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Cuadernillo Seleccion Por Competencias PDF
Cuadernillo Seleccion Por Competencias PDF
Cuadernillo Práctico
Índice
Instrucciones................................................................................................................... 3
Libros relacionados.......................................................................................................... 72
INSTRUCCIONES
Este cuadernillo técnico le servirá de guía para repasar los conceptos teóricos de la
obra Selección por Competencias.
Se solicita a usted presentar un caso, puede ser uno que le ha tocado en su vida
profesional. Si le fue asignada una competencia, recuerde tener en cuenta la misma
para la definición del perfil (Capítulo 4).
Si el caso que usted presenta no se corresponde con una empresa que utiliza
competencias, le sugerimos que usted las defina.
Si la empresa que usted toma como referente trabaja por competencias en otra apertura
de grados parte de su entrenamiento será transformar esa apertura en cuatro según la
metodología Martha Alles Capital Humano.
Capítulo 1
Consigna 1
Presentación del caso: tipo de empresa, búsqueda a realizar, personalidad del jefe, del
futuro empleado, si la empresa trabaja utilizando gestión por competencias o no, perfil
del puesto y toda otra información que pueda serle útil para el ejercicio.
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Consigna 2
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Consigna 3
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Consigna 4
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Definir competencia
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GRADO COMPORTAMIENTOS
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Sugerencia
Gestión por Competencias. El diccionario (2da. Edición). Ediciones Granica. 2008.
Definir competencia
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GRADO COMPORTAMIENTOS
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Sugerencia
Gestión por Competencias. El diccionario (2da. Edición). Ediciones Granica. 2008.
Definir competencia
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GRADO COMPORTAMIENTOS
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Sugerencia
Gestión por Competencias. El diccionario (2da. Edición). Ediciones Granica. 2008.
Definir competencia
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GRADO COMPORTAMIENTOS
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Sugerencia
Gestión por Competencias. El diccionario (2da. Edición). Ediciones Granica. 2008.
Definir competencia
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GRADO COMPORTAMIENTOS
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Sugerencia
Gestión por Competencias. El diccionario (2da. Edición). Ediciones Granica. 2008.
Definir competencia
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GRADO COMPORTAMIENTOS
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Sugerencia
Gestión por Competencias. El diccionario (2da. Edición). Ediciones Granica. 2008.
La selección de personas en
contextos de alto desempleo
Capítulo 2
Consigna
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Inicio de un proceso
de selección
Capítulo 3
Consigna 1
A. Leer las páginas 118 a 123 y completar la siguiente tabla con las competencias y
conocimientos que usted considera que debiera tener un buen selector.
COMPETENCIAS CONOCIMIENTOS
Competencia 1: ................................................................................................
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Competencia 2: ................................................................................................
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Competencia 3: ................................................................................................
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Competencia 4: ................................................................................................
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Consigna 2
Responder: ¿por qué considera que un buen selector debe poseer conocimientos más
allá de los que ofrece su especialidad?
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Capítulo 4
Consigna
OBJETIVO DE LA POSICION
PLAN DE CARRERA
En ............ años
En ............ años
En ............ años
REQUISITOS
Experiencia (tipo de empresa, funciones, número de años)
EDUCACION
Secundaria
Universitaria
Posgrados
Conocimientos Especiales
Informática
Jefe:
Colegas:
Proveedores:
Supervisados:
COMPETENCIAS REQUERIDAS
Grado No
A B C D relevada
Alta adaptabilidad - flexibilidad
Capacidad de aprendizaje
Colaboración
Competencia - capacidad
Dinamismo - energía
Empowerment
Franqueza - confiabilidad -
integridad
Habilidad analítica
Iniciativa - autonomía - sencillez
Liderazgo
Modalidades de contacto
Nivel de compromiso - disciplina
personal
Orientación al cliente interno y
externo
Productividad
Responsabilidad
Tolerancia a la presión
Trabajo en equipo
Visión estratégica
Otras
Salario
Variable
Bonus
Otros
Capítulo 5
Consigna 1
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Preselección y selección
Capítulo 6
Consigna 1
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Sugerencia
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Utilizar Elija al Mejor. Cómo entrevistar por competencias. Segunda
edición ampliada y revisada. Ediciones Granica. 2003.
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Consigna 2
En referencia a las competencias dominantes del perfil definidas por usted en este
ejercicio, elaborar para cada una de ellas, 4 (cuatro) preguntas por competencias.
Competencia: ………………………………………………………………………………..……
1. ...........................................................................................................................
2. ...........................................................................................................................
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Competencia: ………………………………………………………………………………..……
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Competencia: ………………………………………………………………………………..……
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Competencia: ………………………………………………………………………………..……
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Competencia: ………………………………………………………………………………..……
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Competencia: ………………………………………………………………………………..……
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Sugerencia
Utilizar Diccionario de preguntas. Gestión por Competencias. Nueva
edición. Granica. 2009.
Consigna 3
Datos Personales
Nombre y Apellido.
