some of the services they provide to their customers. In a study conducted by the Outsourcing Research Council, the executives reported that approximately one third of its operating budget was spent on external services, and on the other hand, all who participated in the Outsourcing World Summit said that its earnings for the services outsourced are increased by about 20% over the previous year.

The first companies should consider the following question: What service activities should be outsourced?

The value chain of activities includes design services, manufacturing, marketing and support activities. Examining the decisions of external resources for service activities, it is imperative that companies differentiate the two types of services involved: central services and supplementary services.

The core activities are the core set of the most important services that the firm (eg a supermarket) must provide to participate acceptably in the market segment where it does business (to make an effective retail). In other words, if a company of marketing goods and services does a good job of providing the service center, will surely be out of business .-

It must be borne in mind that in many cases, supplementary services are also indispensable for the implementation of the central activities and are made only to improve the overall quality of core service activities package offered or sold by the company in the example of the supermarket could be the delivery.

So, before developing a competitive strategy, companies should first sort their service activity within the categories of central services * and * additional services.

A study on the subject conducted in approximately 500 U.S. companies realize that the service of core activities is about 75% of the value of the services offered to its customers, while the remaining 25% represent service activities Supplementary.

All of this suggests that the recruitment of external service activities not only provides benefits for the company buying the service but also for their managers and their clients. Through outsourcing, the company that buys can concentrate on its core competence, eg in its internal services to improve their core business, while being flexible enough to meet constantly changing demand market, designing new services packages and taking external services that are not part of the company’s core business from the best suppliers in each category.

As a result, companies are service providers access to an extensive database of customers to whom they can bring the services of the company that hired them and so the customers of the company buying the services receive a benefit provided by a multitude of suppliers of specialized services and efficient, thus enjoying the convenience and extra value.

Currently entrepreneurs understand that outsourcing is no longer an additional technique to reduce costs. They also recognized that outsource additional services activities influence the whole value chain of marketing goods and services, creating significant competitive advantages for the company, can concentrate on core competence of the company, which, at least outsource activities significant increases profits for its clients through economies of scale of their suppliers.

Many entrepreneurs, with a backward way of thinking, still have the idea that all services should be made “in company”.

The challenge for companies today is to design a package for the market segment where it operates, including, in addition to the headquarters of its own performance, additional services can best be developed by outside vendors.

Businesses must optimize the utilization of domestic resources, investment and energy focusing on what it does best, ie in their core business.

THE COMPANY AND MAY BE ADDITIONAL SERVICES YOUR STRATEGIC Outsourcing and concentrate on their core business.

In any process where a company wants to incorporate a personal, there are two main activities to be performed the search, which aims to attract applicants able to fill the vacancies, and the selection, which analyzes the skills and attitudes applicants to decide, which have the greatest potential for performance in a post.

Ability: the ability of a person to do something.

Attitude: is the way to deal with situations that arise.

To get to these points, the employer must advance a path beginning with the first step is to: define the business philosophy, or guiding principles that will drive the shares of the Company and all its members.

In other words, how you want to run your business?, Are you going to give more importance to customers or products?, How honesty?, “With respect?,” Enthusiasm?, “Without discrimination?, teamwork “?, how staff brainstorming? or the criterion that “the only important thing is to sell, no matter what the cost.”

The second step will be to describe as clearly as possible the position (range within the organization) and the functions and tasks to be fulfilled by the person to hire.
On this basis it may define the “profile” of the worker is a list of characteristics required to perform at optimum efficiency.

Here it is where the skills and attitudes fundamentally candidate.

An example: A seller may have much experience, to be addressed, have good parla, knowing the market and competition, be organized and planned, but how to deal with a rejection?, Are encouraged to go ahead or falls and leaves, is he nice, friendly, smiling?.

Another example: a cashier that knows how to use a recorder and a barcode reader, turns without errors, manages money well, is responsible and dutiful, has no cash differences, that is, has great technical skills, but Is friendly with customers?, “help with his sympathy for the client happy and come back soon pay?.

