Diseño de los macroprocesos de la gestión del talento humano del fondo de empleados Hospital Universitario del Valle Fonehuv

Abstract

Employee funds in Colombia function as associative, private and non-profit companies. According to Decree 1481 of 1989, the employee fund can only be constituted by workers dependent on institutions or companies, public or private, under certain conditions that rest in the statutes of the fund. Associates must have a minimum association link, for example: belonging to the same entity or company, or they can be part of companies that make up a business group or can be independent of each other, provided they develop the same economic activity. Workers, called in the funds of collaborating employees, must also be associated. Therefore, in the management of human resources, the policies and skills that are indispensable for managing labor relations, as well as their conditions, the election of applicants, the management of induction programs, distribution of salaries, stimuli, are equally competent. , benefits and information within the company. According to the history of the employee fund - FONEHUV, the macroprocesses of the management of human talent have not been seen with the importance that merits it, which affects the deficient administration of personnel and collective labor relations. These macroprocesses become a conclusive aspect, since the success of the entities and organizations, results largely to what people do and how they do it, having to invest in them in order to generate great benefits. That is why, the human resources area becomes a fundamental part of articulation with the other areas of the company, being able to enhance teamwork and individual work, which allows the organization to evolve substantially and thus achieve its increase.