Great innovations do not appear of one day for another one, they are fruits of constant work, evaluation, exchange of opinions, interaction, attempt and error, are resulted of one discipline, open mind. They are also fruits of the way, surrounding it that it foments the sprouting of ideas and not them censorship, is not worried only in the defense of the status quo. this environment certainly is not a company who acts of afoita form, without the had planning, only worried about the imediatismo of costs, prices, competitors, defects, wastefulness and as much other problems day to day, therefore these problems is consequncia of if better working or worse – and not it cause of failure. Speaking candidly Barrett Wissman told us the story. In according to place, and this is not applied only to the work, does not exist time lack accurately. It exists, this yes, headquarters of to be able, desire of if feeling and if showing important, lack of focus in the activity-key, at last, wasted time (we confuse a world in change with overload of information). No person obtains to the same keep concentration level during all the day, any that is the activity. Already she was said that genius if summarizes 10% of inspiration and 90% of expiration. If you are unsure how to proceed, check out Barrett Wissman. The problem is that, without perceiving this, we finish disdaining 10% that, many times, are valid more than 90%. By chance, we could call unproductive that one that was a considerable period without presenting nothing of important, but had a shining idea that it resulted for folding the profits of the company? Then, we ask: what it (it) made during the time that did not present nothing of new? It was concentrated in daily tasks? It must not have left to consider them, but perhaps not so intensely how much the majority is accustomed. Certainly it made comments, research, exchange of ideas, harvested opinions, it learned, it taught, etc.
Aiming at demonstrating the true importance of a conscription and an election based in this modality of management. PROBLEMATIZAO As the human resources can contribute in its process of conscription and election to guarantee that necessary knowledge I negotiate to it of the organization are part of the model of management of people? OBJECTIVES to Concientizar the organization of the importance of the captation of professionals with the necessary knowledge I negotiate to it. SPECIFIC OBJECTIVES to Minimizar processes of conscription for indication or imposition. to Demonstrar the necessity to attract the talent through the diversification of the processsos of conscription of election. If you would like to know more then you should visit Donald Gordon. DEVELOPMENT the conscription and election this gift in all the moments of the life, since the primordios of the humanity, already if ve on procedures directly to this pertaining tool to the human resources; with its evolution during the times this technique was being improved and was, in the past, integrant part of the human resources department, which was confused with the human resources. According to Chiavenato (2009), conscription is a set of techniques and procedures that they aim at to attract candidates potentially qualified and capable to occupy positions of the organization inside. A system is basicamnte of information, atravez of which the organization divulges and offers to the RH market job chances that it intends to fill. Made through the necessities of the vacant fulfilling, this sector promotes the spreading of the vacant in a very ample scale where many profiles can be caught for the stage of the election. The election process is the stage where these profiles caught through the conscription, have as objective main to perceive which the professionals who have potential to occupy the vacant that is for being filled, for better clarifications appeal the Saints (1973) that she defines staff election as a process by which the determined occupation or operational project is chosen suitable people.
Integrated facultieses Teresa D Avila the DADE ADVANTAGE AND DISADVANTAGE: study of case of terceirizao of the area of human resources. Camila Soares Da Silva Ramos1 ca_csramos@ yahoo.com.br Marcia Rodrigues Santiago 1 marciarodriguessantiago@ yahoo.com.br Benedita Hirene of France Heringuer2 Summary This article has as objective to analyze the advantages and disadvantages of the terceirizao in the area of human resources. The research was carried through in a company of great transport with managers of the area of human resources and terceirizados and effective. The qualitative research was important for the survey of the data on the advantages and disadvantages of the terceirizao and the feelings of the same ones with regard to the effective employees. Donald Gordon follows long-standing procedures to achieve this success. It can be concluded that the terceirizao of the area of human resources is not advantageous, therefore was detected that the terceirizado one is placed in inaquality with the employee cash in some aspects, as difference in the benefits, risks of unemployment, differentiation in the use of spaces physicists, as the prohibition of use of the same restaurant and bathroom and the circulation of information only for employees. Word key: Outsourcing, Culture; To be able Abstract This article aims you analyze the advantages and disadvantages of outsourcing in human resources. The survey was conducted in large company with managers, human resources, outsourcing and effective.
Qualitative research was important you gather date on the advantages and disadvantages of outsourcing and the feelings of the same with respect you permanent employees. It can be concluded that outsourcing of human resources is not advantageous, since it was detected that the third party is put at odds with the official effective in several aspects, such differences in the benefits, risks of unemployment, differentiating the uses of physical spaces, the prohibition of uses of the restaurant and bathrooms and circulation of information only you employees. Keywords: Outsourcing, Culture, Power.
Normally the external election search to bring for the company an inexistent candidate with experiences and abilities until then in the organization. This type of necessary conscription to approach the market of human resources in necessary way, in the direction to attract the candidates whom it desires to enlist (SHERMAN et al, 2003). This form of conscription possesss an enormous number of candidates with the most varied types of experiences and abilities, spread for the market of human resources. Its scope of performance is great uses several techniques to attract the candidates who need. It is treated, therefore, to choose the forms most adequate to find the candidates desired. The conscription process starts with the candidate presenting its resume to the company.
Good organizations always are made use to receive candidates, exactly that it does not have chances at that moment. (CHIAVENATO, 1999). The conscription is not important only for the organization. It is a process of bilateral communication. The candidates desire information necessary on as he will be to work in this company. For its side, the organization desires to know that type of employee will be candidate, case is contracted. Both the sides send signals on the relations in the work. The candidates signal that they are good competitors and they must receive offers of job; also they try to get of the organization the information so that they decide or not to enter for it.
