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Wells

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INFORME: CASO WELLS Y ASOCIADOS

1. Introducción

El presente informe tiene por finalidad describir el perfil actual del personal que se contrata para el grupo de adiestramiento financiero de la empresa. Así mismo, este documento mostrará el perfil de las personas contratadas que han tenido una evaluación satisfactoria al final del segundo año de desempeño en el cargo.

Finalmente, luego del análisis estadístico de la información, se exponen conclusiones y recomendaciones a fin de mejorar la eficacia en el proceso de contratación, que tendrá como resultado un ahorro monetario para la firma.

2. Descripción del perfil actual del contratado del grupo de adiestramiento financiero

Para obtener la descripción del perfil actual del contratado del grupo de adiestramiento financiero de la empresa, se seleccionaron 145 fichas de los más de 2000 candidatos que han sido contratados y que tienen como mínimo dos años de experiencia en la empresa. Las variables obtenidas en este proceso son las siguientes:

* Género (masculino o femenino) * Edad (en años) * Promedio ponderado de notas universitarias (escala de 0 a 20) * Calidad de la universidad de procedencia (Excelente, muy buena, buena y regular) * Nota de la prueba de aptitudes. (donde 0 es muy improbable que tenga éxito en el trabajo a 100 muy probable que tenga éxito en el trabajo) * Nota de la prueba de rendimiento al final del segundo año (donde 0 es muy mal rendimiento y 100 demuestra un excelente rendimiento)

A partir de las mismas, podemos mostrar los siguientes cuadros resumen de interés:

Gráfico 1 – Género de Colaboradores

El gráfico 1 muestra la distribución de acuerdo al género de los contratados. Se observa que el 64% de esta población son hombres, mientras sólo el 36% son mujeres.

Gráfico 2 – Edad de Colaboradores

En el gráfico 2 se observa que las edades más comunes de los colaboradores contratados son los 23, 24, 25 y 26 años de edad, siendo la suma de las frecuencias porcentuales de estas edades más del 80% del total contratado.

Gráfico 3 – Calificación Universitaria de Colaboradores

En el gráfico 3 se observa que el promedio ponderado de las notas universitarias más frecuentes pertenecen al rango de 13.00 a 14.99 donde se ubica la mayor parte de la población contratada (66%).

Gráfico 4 – Calidad de Universidad del Colaborador

En el gráfico 4 se aprecia que el 39% y 33% de los colaboradores provienen de universidades calificadas como Buena y Muy buena respectivamente, siendo estos los porcentajes significativamente más altos de la población.

Gráfico 5 – Índice de Éxito de Colaboradores

El gráfico 5 muestra que las puntuaciones en los rangos 60 al 69, 70 al 79 y 80 a 89 son las puntuaciones más frecuentes dentro de los contratados y que tienen el mismo peso o frecuencia relativa porcentual.

Gráfico 6 – Rendimiento al Segundo Año de Colaboradores

El gráfico 6 muestra que el 54% de la población obtuvo resultados sobre el promedio, 37% resultados Satisfactorios y sólo el 10% resultados Excelente. No se encontró colaboradores con resultados Insatisfactorios.

Cabe mencionar que la fuente de información para la elaboración de las estadísticas mostradas en esta sección se anexa al presente informe.

3. Análisis de Valor

A partir de la población total de 145 contratados, se ha realizado una selección de los colaboradores que en la prueba del rendimiento al final del segundo año obtuvieron resultados sobre el promedio y excelentes. Esto se realizó con el fin de analizar el perfil de los contratados que con certeza tuvieron éxito en su vida laboral en la compañía, que es el “cluster” de interés.

En el gráfico 6 se observa que este “cluster” representa 64% de la población y que está conformado por 92 contratados. Estos 92 colaboradores representarían ahora la nueva población total para el análisis de valor.

A continuación se exponen las variables más resaltantes:

Se encontró que las edades más recurrentes son de 21 a 26 ya que el 91% de esta nueva población se encuentra en este rango y solo el 9% se encuentra en el rango de edades del 27 a 30.

Por otro lado, el 90% proviene de una universidad de calidad buena, muy buena y excelente y solo el 10% de una universidad de calidad regular.

Finalmente, el 89% de este “cluster” obtuvo igual o más de 60 puntos en la prueba de aptitud que mide la probabilidad de éxito en el trabajo. Sólo un 10% obtuvo un puntaje menor a 60.

Cabe mencionar que la fuente de información para la elaboración de las estadísticas mostradas en esta sección se anexa al presente informe.

4. Recomendaciones

* Se recomienda acotar el rango de edades de 21 a 26 como máximo en la selección del personal. * Se recomienda condicionar el ingreso de colaboradores con la universidad de procedencia. Solo estarían aptos para rendir exámenes de ingreso aquellos que provengan de una universidad buena, muy buena o excelente. * Se recomienda considerar que en la prueba de aptitud sólo aquellos que tengan un puntaje mayor o igual a 60 sean considerados en la selección del personal.

5. Conclusiones * Más del 50% de los contratados son del género masculino. * Según el perfil actual de contratados, las universidades catalogadas como buenas y muy buenas son la fuente predominante en la contratación de personal. * Las notas de universidad más frecuentes de los contratados son del rango 13 a 14.99, sin embargo esta variable no tienen mucha incidencia en cuán exitoso es el rendimiento del contratado en el trabajo. *

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