MODULE I WAGE STRATEGY (SYSTEM VALUATION OF POSITION BY POINTS)

OBJETIVE: To provide the participants with the principles and techniques needed to achieve the salary payment that the worker gets is the right one according to his/her position, to his/her personal efficiency, needs and company’s possibilities. To assure the workers retention through the appliance of a wage administration and suited salaries without affecting the company’s finances and ensure and excellent productivity level.

1.- WAGE STRATEGY

A. Wage and salary concept

B. Business compensations

C. Factors for determining wages

D. Business parameters to set compensations

E. Consistency or internal equality

 

2.-VALUATION OF POSITIONS

POSITIONS ANALYSIS

A. Positions description

B. Analysis methods of positions

C. Form parts of positions description

D. Assessment methods of positions by points

E. Assessment dynamic of positions by points

 

MODULE II DEVELOPMENT EVALUATION

OBJECTIVE: To identify the theoretical foundations of the Human Resources administration and its development.

To describe the main traditional and modern methods of the workers evaluation.

To identify the factor to consider during the evaluation process and the workers performance.

To assess the evaluation interview of the worker’s performance and his/her results.

To make a practical exercise with an evaluation tool for the performance

To propose an evaluation instrument according to the company’s needs

1.- EVALUATION CONCEPT AND MEANING OF THE WORKER’S PERFORMANCE

A. Traditional and modern methods of the evaluation regarding the human performance: pros and cons

B. Benefits of the performance evaluation

C. Aspects to consider during the perfomance evaluation

D. Interview evaluation: results

 

2.- TENCENCIES IN THE EVALUATIONS MANAGEMENTS FO THE PERFORMANCE

A. The making of evaluation instructive of performance

B. Designing of a model format of the evaluation performance

C. Practical excercise

D. Learning and compromises of the participants

 

MODULE III ANALYSIS OF THE NEW LABOR REFORM

• OBJECTIVE: Make participants aware of the Regulatory Legal Framework contained in the Federal Labor Law, its modifications, additions and new reforms, all with a Human Resources approach.
• To know the functions and faculties of the Conciliation and Labor Registry Centers, and of the Labor Courts of the Judiciary (which come in substitution of the Conciliation and Arbitration Boards).
• To understand the new individual contract termination processes in accordance with the Prejudicial Conciliation Procedure.

1. DEFINITION OF THE NEW CONCEPT OF LABOR RELATIONS
2. Knowledge of the new Reforms to the Labor Legislation in Mexico.
3. Background of (Influences for) Labor Reform.
4. Functions and Powers of the Conciliation and Labor Registry Centers.
5. New structure of Labor Relations in Mexico.

 

1. INDIVIDUAL WORK RELATIONS
2. New hiring schemes.
3. Types of contracts.
4. Disappearance of the Conciliation and Arbitration Boards.
5. Duration of work relationships.

MODULE IV COLLECTIVE WORK RELATIONS

• OBJECTIVE: To provide the foundations for the negotiation of the CST, in accordance with the new Labor Reform.
• To know the new consultation methods through personal, free, direct and secret voting.
• To propose preventive actions according to the schedule of activities for the next four years.

 

1. DEFINITIONS OF DISMISSAL ACCORDING TO LABOR REFORM
2. Analysis of the causes of termination of the employment relationship without responsibility for the employer.
3. Prejudicial Conciliation before the Labor Conciliation and Registration Center.
4. Ordinary Labor Procedure of Demand before the Office of the Parties.
5. Management of Termination of Individual Contract Agreement.

 

1. NEW SCHEMES OF COLLECTIVE CONTRACTING
2. Constitution and Registration of Workers’ Unions.
3. Verification of the Collective Contract Requirements.
4. Proof of Representativeness for Unions.
5. Preventive Actions for Legal Compliance.
6. Labor Prevention Model.

MODULE V STRATEGIES FOR RECRUITMENT AND SELECTION

OBJECTIVE: To provide the participant with the most effective tools and techniques to ensure the recruitment of suitable personnel, allowing the organization to achieve its goals and better results.

1.- SELECTION PROCEDURE

A. Planning decisions of Human Resources

B. Identify the adequate means of recruitment

C. Compensations Management

D. Definition of profile

 

2.- INTERVIEW STAGE

A. Interview planning

B. Interview content

C. How to ask more suitable questions?

D. Applicant evaluation techniques

 

MODULE VI DIAGNOSIS OF RECRUITING NEEDS

OBJECTIVE: To provide the participant with the most effective tools and techniques to detect the real training needs in your company

1.- TRAINING GOALS ACCORDING TO THE COMPANY’S VISION

A. Concepts of need

B. Concept of training

C. Kinds of training needs

D. Appliance of methods to detect training needs

 

2.- TO CONTROL RESULTS AND EVALUATE

A. Planning and definition of training goals

B. Processes evaluation of human capital development

C. Training cycle – Training – Development

D. Evaluation of efficiency and training

 

MODULE VII MANAGERIAL LEADERSHIP

OBJECTIVE_ To develop in the participants, managements skills to the level of a worldwide company

1.- EFFICIENT MANAGEMENT OF CAST

A. Evolution of cast administration

B. Main fails in the cast management

C. Basic functions of the manager

D. Execution criteria of an efficient management

 

2.- TECHNIQUES FOR AN IMPROVEMENT OF THE HABITS AND THE CAST’S PERFORMANCE

A. Flattering and acknowledgement management

B. Techniques to reinforce the positive behavior of the cast

C. 5 steps to improve the habits and cat’s performance

D. Use of disciplinary action in the effective management

 

MODULE VIII INTRODUCTION TO ORGANIZATIONAL DEVELOPMENT

 

OBJECTIVE: To briefly review the key elements to train employees in organizations to become agents of change towards an effective organizational culture, promoting their development, increasing their productivity and, therefore, contributing to the profitability of the company. business.

I. INTRODUCTION TO ORGANIZATIONAL DEVELOPMENT (O.D.)

1. Organizational Trends
2. Organizational Behavior as a trigger in the creation of its Culture

II. THE ORGANIZATIONAL DIAGNOSIS

1. Organizational Diagnosis for continuous improvement
2. The evaluation of the organizational system through diagnostic tools (questionnaires)

III. THE MANAGEMENT OF ORGANIZATIONAL CHANGE

1. Typology of Resistance to Change
2. Leadership as a key factor in the process of change
3. Development of High Performance Teams for problem solving