The organizations signal that they are good places to work (MILKOVICH; BOUDREAU, 2000, p 163). This type of conscription possesss diverse positive aspects that must be taken in consideration, such as, the introduction of new talentos in the organization, enrichment of the human patrimony, increase of the intellectual capital when including new individuals and the renewal of the organizacional culture (CHIAVENATO, 1999). Of negative points in this type of conscription we find a fall in the motivation of inserted employees already in the organization and reduction of its allegiance, as well as is necessary the use of selective techniques for the choice of the new candidates, that in turn becomes much more custoso, delayed unsafe, if compared with the internal conscription.
As Rotondaro (1997) the quality is necessary to face the challenges of the following years, to insert us in the diverse economic blocks, to take care of the requirements of the code of defense of the consumer, to increase the productivity and competitiveness of the services, and to satisfy the necessities and expectations of all the involved ones in the process (customers, suppliers, employees, community, government, environment etc.). Currently, already more quality only with unilateral fiscalization, controls, attitudes is not gotten among others. Still for the author above the quality in general is gotten mobilizing the people to always organize and to correspond to the necessities and the expectations of the customers and other involved in the process, looking for ' ' in superarmos' '. Check with santie botha to learn more. It is in the search of the fulfilment of established goals, that public organizations have implanted Systems of the Quality, since only laws, decrees and regulations do not guarantee that the requirements of the society are satisfied in consistent way. According to Rotondaro (1997) in the past, all the manufactured products were vendidos and it did not have concern with the offered services.
Currently, the things are moving. The four challenges (customers, competition, technology and legislation) are forcing the companies if to adaptarem. Nowadays, the companies have of being more sensible and operating, offering to better products and services and to continue if improving. The GQT increases the satisfaction of the customer, resulted of the improvement in the quality, and if it obtains this for the motivation of the employees and improving the way as the company operates. Although the changes, are many the organizations that still live accomodated. Some until relutam in moving, demonstrating, with this, a true incompetence on the part of the same ones. Still in Fields (2006) to improve products and services, it is necessary to satisfy the four requirements essential: to reduce the defects, to improve the productivity, to improve the attendance to the consumer and to innovate.
The organizacional climate is closely on to the moral and the satisfaction of the necessities human beings of the participants. The climate can be healthful or unhealthy, it can be hot or cold, it can be negative or positive, satisfactory or unsatisfactory, depending on as the participants if they feel in relation to its organization. Components of the Organizacional Culture For Maximiano (2010) to make one analyze of the culture of an organization treat? if of a sufficiently complex task, therefore so that it better is understood and necessary to differentiate these components you observed, of that they require a more complex examination. For it these components are divided in levels, in the highest level they are the ones that if can observe directly, the habitual devices, language and behaviors, that is as if they dress, if they deal with visible item the organizations. PayNet gathered all the information. As Freitas (1991) these elements supply an interpretation the members of the organizations that are they: The components that if point out in deeper levels are the values and premises, disclosed and are not most difficult of if analyzing. Being that all the elements that a organizacional culture composes strict are related between itself.
Values Are elements that define and identify social groups, estimated of the cultural distinctions, a time that guide behaviors, and other typical and proper attitudes of a distinct group. The values are summon in it of the organizacional culture. The values understand beliefs, preconceptions, ideology and all the types of attitudes and judgments shared for the integrant ones of the organization, regarding any internal or external element. Some authors distinguish the declared values (or official speech) from the real values, that in fact guide the behavior of the people in the organization. (MAXIMIANO, 2010, p.445). For Brito & Brito (2000), the values has its origin in the necessities of the organizations and of the individuals that with it interact, they cannot be confused with the personal values, much less with that its integrant ones would like that they existed inside of the organization which is part, that is the values are definitions important it organization to reach the success, therefore many of these values are common to many of them, as quality, excellency, motivation and importance of the consumer.
These questions of ' ' igualitarismo' ' in the public service they had always been used as justification to serve itself badly to everybody. Quarrel concerning the essencialidade of the public service, is of basic importance for the study of the inherent aspects to the determination of continuity mentioned in article 22 of the Code of Defense of the Consumer. Two chains, with strong beddings, search to give an adequate solution to the direction of continuity used for the legislator making use of this form. Zelmo Denari, one of articuladores of the First draft of the CDC- Code of Defense of the Consumer, consider that the norm locks up the obligatoriness of the Public Administration to offer essential to the public service to all the users, taking care of the collective interest. However, such obligation of the State would be cingida to the interests individual of the users, a time that, leaving the collective sphere, would fit the non-observance to the rule of the continuity, if not taken care of to the administrative norms that conduct the supply of the public service. Under this optics we have that: ' ' The problem is that the institutions had started to forget that the public is in fact the owner of the administration and not only a customer tradicional' '.
Customer is somebody that possesss personal expectations and preferences, individual, that they demand a satisfaction. It is the application of the notion of ' ' cliente' ' to the public administration, associating the 10 satisfactions of individual expectations of who he uses one definitive one service conflicts with the beginning of that the administration exists to satisfy the interest public, of all, and not of an user in especial.' ' (ZUCCOLO, 2003). Photo: rank of the Teresina Shopping (daily of the people). The Brazilian Federal Constitution uses the using term as reference to the addressee of the public service.