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INNOVATION PROYECT ON HUMAN CAPITAL DEVELOPMENT

Janeth Acosta MoraMauricio Martínez MartínezLaura Leal RoblesManlio Fabio Gómez García

MUMEX

PREMIUM

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ObjetiveLearn the concepts seen in class applied in a real situation, analyzing the work enviroment and how this can create an advantage or disadvantage in a company.

Learn to:Analize Innovate Develop

For this we will compare two companies and their methods of human capital development

+ MUMEXYears of existence: 3Mission: guarantee the health and wellness of our clients being the best brand of chicken on the market, offering to them natural and processed quality products, with the best standards of hygiene and service, a result of our human talent.

Vision: Mumex, has as vision to be the only brand leader in production and commercialization of chicken and products of added value at national level ensuring the integral quality of our products and services.

+Valueswork under the philosophy of: quality Compromise service spirit perseverance loyalty innovation creativity respect.

Organizational chart

Number of employees: 20 Information of employeesAverage age 22

+3 MAIN ELEMENTS Autonomy: They let some

employees to take decisions when needed in order to reach the goal on time, they also train their employees to be able to take decisions but immediately let their boss know about it.

Purpose: Improve each day, reaching their short-term goals to be able to grow as a company and provide to their clients the best products.

Mastery: There are workshops to train them and teach them new things in order to have a prepared team of employees.

+PREMIUM

MisiónWe aim to be a company with a high level of quality red meat and bring to your table the best of cattle complementing your purchase with a quality service.

Visión Being one of the most recognized butchers of the lagoon, for good service and quality of red meats.

Values

Honest Quality Good service Personal and respectful servicing

+Mario

Helguera: owner/directo

r

Cashiers Butcher Others

Barbecue Men

Speaker

Sr. Helguera: inversionist/p

artner

Organizational chart

+PREMIUM Number of employees: 5

Information of each employee Ignacio: 3 month/48/ men/ Mexican/ university/married Nora: 1 week/29/women/Mexican/ University/married with family Iris: 1 month and a half/16/Women/Mexican/High School/single Marco: 2 month/21/ Men/ Mexican/ University/single Humberto: 2 months/65/Men/Mexican/ University/ married

+Skill, knowledge and qualities Ignacio: good administrator, beef manipulation, good treatment with costumers/knowledge about all the types of beef/ he found the way to make his job in a most efficiently way.

Nora: good treatment with costumers, good service/ familiarize with the products, knowing how to use microsip/ active with costumers.

Iris: good treatment with costumers, responsible,/ knowing how to use microsip

Marco: does his work quickly, active worker/ good cooker/ his always making different things on the job.

Humberto: good with words, convincing/ knows plenty words to express his thoughts in many different way/ connect with people through his words.

+3 MAIN ELEMENTS Autonomy: they feel compromise

with the company and make their work in the most efficiently way even when there are some activities that they don’t have to do they decide to make them because it represent their initiative to see the company growing.

Purpose: grow together as company to develop professional abilities with the pass of the days.

Mastery: they give them workshops to give them more work abilities and develop the ones that they have.

+QUESTIONS 1 know what is expected of me at work.? 2. Has the equipment and materials I need to do my job? 3. recognition or praise you received from the company? 4 how does the company shows interest in your development? 5 Accounts with someone who encourages your personal and professional

development.? 6 In which way your opinion is taken ? 7 Do you know the mission and vision of the company? 8. you think that your colleagues are dedicated and committed to doing

quality work? In what way? 9 What kind of feedback had you recived for your performance at work? 10 What kind of challenges are applied to perform your skills?

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StrategyThey don’t have specific challenges for each employee and the feedback is not fluid so the workers don’t feel that their opinions count for the company, also they don’t get specialize in a specific task.That why we recommend to MUMEX the next strategies:• Delegate a specific activity for each employee

that is involve on the production process.• If the workers have problem with the task to do,

give him a capacitation so he can develop his ability to make what they supposed to do.

• Have personal meetings in which all of them can get a measured feedback of the opportunity areas and recognition of the work well done.

This restructuration of the production process will give the employees specific certain things to do so they will be more specialize in one part of the production and will affect positively their efficiency at work.

+Online portafolio

http://www.slideshare.net/janethacm?utm_campaign=profiletracking&utm_medium=sssite&utm_source=ssslideview