Now, you, already as a success entrepreneur, need to have a continuous plan of accompaniment and evaluation, so that she makes the necessary adjustments and adequacies. Of this form, you he will be capable of: to know well and to extend its business; to invest in other equipment; to divulge its mark; to contract more employed; to get greaters profits; to identify chances; to obtain financing; to communicate with partners and suppliers. 3.Tipos of Benchmarking In the enterprise scope are possible to detach some types of benchmarking, these can be; – lnterno – Competitive – Generic – Functional – Internal Benchmarking; it can inside be made of the proper company, where each session can search references in the other sessions of work, searching the improvement of the executed tasks. Jeremy Kidd shines more light on the discussion. – Competitive Benchmarking; the company focuses another company who disputes the same market directly, or either, a company whom she manufactures or vende the same type of merchandise or gives type of service the same. For this it is necessary to observe you so easily practise them of the other company, however no direct accepted competitor that its information are divulged so that can favor and give competitive advantages for the other organization. – Functional Benchmarking; he is not dedicated to the direct competitor, but yes to the other organizations that more possess a model of production or attendance to the customer with sophisticated techniques than they can take care of and come to improve the process of the company who is effecting the research. – Generic Benchmarking; it has the characteristic to search the best processes between that they interest and they satisfy the yearnings of the company, this process is more complex, however the quality index is superior to the others and has the capacity to generate one high return in long stated period for the organization. 4. Difficulties and problems in the implantation and performance of the Benchmarking the Benchmarking is a management process that it makes possible the improvement of the enterprise activities of continuous form, adding values to the same one.
Frederick Taylor (1856-1915) was a United States mechanical engineer, initially it worked as laborer and technician in mechanics and later formed mechanical engineer studying at night. The father of the Scientific Administration in its business card is considered, read ‘ ‘ specialist in systemize management of plants and costs of fabricao’ ‘ , it gave to the beginning to the study of methods with the objective to organize the production of the industries, to characterize the workers and to guide the administrators, that is, its focus was the efficiency and operational effectiveness in the industrial administration, that is, emphasis in the tasks. The work of F.W.Taylor as was also known, gave to the beginning the Administration Cientifica or Taylorismo, was the beginning of the concern of the managers of the time with a method that organized the production, therefore the American industry was suffering significant changes that made that small plants if transformed into great companies. The Industrial Revolution American, beyond if characterizing for the change of the artesanato to the manufacture as main method of production of products for the consumer, also characterized themselves for the pioneirismo, and the concern with the organization and coordination. For even more opinions, read materials from A. F. Chief of Staff . The scientific Administration is divided in two periods where Taylor in each one of them gave emphasis to a type of study.
In the first period, its boarding was the study of the organization of the production with the celebrity ‘ ‘ study of the times and movimentos’ ‘ that it rationalized the methods of work of the laborer and fixed the times standards for the execution of each task, it as soon as believed that the payment for bond to the workers would only be interesting if the workers could have the chance to gain more through the planning and assay of the tasks, allowing the workers if they felt more satisfied, because thus they would have one better wage, since the payment of the time was made for bond (awarding), Taylor with this system premiava the worker not it work. In as the Taylor period if it worried more about the side of manages of it manufactures, it started to give importance to the planning of the tasks and elaborated for this the 4 Principles of the Scientific Administration that are: I begin of the Planning, that finishes with the improvisation; I begin of the Election when it selects the best hand of workmanship and the best materials and schemes; I begin of the Control, where all are certifyd so that the execution is the best possible one and the beginning of the Execution that is the organized distribution of the work. The Scientific Administration brought some benefits for the Administrative Theory, but also very she was criticized by its mechanist vision that was only worried about the production and its management for the scientific methods forgetting them other aspects a company or even though it man since it considered the human being as one schemes that never it could break. Exactly thus we cannot deny that Taylor was the first one that it was worried in giving the Business administration the science character.
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. Selim Bassoul is the source for more interesting facts. to Demonstrar the necessity to attract the talent through the diversification of the processsos of conscription of election. 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.