Recursos Humanos DESCRIPCIONES DE PUESTOS (Clave) Ana María Godinez Software de RRHH
Summary
TLDRThis video emphasizes the importance of job descriptions in human resources, highlighting their role as the foundation for organizational structure. It stresses the clarity they provide to employees regarding their daily tasks, goals, and the valuable output they deliver to the organization. The speaker points out that while job descriptions are a continuous task, they often lack perceived utility. To improve this, they offer a guide to create effective job profiles, encourage reviewing and adjusting existing ones, and suggest observing employees to ensure job descriptions align with actual work processes.
Takeaways
- 📝 Job descriptions are a fundamental part of organizational structure, providing clarity on the procedures and goals for each role.
- 🎯 They are essential for setting clear expectations and understanding the valuable output each position delivers to the organization.
- 🔄 Job descriptions are an ongoing task in HR, reflecting the dynamic nature of organizational roles and requirements.
- 💡 The speaker emphasizes the importance of job descriptions beyond just a formality, highlighting their role in enhancing productivity and clarity.
- 🚀 Reducing the learning curve and boosting employee growth can be achieved by revisiting and understanding job profiles regularly.
- 🤔 The lack of clarity in job descriptions can lead to wasted resources, time, and repetitive training due to misunderstandings of expectations.
- 📚 The speaker offers to send a guide with key points that every job description should contain, aiming for efficiency and comprehensibility.
- 🔍 Reviewing current job descriptions with a critical eye can help identify discrepancies between the descriptions and actual job performance.
- 🛠️ Making necessary adjustments to job descriptions and communicating them clearly to employees is recommended for alignment with actual roles.
- 👀 Observing employees in their work environment and comparing it to their job profiles can provide insights for improvements.
- 📈 The speaker encourages feedback and updates to job descriptions based on observations to ensure they accurately reflect the job's requirements.
Q & A
What is the main purpose of job descriptions in an organization?
-The main purpose of job descriptions is to provide clarity on the procedures, indicators, or goals that an individual must meet in their daily work, ensuring they understand their role and the valuable output they deliver to the organization.
Why is it important to have clear job descriptions in human resources?
-Clear job descriptions are crucial as they form the basis of an organizational structure, helping to define each position's responsibilities and expectations, which is essential for efficient operation and management.
What can happen if job descriptions are not clear or understood by employees?
-Lack of clarity in job descriptions can lead to wasted resources, time, and repetitive training, as employees may not fully understand what is expected of them, potentially impacting the organization's efficiency and growth.
What is the speaker's experience with human resources areas?
-The speaker has over 10 years of close involvement with human resources areas, observing the constant and never-ending task of maintaining and updating job descriptions.
Why are job descriptions sometimes seen as a mere requirement rather than a useful tool?
-Job descriptions are sometimes viewed as a mere requirement because they are seen as a task that must be done rather than a strategic tool for clarity and efficiency in an organization.
What does the speaker suggest to reduce the learning curve and enhance the growth of employees?
-The speaker suggests dedicating time for each employee to review and understand their job profile, which can help reduce the learning curve and enhance their growth by clarifying expectations and responsibilities.
What is the speaker offering to help improve job descriptions?
-The speaker is offering a guide with key points that every job description should contain, aiming to make the creation of job descriptions easy, efficient, and understandable for the end-users, i.e., the employees.
How can an organization ensure that job descriptions accurately reflect the daily tasks of employees?
-Organizations can ensure accuracy by critically evaluating existing job descriptions, observing employees in their work environment, and making necessary adjustments based on observations and feedback.
What is the 'black hat' approach mentioned by the speaker for evaluating job descriptions?
-The 'black hat' approach refers to critically evaluating job descriptions with a skeptical eye, looking for discrepancies between the job description and the actual daily tasks performed by employees.
What is the final recommendation the speaker gives for improving job description processes?
-The speaker recommends going to the workplace, observing the employees, and following the job description to identify any inconsistencies. Notes should be taken, and the team should be involved in feedback and updates to ensure the job descriptions are accurate and functional.
Outlines
📝 The Importance of Job Descriptions
This paragraph emphasizes the significance of job descriptions in organizational structure, highlighting their role in clarifying procedures, performance indicators, and daily goals for employees. It stresses the importance of understanding the valuable end product each role delivers to the organization. The speaker, with over 10 years of experience in HR, discusses the perpetual nature of job description tasks and the common oversight of their importance. The paragraph calls for a reevaluation of job descriptions to ensure clarity and efficiency, and to reduce wasted resources and repetitive training due to misunderstandings about job expectations.
Mindmap
Keywords
💡Job Description
💡Organizational Structure
💡Indicators or Goals
💡Productivity
💡Learning Curve
💡Resource Allocation
💡Profile of Position
💡Human Resources
💡Comprehension
💡Feedback
💡Efficiency
Highlights
Introduction to the importance of job descriptions in human resources.
