Publication: Análisis comparativo de tres métodos de valoración de puestos de trabajo
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2016-08-19
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Universidad Complutense de Madrid
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Abstract
La valoración de puestos de trabajo es un proceso básico dentro de la Psicología del Trabajo y las Organizaciones y de la gestión de recursos humanos, cuya finalidad principal es determinar el valor relativo de los puestos en función de sus contribuciones para la organiza-ción, si bien sus resultados pueden aplicarse para distintos fines, tanto en el ámbito de las re-tribuciones como en otras áreas de la gestión de los recursos humanos. Dentro del marco de la valoración de puestos, el objetivo general de esta investigación es analizar las semejanzas y diferencias en los resultados obtenidos cuando se aplican distin-tos métodos de valoración a una misma muestra de puestos, con el fin de facilitar la toma de decisiones durante el proceso de valoración, tanto desde un punto de vista técnico como so-cial, al tiempo que se optimiza el número de factores utilizados, reduciendo los costes y los tiempos exigidos para su desarrollo. La investigación se desarrolló en dos organizaciones públicas locales. El número de puestos-tipo con el que se trabajó fue de 67 en una de las organizaciones y de 51 en la otra, incluyendo puestos de todos los niveles, desde la dirección hasta los más operativos. De forma previa a la valoración de los puestos se llevó a cabo el análisis y descripción de los mismos, utilizándose como método de recogida de información la entrevista semies-tructurada. Para la valoración de los puestos se utilizaron tres sistemas, uno personalizado ba-sado en el método de la puntuación, el sistema Hay o de escalas y perfiles y el método DEPYET, tanto el sistema Hay como el método DEPYET fueron adaptados a las característi-cas específicas de las dos organizaciones...
Job evaluation is a basic process in the fields of Work y Organisation Psychology and Human Resources Management, whose major goal is to determine the relative value of jobs according to their contributions to the organisation, and so outcomes may be applied to dif-ferent purposes such as compensation and other human resource practices. Regarding job evaluation, the general objective of this research was to analyse both similarities and differences from the obtained results when different job evaluation methods are applied to the same sample of jobs, in order to simplify decision making during the evalu-ation process, from the technical and social points of view, while optimizing the number of factors used in order to reduce costs and time demanded for its development. This investigation was carried out in two local public organisations. The number of works used in each organisation was 67 in one and 51 in the other, ranging all different levels of responsibility, from management positions to the most operational ones. A previous job analysis and description of those jobs before the evaluation was carried out using semi-structured interview as a data collection method. As for the job evaluation three systems were used: an ad hoc one based on the point method, the profile and scale Hay system and the DEPYET method; both Hay system and DEPYET method were adapted to the specific features of the organisations...
Job evaluation is a basic process in the fields of Work y Organisation Psychology and Human Resources Management, whose major goal is to determine the relative value of jobs according to their contributions to the organisation, and so outcomes may be applied to dif-ferent purposes such as compensation and other human resource practices. Regarding job evaluation, the general objective of this research was to analyse both similarities and differences from the obtained results when different job evaluation methods are applied to the same sample of jobs, in order to simplify decision making during the evalu-ation process, from the technical and social points of view, while optimizing the number of factors used in order to reduce costs and time demanded for its development. This investigation was carried out in two local public organisations. The number of works used in each organisation was 67 in one and 51 in the other, ranging all different levels of responsibility, from management positions to the most operational ones. A previous job analysis and description of those jobs before the evaluation was carried out using semi-structured interview as a data collection method. As for the job evaluation three systems were used: an ad hoc one based on the point method, the profile and scale Hay system and the DEPYET method; both Hay system and DEPYET method were adapted to the specific features of the organisations...
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Tesis inédita de la Universidad Complutense de Madrid, Facultad de Psicología, Departamento de Psicología Diferencial y del Trabajo, leída el 20/01/2016