Human Resources Management: Job Design, Recruitment, and Labor Laws
Human Resources Management
1. Job Design in Human Resource Management
Job design focuses on structuring or restructuring key components of a position, often including responsibilities. While job analysis examines the components of a position, job design determines how these components should be combined and harmonized to enhance performance.
2. Job Enrichment and Expansion
To address ongoing challenges, Herzberg proposed “job enrichment,” which involves expanding the responsibilities, objectives, and challenges of a position. This can be lateral (adding responsibilities at the same level) or vertical (adding responsibilities at progressively higher levels). While enrichment can have positive effects, it can also lead to increased anxiety or conflict.
3. Recruitment and Selection
Recruitment is the process of identifying and attracting qualified candidates to fill vacancies. It starts with the search for candidates and ends when applications are received. Selection, a separate process, then chooses the most suitable candidates from the applicant pool.
Job descriptions are crucial tools that provide essential information about the roles and responsibilities of each vacancy.
Internal Recruitment:
- Cost-effective and faster
- Higher validity and security
- Motivates employees and leverages training investments
- Fosters healthy competition
4. Recruitment Sources and Their Importance
Recruitment sources are mechanisms and platforms used to access potential candidates who fit the required profile. These are part of external recruitment.
Primary Sources:
- University Professional Schools
- Institutes of Higher Education
- Technical Training Institutes
Secondary Sources:
- Job boards for new professionals
- Electronic databases
- Recruitment consultants
- Newspaper advertisements
5. Selection Process and Tools
Selection is the process of choosing the candidates most likely to adapt to the offered position and meet the organization’s needs and the profile requirements.
The main objective of selection is to find the best candidate for a specific job, considering both the organization’s and the worker’s needs and characteristics.
Selection Tools:
- Capacity Testing: Various tests can measure intellectual ability or general intelligence. These tests offer high validity and can assess personal adaptability at a low cost.
- Letters of Recommendation: While rarely negative, letters of recommendation can provide insights into a candidate’s attitudes and skills, especially when similar aspects are highlighted in multiple letters.
- Application Forms: Useful for initial screening and provide biographical information, work experience, preferences, and training. Compliance with relevant legislation regarding the information requested is essential.
6. Employment Contract as Defined by Labor Code Article 10
An individual employment contract is an agreement between an employer and an employee, where the employee provides personal services under the employer’s direction and control, and the employer pays a specified remuneration for these services.
A collective employment contract involves one or more employers and one or more trade unions or groups of workers who negotiate collectively to establish common working conditions and wages for a specific period.
Article 10 of the Labor Code states that an employment contract must contain at least the following:
- Place and date of the contract
- Identification of the parties, including nationality, dates of birth, and worker’s income
- Nature of the services and the location where they will be provided
- Amount, form, and frequency of remuneration
- Duration and distribution of working hours
- Term of the contract
- Other agreements made by the parties
7. Remuneration According to Labor Code Articles 41 and 42
Article 41 defines remuneration as the consideration paid in cash and additional benefits valued in money, paid by the employer to the worker under the employment contract.
Certain items are not considered remuneration, such as mobilization allowances, cash loss compensation, tool wear and tear, travel expenses, family allowances, severance pay, and expense reimbursements.
Article 42 specifies that remuneration includes:
- Salary: Fixed cash payment for equal periods, as specified in the contract
- Overtime pay: Remuneration for work beyond normal hours
- Commission: Percentage of sales or purchase prices, or other operations conducted with the worker’s assistance
- Profit-sharing: Proportion of profits from a specific business or company unit
- Bonus: Share of profits paid by the employer to the worker
8. Social Insurance Against Accidents and Occupational Diseases (Labor Code Articles 209, 210, and 211)
Article 209 states that the employer is responsible for mandatory social insurance contributions against accidents and occupational diseases, as covered by Law No. 16,744. The owner of the work or project is also liable for the contributions of contractors related to their subcontractors.
Article 210 requires businesses covered by Law No. 16,744 to implement and maintain health and safety measures as stipulated by the law.
Article 211 outlines the financing of occupational accident and disease insurance, including a general basic contribution and an additional contribution based on the company’s activity and risk level, paid by both the employer and through fines, investment income, and employer recourse.
9. Pensions Under Decree Law No. 3,500
Key Features of Pension Annuities: Pension System DL 3,500
The Pension System under DL 3,500 (1980) consists of:
- Individual Capitalization Pillar: Based on savings accumulated by each employee during their working life.
- Solidarity Pillar: Provides state support for individuals who haven’t joined a pension system or haven’t saved enough for a decent pension.
- Voluntary Pillar: Encourages non-mandatory savings for retirement.