Human Resources

Organization Chart

CENTRO UNIVERSITARIO
EUROAMERICANO
2° TRIMESTRE
1.- What is a human resources organization chart for?

A human resources organization chart (sometimes also known as a human resources org

chart or an HR organization chart) is a visual diagram of the HR department’s internal

structure. It includes names of employees, their primary roles and responsibilities, and the

relationships and hierarchy between them. Organizational charts are often used company-

wide as well as within specific departments like HR.  

The purpose of a human resources organization chart is to help HR, and your entire

organization, understand the department’s structure in a visual format. It is clear who

reports to who and whom and who takes care of what part of HR.

This makes it easier for business leaders to see whether strategies are being implemented

and objectives met, and it helps employees understand their roles in meeting those

objectives. An HR organization chart also identifies open positions and potential gaps in the

structure. 

A sample chart and your own chart can serve as a framework that helps you easily identify

how your Human Resources department can grow further.

****DEMONSTRATIVE ADJECTIVES
****PREPOSITIONS
****AUXILIAR VERBS (DO)
I.-TRADUCCIÓN
1.- ¿Para qué sirve un organigrama de recursos humanos?
Un organigrama de recursos humanos (a veces también conocido como una organización de recursos
humanos o un gráfico de recursos humanos) es un diagrama visual de la estructura interna del
departamento de recursos humanos. Incluye los nombres de los empleados, sus funciones y
responsabilidades principales, las relaciones y la jerarquía entre ellos. Los organigramas a menudo se
usan en toda la empresa, así como dentro de departamentos específicos como Recursos Humanos.
El propósito de un organigrama de recursos humanos es ayudar a Recursos Humanos y a toda su
organización a comprender la estructura del departamento en un formato visual. Está claro quién reporta
a quién y quién se encarga de qué parte de RRHH.
Esto hace que sea más fácil para los líderes empresariales ver si las estrategias se están
implementando y se están cumpliendo los objetivos, ayuda a los empleados a comprender sus roles en
el cumplimiento de esos objetivos. Un organigrama de recursos humanos también identifica las
posiciones abiertas y las brechas potenciales en la estructura.
Un gráfico de muestra y su propio gráfico pueden servir como marco para ayudar a identificar fácilmente
cómo el departamento de Recursos Humanos puede crecer aún más.
II.-ORGANIZATION CHART

HUMAN RESOURCES
ORGANIZATION CHART
COMPANY NAME: PROFESSIONALS IN HUMAN DEVELOPMENT

CHIEF OF
PAYMENTES

HUMAN
RESOURCES
MANAGER

EXTERNAL
EMPLOYEE

PERSONNEL
MANAGEMENT

INTERNAL
EMPLOYEE
III.- BUSINESS CARD

We are a company that offers support to people with emotional, behavioral, loneliness, self-

esteem, depression, language problems and more.

personal attention from

psychologists, educators, psychiatrists, reliable.

Professionals in Human Development

Lic. Ma. Del Pilar Chavarín Domínguez

Pedagogue

Mekong Street #101 Valle of Aragón 5531475400

prodesh09@hotmail.com
IV.- CROQUIS

Croquis para llegar a Profesionales en el Desarrollo Humano ubicado en: Calle Mekong #
101, colonia Valle de Aragón 1ª sección, C.P. 57100, municipio de Nezahualcóyotl, Estado
de México. A partir de Centro Universitario Euroamericano ubicado en: Calle Tenoch mz
208 lt 60, colonia Ciudad Azteca 2ª sección, C.P. 55120, municipio de Ecatepec de
Morelos, Estado de México.
Caminar a la Av. R-1, cruzar avenida y abordar el transporte público que vaya dirección
metro Moctezuma, el transporte llegará a boulevard de los aztecas y doblará a mano
izquierda hasta llegar a la avenida central, doblará a la derecha hasta llegar a río de los
remedios, pasando se pide la parada en el puente peatonal, desciende, cruza la vía del
tren y entra por la avenida del valle del Yang-tse, camina 6 calles y en la séptima calle da
vuelta a la izquierda, en la sexta casa de lado derecho, encontrará el domicilio correcto.

