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Раздел 4.1.1
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Una buena creacion de perfiles de cargo es hoy un reto fundamental para organizaciones que desean ordenarse. Sin un modelo de perfiles de cargo, los flujos de selección se transforman confusos y el encaje con los talentos se rompe.
En Chile, donde los rubros mutan rápido, el identificación de perfiles de cargo ya no es un lujo. Es la manera real de mapear qué competencias son críticas en cada rol.
Piénsalo: sin una puesta al día de perfiles de cargo, tu organización pierde tiempo reclutando a ciegas. Los perfiles de cargo que quedaron anticuados desorientan tanto a jefaturas como a trabajadores.
Problemas frecuentes al trabajar perfiles de cargo
Armar descripciones demasiado vagas.
Imitar formatos extranjeros que no funcionan en la cultura local.
Ignorar la renovación de perfiles de cargo después de fusiones.
No involucrar a los equipos en el diseño perfiles de cargo.
Buenas prácticas para un creacion de perfiles de cargo real
Partir con el análisis de perfiles de cargo: entrevistas, focus groups y encuestas a jefaturas.
Definir competencias críticas y requisitos técnicos.
Diseñar un formato estructurado que detalle tareas y rangos de desempeño.
Agendar la revisión de perfiles de cargo al menos cada año.
Cuando los perfiles de cargo están claros, tu negocio logra tres ventajas concretas:
Contrataciones más certeros.
Trabajadores más coordinados.
Planes de desarrollo más claros.