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Licencia Creative Commons (BY-NC-ND) El podcast analiza tres factores clave: el proceso de producción, la distribución de planta y la planeación de recursos humanos. Explica que el primer paso es definir el proceso productivo mediante diagramas de flujo que muestren las etapas desde materias primas hasta producto terminado. Esto permite identificar mejoras en tiempos, costos, capacidad y recursos.
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Licencia Creative Commons (BY-NC-ND) El podcast analiza tres factores clave: el proceso de producción, la distribución de planta y la planeación de recursos humanos. Explica que el primer paso es definir el proceso productivo mediante diagramas de flujo que muestren las etapas desde materias primas hasta producto terminado. Esto permite identificar mejoras en tiempos, costos, capacidad y recursos.
Listen to 04 ing-Organización by Alberto Arriaga MP3 song. 04 ing-Organización song from Alberto Arriaga is available on Audio.com. The duration of song is 04:21. This high-quality MP3 track has 178.483 kbps bitrate and was uploaded on 29 Mar 2024. Stream and download 04 ing-Organización by Alberto Arriaga for free on Audio.com – your ultimate destination for MP3 music.
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The podcast discusses important factors for successfully starting a business. It emphasizes the need to design an efficient organizational structure by defining the mission, vision, and objectives. The structure should align all areas of the company and clearly define job positions and responsibilities. Profiles for each position should be determined, including the necessary knowledge and skills. The podcast also mentions various techniques for attracting and recruiting staff, as well as the importance of an induction and training program. Finally, it highlights the legal procedures required to formalize the company's operation. Overall, these steps are crucial for a successful start and future growth. Hello, everyone. Welcome to a new episode of our podcast oriented towards entrepreneurs. This time we will talk about some key elements to consider for successfully starting a business operation. We will analyze the organizational structure, the definition of positions and staff profiles, the recruitment and selection processes, as well as the main legal procedures required. Let's get started. Let's begin by talking about the organizational structure of a company. This consists of how the organization's activities are divided, grouped, and coordinated in terms of the relationships between managers and employees. To design an efficient structure, the first step is to clearly define the mission, vision, and organizational objectives. This allows aligning all functional areas towards the same direction. Subsequently, operational processes are detailed, which are nothing more than the sequence of activities that generate value in each area. This mapping facilitates identifying the specific functions that are required. The next stage is to group related activities to define job positions and delimit responsibilities. Finally, the organizational chart is built, which is the graphical representation of the structure with positions, hierarchical levels, and lines of authority. Aligning the structure with the business objectives is essential to work in a synchronized manner and avoid counterproductive efforts. Now, having defined the positions through the organizational structure, it is time to determine the profiles of each one. A profile should contain the job description with its functions and responsibilities, as well as the knowledge, skills, abilities, and experiences required for a person to perform it adequately. It is good practice to organize these profiles in a matrix that crosses positions with requirements. This facilitates identifying gaps and defining tailored training plans. Having precise profiles not only helps to select the ideal talent, but also to maximize its productivity and performance through an induction and training aimed at enhancing its strengths. Once the positions and profiles are clear, the next challenge is to attract and recruit staff. There are multiple techniques. Among the most common are internal job postings, databases, posters in universities, job fairs, recommendations, and even social networks. After gathering a group of potential candidates, a selection process is carried out to identify the one who best matches the profile. Interviews, knowledge tests, skills assessments, and psychometric tests are some tools applicable in this phase. Finally, it is highly recommended to establish an induction and training program for new hires in order to guide them on policies, technical skill reinforcement, and a sense of belonging. This positively impacts their learning curve and productivity. Lastly, there are some essential legal procedures to formalize the constitution and operation of the company before the Mexican authorities. According to the Tax Administration Service, it is necessary to register for federal taxpayers, register the company with the Mexican Social Security Institute and the Workers' Housing Institute to comply with labor obligations, process health or environmental licenses, as well as to register industrial property and trademarks with the Mexican Institute of Industrial Property, among others. In conclusion, designing an organizational structure aligned with the business objectives, clearly defining the positions and profiles of each one, implementing effective recruitment and selection techniques, and complying with the required legal formalities are the keys to starting commercial operations on the right foot and laying the groundwork for sustained growth. We hope these practical tips are very useful. Until next time.
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