Dirección y teléfonos.
Fecha de nacimiento. Estado Civil. Nro. de documento.
Experiencia Laboral
Comenzando por el trabajo actual o el último, indique el nombre de la empresa, fechas de ingreso y
egreso, posición ocupada y principales funciones o logros.
Estudios
Se debe comenzar por el último o más alto título alcanzado, indicando la institución de donde se egresó o
se está estudiando. En este último caso agregar año en curso.
En los casos de jóvenes profesionales indicar promedio general de la carrera.
Si no se poseen estudios universitarios indicar estudios secundarios, año de egreso y título obtenido.
Idiomas
Indicar idiomas que se dominan o conocen. Mencionar con precisión si su nivel es bilingüe, muy bueno,
bueno, intermedio o básico. Si no lo maneja elimine este ítem.
Informática
Enumerar que utilitarios y sistemas maneja.
Cursos
Indicar únicamente los más recientes y los que considere de mayor relevancia.
CV postulante
Datos Personales
Experiencia Laboral
Estudios
Idiomas
Informática
Cursos
Consigna 4
Imagine un diálogo con el postulante. Por cada una de las preguntas por competencias
presentar una respuesta con un esquema como el siguiente:
Pregunta:…………
Respuesta:……….
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Consigna 5
Competencia _______________________________
Nivel detectado______________________________
Conducta asociada………………………………………………………………………….……
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Competencia _______________________________
Nivel detectado______________________________
Conducta asociada………………………………………………………………………….……
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Competencia _______________________________
Nivel detectado______________________________
Conducta asociada………………………………………………………………………….……
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Competencia _______________________________
Nivel detectado______________________________
Conducta asociada………………………………………………………………………….……
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Competencia _______________________________
Nivel detectado______________________________
Conducta asociada………………………………………………………………………….……
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Competencia _______________________________
Nivel detectado______________________________
Conducta asociada………………………………………………………………………….……
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Fecha
Entrevistado:
Título:
Idiomas:
Edad:
Posición requerida:
EMPRESA:
Ramo: Facturación
anual:
Nº de Otros:
empleados:
Entrevistado:
En ............ años
En ............ años
En ............ años
Entrevistado:
Jefe:
Colegas:
Proveedores:
Supervisados:
Entrevistado:
EDUCACION
Secundaria
Universitaria
Posgrados
Conocimientos Especiales
P.C.
Entrevistado:
COMENTARIOS FINALES
Presentación general:
Expresión verbal: Contacto:
COMPETENCIAS RELEVADAS
Requerida Grado No
por el perfil A B C D relevada
Alta adaptabilidad - flexibilidad
Capacidad de aprendizaje
Colaboración
Competencia - capacidad
Dinamismo - energía
Empowerment
Franqueza - confiabilidad -
integridad
Habilidad analítica
Iniciativa - autonomía - sencillez
Liderazgo
Modalidades de contacto
Nivel de compromiso - disciplina
personal
Orientación al cliente interno y
externo
Productividad
Responsabilidad
Tolerancia a la presión
Trabajo en equipo
Visión estratégica
Otras
Entrevistado:
Disponibilidad para el cambio:
ASPECTOS ECONOMICOS
REMUNERACION ACTUAL
Salario mensual/anual:
Variable:
Auto si/no: Gastos Pagos:
Bonus:
Otros:
PRETENSIONES
CONCLUSIONES
Entrevistó: Fecha:
2º entrevista: Fecha:
Capítulo 7
Consignas
Entrevista BEI
(Behavioral Event
Interview) o por
incidentes críticos
Evaluaciones
Psicológicas
Assessment
Center Method
(ACM)
Pruebas de
conocimientos
técnicos
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Negociación, oferta e
incorporación
Capítulo 8
Consigna 1
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Mitos y verdades en la búsqueda laboral. Granica. 2008. Capítulo 19.
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Consigna 2
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Consigna 3
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Comunicación y ética en un
proceso de selección
Capítulo 9
Consigna
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Aplicación de índices de
control de gestión en un
proceso de selección
Capítulo 10
Consigna 1
Leer desde la página 402 a la 409, analizar los diferentes índices de control de gestión
aplicables al área de Selección o Empleos, y completar la siguiente tabla:
Costo por
empleado
Costo por
empleado (con
gastos directos)
Tiempo de
respuesta
Tiempo para
comenzar
Grado de
aceptación de
ofertas
Grado de
satisfacción del
cliente interno (o
externo)
Consigna 2
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Teletrabajo y desvinculación
Práctica adicional
Teletrabajo
Consigna
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Desvinculación
Consigna
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1
CEO: Chief Excecutive Officer. Director General / Gerente general.
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Valoramos su opinión
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Contáctenos
DEPARTAMENTO DE CONSULTORIA
Talcahuano 833 (Talcahuano Plaza),
2° piso, (C1013AAD), Buenos Aires,
Argentina.
Tel. -54 11- 48.15.48.52
Fax. -54 11- 48.15.48.52 int. 102
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