Job descriptions as the foundation of an organizational structure.
Clarity on procedures and daily goals for excellent job performance.
Understanding the valuable end product delivered to the organization.
The perpetual task of maintaining job descriptions in HR.
Job descriptions as a mere requirement without perceived utility.
The relevance and importance of job profiles for clarity and productivity.
Reducing the learning curve and enhancing growth through job profile clarity.
The need for employees to review and understand their job profiles.
The consequences of unclear job expectations leading to wasted resources.
Invitation to receive a guide with key points for effective job descriptions.
Ensuring job descriptions are easy, efficient, and understandable for users.
The challenge of evaluating current job profiles against daily tasks.
Suggestion to make necessary adjustments to job profiles based on observations.
Recommendation to observe and follow job profiles in the workplace for discrepancies.
Advice on gathering feedback and updating job profiles for clarity.
Closing remarks with wishes for success and a promise of a future meeting.
End of the video with music.
Transcripts
[Música]
Hola Me da mucho gusto darte la
bienvenida y hoy quiero compartirte algo
muy muy importante que te va a dar mucha
tranquilidad las descripciones de puesto
es como una tarea muy rutinaria que en
todas las áreas de recursos humanos se
debe de llevar a cabo Por qué en primer
lugar porque es la base de una
estructura organizacional cada persona
debe de tener dentro de su descripción
de puesto muy claro Cuáles son los
procedimientos que debe de realizar para
hacer un excelente trabajo cuáles son
sus indicadores o metas que tiene que
estar cumpliendo en el día a día y algo
bien bien importante que lo he comentado
en otras ocasiones es tener la claridad
de Cuál es el producto final valioso que
él entrega a la organización a sus
compañeros de trabajo o al equipo o a su
cliente interno
algo bien importante en las
descripciones de puesto Es que yo he
tenido la oportunidad de estar por más
de 10 años muy cerca de las áreas de
recursos humanos y he podido ver que
siempre es así como la tarea constante
nunca se acaba y es interminable todo lo
que se tiene que hacer con descripciones
de puesto y esto es algo lógico porque
la estructura de una organización debe
de tener muy claro de cada puesto Pues
cuál es ese perfil pero también algo
bien importante que he detectado en este
tiempo es que muchas veces las
descripciones de puesto simplemente se
hacen como una mera requisito o como una
tarea que alguien tiene que hacer pero
al final no se le ve la utilidad y la
trascendencia simplemente se cumple como
algo eh
intrascendente yo aquí en este video tip
quiero darle la relevancia y la
importancia a lo que es los perfiles de
puesto porque los perfiles de puesto lo
que nos dan son Claridad para que un
colaborador pueda producir más
rápidamente y que todo el tiempo sepa
qué se espera de él algo bien bien
importante es que si queremos reducir la
curva de aprendizaje y queremos
potencializar el crecimiento de nuestra
gente es que debemos dedicar un tiempo a
que cada colaborador pueda volver a a
revisar Cuál es su perfil de puesto si
aún no se ha generado pues hay que
generál y que la persona esté enterada y
lo comprenda algo bien importante es que
el no tener Claridad y la comprensión
total por parte del colaborador de lo
que se espera de él a través de una
descripción de puesto pues lo que hace
es que las organizaciones desperdicien
mucho dinero se gaste mucho tiempo
muchas capacitaciones repetitivas porque
puede ser muy probable que la persona no
ha comprendido exactamente qué es lo que
se espera Yo te invito a que nos
escribas para poderte mandar una guía
donde te vamos a dar los puntos claves
que toda descripción de puestos tiene
que contener esto con el objetivo de que
lo puedas hacer muy fácil muy eficiente
y que sobre todo sea comprensible para
el usuario final Es decir para las
personas que ocuparán cada uno de estos
puestos aquí el reto es asegurarte y
revisar Qué es lo que tienes hoy en tus
perfiles de puesto y tú con un ojo
crítico o con un sombrero negro empiezas
a evaluar si realmente lo que dice ahí
es lo que realmente está sucediendo en
el día a día con el colaborador y en el
caso de que no pues te sugiero hacer los
ajustes necesarios y volver a
compartirlo con esa persona para que le
quede absolutamente claro supuesto otra
cosa que también te recomiendo y que
funciona mucho cuando queremos mejorar
este tipo de procesos es que puedas ir
al lugar de trabajo donde están estas
personas y tú simplemente observes y
sigas el perfil de puesto si algo no te
cuadra o algo no está funcionando de
acuerdo al procedimiento toma tus notas
junta ese equipo de trabajo
retroalimente y actualicen te deseo
mucho éxito y nos vemos muy pronto
Muchas
gracias ah
[Música]
5.0 / 5 (0 votes)