IV.- SKETCH
Sketch to reach Professionals in Human Development located at: Mekong Street # 101,
Valle of Aragón neighborhood 1st section, C.P. 57100, municipality of Nezahualcóyotl,
State of Mexico. From the Euro-American University Center located at: Calle Tenoch mz
208 lt 60, Ciudad Azteca neighborhood 2nd section, C.P. 55120, municipality of Ecatepec
de Morelos, State of Mexico.

Walk to Av. R-1, cross the avenue and board the public transport that goes towards the
Moctezuma metro, the transport will arrive at boulevard Aztecas and turn left until you
reach the central avenue, turn right until you reach the river of remedies, after you ask for a
stop at the pedestrian bridge, go down, cross the train track and enter the avenue of the
Yangtze valley, walk 6 blocks and turn left on the seventh street, in the sixth house on the
right side, you will find the correct address.
V.-
1.- Job analysis: Is the process of gathering and analyzing information

Steps of job analysis

Determining Identify the Explain the Determine Process the

the purpose jobs process method information

Job analysis

Job description Job specification

Job title Qualifications

Job location Experience
Job summary Training
Reporting to!... Skills
Working conditions Responsabilites
Job duties Emotional characteristics
Machines to be used Sensory demands
Hazards

2.- Job specification: Is a list of recommended qualities for a person to qualify for and
succeed in a position.

3.- Job enlargement: Is all about adding additional responsibilities to a role.

Advantages of job enlargement

Increased Reduces Upskills the Opportunity Adds more

employee monotony employees to work on accountability
different and autonomy
activities

Example

Assistant

Task 1 Task 2 Task 3

Answer calls interact with outboundn calls
4.- Job design: Is the process of establishing and the systems and procedures that they
should use of follow.

Objective: to develop jobs that meet the requirements of the organization.

High motivation and

productivity

High quality of work

Job desing
High job satisfaction

Low absenteeism
1.- Job analysis: Is the process of gathering and analyzing information

Steps of job analysis

The The The The

psychologist psychologist psychologist The psychologist
must apply must be a will welcome psychologis must keep a
his trustworthy, his patient, t must be a detailed file
knowledge to self-confident from the first professiona for each
guide the person who moment he l in his patient, give
patient and patients want must make area, he continuity.
achieve an to talk to and eye contact will be The file will be
improvement be listened to. to generate trained at closed when
in attitude. trust, listen least once the patient
carefully and a quarter or has a
interest. depending favorable
on the diagnosis.
needs of
the patients
and
himself.

Job analysis

Job description Job specification

Job title: Psychologist Qualifications: Kind, skillful

Job location: Mekong Street # 101 Experience: One year
Job summary: Personalized attention to patients with
emotional problems. Training: Quarterly
Reporting to!...CEO Skills: Reliable
Working conditions: Office, 6 hours a day, hourly wage Responsibilities: The patients
Job duties: Punctuality, responsibility, respectful. Emotional characteristics: Sincere
Machines to be used: Stationery shop articles. Sensory demands: Sensitive
Hazards: Emotional lack of control of the patient.
2.- Job specification: Is a list of recommended qualities for a person to qualify for and
succeed in a position.

3.- Job enlargement: Is all about adding additional responsibilities to a role.

Advantages of job enlargement

Increased Reduces Upskills the Opportunity Adds more

employee. monotony. employees. to work on accountability
different and autonomy.
activities.

Psychologist

Task 1 Task 2 Task 3

Attend patients Query follow-up Be discretionary.
4.- Job design: Is the process of establishing and the systems and procedures that they
should use of follow.

Objective: to develop jobs that meet the requirements of the organization.

Acknowledgments.

Motivation.
Job design
Emotionally healthy
patients.

Better salaries.
VI.-

SKILLS & QUALIFICATIONS FOR RESUME

RESUME TOP SOFT SKILLS RESUME TOP HARD SKILLS

Problem solving Computer software
Critical thinking Computer application
Flexibility Design
Communication Data analysis
Teamwork Negotiation
Organization Mathematics
Creativity Project management
Emotional intelligence Marketing
Attention to detail Administrative
Responsibility Writing
Professional ethics Foreign languages

1.- How do you consider yourself in teamwork?

2.- What software package do you use?

3.- From 1 to 10 how do you consider your orthography?

4.- You know how to plan a class?

5.- How creative are you?