In the job description and profile, you must set:

– What do you expect the person to hire?.
- What roles should play?.
- What basic knowledge must have?.
- What should have previous experience?.
- Who do they work?.
- Who will be accountable and on what occasions?.
- What capacity or fitness required to charge?.
- What should be your physical address?.

You can add many more details.
And while the ideal and reality can be an abyss, the clearer the employer have all these requirements, it will be easier to decide between the candidates as they arise.

The third step, which is the search for the person that starts with the call.
This call and search, a process that also often called recruitment, it can be done through:

– Agencies recruitment specialists (which is most undesirable)

Or the company using its own means:

– Spontaneous presentation, through the search between requests that the company was receiving.
- Universities and schools
- Unions
- Notice in a daily maximum flow
- Or more informally, through acquaintances.

The fourth step is the evaluation of resumes submitted by applicants or directly the interview with the candidates.

In this case there is a lot of time because it can have many applicants and although a few are close to the request, we must serve them all.

In addition, known references may include family members, relatives or friends who do not meet the requirements, leading the employer to a delicate situation of having to reject them, being “wrong” with your friends.

It is best that you only invest the minimum time required actually interviewing potential candidates. This time as the agency.

When your turn to interview you, remember they are very important to the reception and the climate of the interview, consider these three details:

A) Avoid sharp questioning.
b) Do not dispose of the gestures of humor.
c) The private interview is confidential.

THE MAIN REQUIREMENT

The more detail that should be taken into account, at least this is what we suggest, is the perceived power of the interviewee, what could be called the feeling (feeling, in English). Remember that during your employment, you will share long hours and situations with that person. Both should be good from the start. Obviously there are many other details to consider: technical competence, its performance, personality and character, physical condition and fitness habits, mental condition, his predisposition to type of task to perform, among others. They tend to study medical and psycho preocupacionales that help determine whether the person is suitable for the job.

As you see, is extremely important and sensitive the staff selection process. Mistakes made at this stage, then an impact on the functions of personal contact with customers, mainly as a representative of your company.

To have an excellent staff and save effort and risk, we suggest a team approach: staff recruitment specialists for pre-selection and choice for you.

Why are you here? What can you contribute? What kind of person is he? and Why should we hire you? The four key questions that must respond in a job interview.

You have written many manuals on the interview, which included numerous recommendations for candidates.

However, if we approach the issue with an analytical overview on the background of the wide variety of questions that an interviewer makes whatever the situation that arises in the interview, there are only four key issues, often are not specifically addressed but planning on the content of the conversation that we call “job interview”.

These are:

. Why are you here? What reasons will give me for professional exchange

. What can you contribute? What are your strengths?

. What kind of person is he? How do I fit into the new professional environment?

. Why should we hire you? What makes you different from other candidates interested in the position

Why are you here? “

This question is not answered vaguely. And, as a candidate, we want the interviewer to get clarity on this issue. Or are there just to “see” (this usually happens when we received a call from a head hunter) and we have a real reason. To expose these reasons should analyze our motives for change and, equally, be aware that the position, company, we offer context deserves our interest. Not contribute anything positive or say “truisms” at this time.

What can you contribute?

The questioner wants to know if it will help, and how, the company to meet its objectives. If you have made a preliminary investigation, you know what are the objectives and business needs and how, through their qualities and skills, can help achieve them.

What kind of person is it?

This is a key question and in which there is no answer that is memorable. Everything you do, say, express, etc. be considered as a response. Peinado, stress, posture, your hands sweat, arrogance, breath, tone of voice, listening skills, values, personal presentation, previous research work, etc. are elements that the caller used to answer this question.

Why should we hire you?

Immediately after overcoming the previous phase, the speaker mentally puts the candidate in relation to or competition with the rest of those who opt for the post. Although it may seem that here is little to do, because normally not known to competitors, in reality is a great field of action and a good candidate may be based on the excellent work of investigation to be developed prior to the interview .