CHAPTER I

REFERENTIAL FRAMEWORK

INTRODUCTION

One of the fundamental steps we are going to address in this research is

the implementation of personnel policies, recruitment, internal channels and
external recruitment, process, etc.; in any organization is
provide qualified personnel, with the aim of achieving success in the
achievement of objectives and organizational goals.

However, it is important to review the recruitment and selection functions.

of the staff, due to the impact that the proper application has
these processes in the future performance of human resources.

Organizations have the need to integrate workers who are

capable of making them prosperous, people equally express their desire to
work in those that most identify with the satisfaction of their own
needs, allowing the unification of efforts to achieve objectives
organizational and individual.

In the history of the development of society, man has always been a being
indicator, promoter and maintenance of general progress, highlighting the role
that has played a role in the production process. Hence the importance derives
to select qualified personnel to effectively fulfill the functions and
activities that are assigned to him/her.

Thus arises the purpose of capturing those individuals who present

certain characteristics that allow them to execute with less effort and
greater efficiency in the various tasks present in the organization.
1.1 BACKGROUND

In 2004, the maquiladora called 'Ricitos' first started with the

production of underwear such as the shorts. Following the sales that were seen
In the production of clothing, the owner of the maquiladora decides to have
overproduction, which left it with good sales.

Later in the year 2006, I continued with the production of the swimsuit but
he also gets into the production of making pajamas, but when he was going to
he delivered his merchandise and saw that they paid a little less, then he saw that already

he didn't have enough and decided to change the production.

So for the year 2010, he decides and takes on the production of making t-shirts for
boys and girls, which works with different types of brands.

But one of the problems faced by the Ricitos maquiladora is improving the
recruitment and selection of personnel, since the owner hired people
without taking a test, since they only entered to work through
posters, for being a relative of the owner because the person knew how to handle it
machine.

Therefore, candidates need to be qualified to fill the

vacancies at the maquiladora.

1.1.1 OBJECTIVES

[Link] GENERAL OBJECTIVE

Improve the recruitment and selection process of personnel in the maquiladora.

Goldilocks

[Link] SPECIFIC OBJECTIVES

Identify the parameters within which the development takes place

recruitment and selection process of personnel.
To understand the recruitment and selection process of personnel.
Design strategies that allow for the selection of the ideal candidate
1.3 RESEARCH QUESTIONS

1. What are the parameters under which recruitment is developed and

selection of personnel for the vacant position?

2. Knowing the recruitment and selection process of personnel will help

identify the causes that affect the Ricitos maquiladora?

3. Will a better recruitment and selection process help with the

maquiladora to choose a better candidate for the vacancy?

1.4 JUSTIFICATION

For the maquiladora, having the recruitment process will be beneficial.

and selection of personnel, as it will avoid wasting time looking around.
personal.

William B. Werther says that recruitment is the process of identifying and

to interest candidates who receive the applications qualified to fill the
organization vacancies.

For William B. Werther, selection is the series of specific steps that

they are used to decide which applicants should be hired.

It will be good so that more people can attend and the right candidate can be chosen or

better, once it is selected later it can be placed in the

suitable place.

1.5 FEASIBILITY

The research is feasible as it has the financial resources,

materials and personnel to carry it out:

The owner of the maquiladora is accessible and has all the available time.
to assist us at the precise moment when the information is required, since
Books from the school library will be used, and searches will also be conducted.
information on the internet. Since the cost for this research is affordable
since the factory is located near where I live.

1.6 CONSEQUENCES

It will be good for the maquiladora to have a recruitment process.

selection of personnel, because this way you can choose the right candidate for the
indicated position and will avoid time losses when selecting staff.

CHAPTER II
RECRUITMENT OF PERSONNEL

INTRODUCTION

2.1 HISTORICAL EVOLUTION OF THE RECRUITMENT PROCESS

Personnel Selection

Since ancient times, it can be known through history that the

man made selection of individuals based on certain qualities; such
selective procedures were certainly very rudimentary. For example in
In ancient Rome, colored slaves were preferred for manual labor due to their
fortress. Over time, it evolves into a more suitable selection
based on the objective observation of the qualities and characteristics of the
individuals, but it is not until the origins of applied psychology that one
they are starting to conduct the first psychometric evaluations of the men.

