Propuesta de índice al incentivo laboral: un enfoque basado en distribuir la reducción de costos
Cargando...
Archivos
Fecha
2014
Autores
Profesor/a Guía
Facultad/escuela
Idioma
es
Título de la revista
ISSN de la revista
Título del volumen
Editor
Universidad Andrés Bello
Nombre de Curso
Licencia CC
Licencia CC
Resumen
La competitividad hace necesario que las organizaciones busquen maximizar las
capacidades del trabajador y su aporte empresa, tanto individual como colectiva. EL
objetivo de este trabajo pretende que mediante indicadores de Producción, Mantención,
Seguridad, Calidad y Ausentismo, generar un índice compuesto de Incentivo laboral
extrínseco, y que en la práctica cualquier indicador puede ser adicionado, eliminado o
reformulado según la realidad de la empresa y sus objetivos. La metodología consiste en
calcular índices de manera independiente auto-evaluables por cada área, tomando como
base las metas o capacidades de diseño y luego integrados como procesos independientes
pero relacionados, representando el aporte de cada área al incentivo total.
En la mayoría de las empresas medianas y grandes y ahora con la
profesionalización de las empresas pequeñas, se llevan las estadísticas de la información
para la formulación de los parámetros considerados. Ahora bien, se discute (aún) cuan
complejo debe ser la formulación, cuantificación y presentación de los incentivos, esto
con el aumento del nivel de alfabetización dentro de la industria y avanzando a pasos
agigantados la alfabetización digital, la comprensión de incentivos con mayor cantidad de
variables serán cada vez más entendidos y auditados por los trabajadores.
El monto del incentivo a distribuir, está representado por un porcentaje del ahorro
en costo fijo que se pretende lograr al alcanzar o sobrepasar los objetivos pre-definidos,
con lo cual los otros beneficios pasan directo al resultado de la empresa, lo cual permite
trabajar para ganar (empresa) - ganar (trabajador).
Competitiveness makes it necessary for organizations to seek to maximize the capabilities of the worker and his/her contribution to the company, both individually and collectively. The objective of this work is, through indicators of Production, Maintenance, Safety, Quality and Absenteeism, to generate an index consisting on extrinsic labor incentive, and to which any indicator can be added, eliminated or reformulated according the company's objectives and situation. The methodology consists in independently calculating indices, self-evaluating for each area, based on the goals and design capabilities, and then integrated as independent but related processes, representing the contribution of each area to the total incentive. In most medium and large companies, and now with the professionalization of small businesses, information statistics are performed for the formulation of the considered parameters. Is (still) discussed how complex should be the formulation, quantification and presentation of incentives. This, with the increased level of literacy within the industry and the advancements of digital literacy, the comprehension of incentives with more variables will be better understood and audited by workers. The amount of the incentive to distribute is represented by a percentage of the savings in the fixed cost, which pretends to reach or exceed the pre-defined objectives, with which the other benefits go directly to the company's results, allowing to work for a win-win (company-worker).
Competitiveness makes it necessary for organizations to seek to maximize the capabilities of the worker and his/her contribution to the company, both individually and collectively. The objective of this work is, through indicators of Production, Maintenance, Safety, Quality and Absenteeism, to generate an index consisting on extrinsic labor incentive, and to which any indicator can be added, eliminated or reformulated according the company's objectives and situation. The methodology consists in independently calculating indices, self-evaluating for each area, based on the goals and design capabilities, and then integrated as independent but related processes, representing the contribution of each area to the total incentive. In most medium and large companies, and now with the professionalization of small businesses, information statistics are performed for the formulation of the considered parameters. Is (still) discussed how complex should be the formulation, quantification and presentation of incentives. This, with the increased level of literacy within the industry and the advancements of digital literacy, the comprehension of incentives with more variables will be better understood and audited by workers. The amount of the incentive to distribute is represented by a percentage of the savings in the fixed cost, which pretends to reach or exceed the pre-defined objectives, with which the other benefits go directly to the company's results, allowing to work for a win-win (company-worker).
Notas
Magíster (Ingeniero Industrial)
Palabras clave
Incentivos en la Industria, Clase Trabajadora, Investigaciones