Before conducting a complete analysis of Human Resources Management, it is

it is necessary to address various terminology issues when it comes to defining
the discipline and practice of Personnel Management include several
semantic complications and definition, many of these problems are due to
to the difficulty of distinguishing between direction and personnel management.
2.1.1 DEFINITION OF STAFF RECRUITMENT

According to Idalberto Chiavenato (1990), recruitment is a set of

procedures designed to attract potential qualified candidates and
capable of holding positions within the organization. Basically it is a
information system, through which the organization discloses and offers to
human resources market job opportunities that it intends to fill
(p.173).

Recruitment starts from data regarding needs

present and future of the organization’s human resources in the
activities related to research and intervention on sources
capable of providing the organization with a sufficient number of people, among
which, possibly, will select the necessary ones for the organization for the
achievement of their objectives.

According to William B. Werther / Keith Davis (1987), recruitment is called

process of identifying and attracting qualified candidates to fill the
vacant (p.92).

2.3 PERSONNEL RECRUITMENT POLICIES

1. That the candidate for a teaching position must have

a minimum of two years of experience.

2. That professionals with good academic performance be recruited.

3. That a teacher having worked at the university during class hours and
having received the necessary capacity, may be subjected to the process of

recruitment.

2.4 RECRUITMENT PROCESS

For William B. Werther / Keith Davis (1987), cited by Idalberto
Chiavenato (1990) tells us that the recruitment process depends on the decision.
From the line, the recruiter identifies the vacancies through the planning of the
human resources or at the request of management. The recruiter will refer to both
the needs of the position as well as the characteristics that it must possess
person who performs it.

Since recruitment is a staff function, its actions depend on a

line decision, which is formalized through a kind of order of
service, generally referred to as employment requirements or requirements
of personnel (p81, 92).

Recruitment involves a process that varies according to the organization.

the start of the recruitment process depends on the line's decision. In
As a result, the recruiting body has no authority to carry out
no recruitment activity if the body with the vacancy does not take the
decision to fill it out.

2.4.1 RECRUITMENT METHODS

It has already been verified that the recruitment sources are the areas of
human resources market explored by the mechanisms of
recruitment. This means that the human resources market presents various
sources that the company must identify and locate in order to attract
candidates that meet their needs through multiple techniques of
recruitment.

2.5 CHANNELS OF INTERNAL STAFF RECRUITMENT

For Idalberto Chiavenato (1990) quoted by Gomez, Neudiz (2005). It is

internally, when a specific vacancy arises, the company tries to fill it.
through the promotion of its employees, who can be promoted
(vertical movement) or transfer them (horizontal movement) or even transferred
with promotion (Diagonal Movement). Internal recruitment may involve:

Transfer of personnel
Staff promotions
Transfers with promotion of personnel
Staff development programs
Professionalization plans (careers) for staff.

Internal recruitment requires extensive and continuous coordination and

integration of the recruitment section with the other sections of the
company (p 21-185).

For this, it is important that the maquiladora has highly skilled personnel.
qualified to have a good production.

2.5.1. ADVANTAGES OF STAFF RECRUITMENT

According to Gomez, Neudiz (2005), the main advantages that recruitment brings
internoson

It is more economical for the company, as it avoids advertising expenses.

press and fees for recruitment companies, reception costs
of candidates, admission costs, integration costs of the new
employee.

It is faster, avoiding the frequent delays of external recruitment.

the expectation for the day the press announcement would be published.

It presents a higher index of validity and safety, since it is already known.

the candidate was evaluated over a certain period and was subjected to
concept of their bosses and does not require a trial period.
 It is a powerful source of motivation for employees, as they
they glimpse the possibility of progress in the organization, thanks to the
opportunities offered to those who present conditions for a future
promotion.

Take advantage of the company's investments in employee training.

that many times it only has its reward when the employee passes
to hold higher and more complex positions (p 22).

[Link] DISADVANTAGES OF RECRUITMENT

According to Idalberto Chiavenato (1990), internal recruitment presents some

disadvantages:

Requires that new employees have potential conditions of

development so that they can be promoted, at least, to some
higher levels than the position they hold and sufficient motivation
to get there; if the organization really does not offer opportunities to
growth at the right time.

It can generate a conflict of interest, as when explaining the

growth opportunities within the organization tend to create
a negative attitude in employees, who do not demonstrate
conditions, those opportunities will not be carried out.

It cannot be done in global terms within the organization.

(p187).

2.6 CHANNELS OF EXTERNAL RECRUITMENT OF STAFF

External recruitment operates with candidates who do not belong to the

organization. When there is a vacancy, the organization tries to fill it with
people from outside, that is to say, with external candidates attracted by the techniques
of recruitment.

2.6.1 TECHNIQUES USED IN EXTERNAL RECRUITMENT

Considering Idalberto Chiavenato (1990) the main techniques of

recruitment are:

1. Candidate files that are submitted spontaneously or in

other recruitment processes: The candidates who present themselves from
spontaneous manner or that were not selected in recruitments
previous ones must have a resume or a job application
duly filed in the recruitment office.

2. Candidates presented by company employees: it is also

a low-cost, high-performance, and low-rate recruitment system
of time.

3. Posters or announcements at the company's entrance: it is a system of

low cost, although its performance and speed of results depend on
factors such as the company's location, proximity to places where
there is movement of people, proximity to the sources of
recruitment, easy viewing of posters and advertisements, ease of
access, etc.

4. Contacts with unions and trade associations: Serves more as

support strategy, which acts as the main strategy.

5. Contacts with universities, schools, state entities,

academic directories, business-school integration centers
to promote24
6. The opportunities offered by the company: Even if there aren't any

vacancies at the moment, some companies develop this system of

 continuously as institutional advertising to intensify the
candidates' presentation.

7. Conferences and talks at universities and schools: Aimed at

promote the company and create a favorable attitude by discovering it
organization, its objectives, its structure and job opportunities
that offers, through audiovisual resources (Films, slides,
among others).

8. Contacts with other companies operating in the same market, in

terms of mutual cooperation: In some cases, these contacts
they form cooperatives or funded recruitment organizations
by a group of companies that have greater coverage than if they operate
separately.

9. Recruitment trips to other locations: Many times, when the

the local human resources market is already quite explored, the
The company can appeal to recruitment in other cities or localities.

10. Advertisements in newspapers or magazines: The press advertisement is considered a

of the most effective recruitment techniques to attract candidates.

[Link] Agencies: In order to serve small,

medium and large companies, an infinity of has emerged
specialized organizations in personnel recruitment. They can
provide staff of high, medium or low levels, or staff of
sales, of banks or industrial labor force (189).

[Link] ADVANTAGES

Idalberto Chiavenato offers the following advantages of recruitment

external:

Brings new experiences to the organization.

 Renew and enrich the human resources of the organization, about
whenever the policy is to receive personnel that have the same suitability or
greater than that currently existing in the company.

Take advantage of investments in training and staff development

carried out by other companies or by the candidates themselves (p198).

[Link].1 DISADVANTAGES

It generally takes longer than internal recruitment, as it requires more investment.

quite a long time in the selection and implementation of the most

suitable, in contact with recruitment sources, in the
attraction and presentation of candidates, in acceptance and selection
initial, in the sending to the selection and to the medical examinations and the

documentation, as well as in the release of the candidate concerning another

employment and preparing for entry.

It is more expensive and requires immediate investments and expenses in advertising.

press, recruitment agency fees, operational expenses

related to salaries and social obligations of the recruitment team,
office supplies, forms, among others.

In principle, it is less secure than internal recruitment, since the

external candidates are unknown and the company is not in
conditions to accurately verify their origins and trajectories
professionals.

When it monopolizes the vacancies and opportunities that arise

In the company, it can frustrate the staff, as they perceive barriers.
unforeseen events in your professional development.

Usually, it affects the company's salary policy by acting on

its internal wage regime, especially when the supply and the
the demand for human resources is not in balance.