4/4/22, 15:00 Analysis of KFC's Human Resources area

LAW - UTP

Analysis of the Human Resources area of

KFC
November 10, 2017

Analysis of KFC's Human Resources area

INTRODUCTION
We will talk about this area, based on its main tasks in the company, being fundamental for
their objective in general.
Manpower planning
The first task of this area is to carry out personnel planning, that is, to determine what the
company's need for labor will be at a given time, what type of profiles will be necessary, what
type of contracts. are going to be carried out and what will be their cost.
Staff pick
Once the worker profile that the company is looking for has been established, it begins to
search for candidates by advertising the existing vacancy. Currently the most common way to
do this is through specialized employment portals on the Internet.
As soon as the resumes begin to arrive, the Human Resources technicians will begin the
screening, discarding those whose profile does not adapt to the one sought and arranging
interviews with those candidates who they consider may be suitable for the position.
We will proceed in this way until the suitable candidate is found.
Recruitment
Once the ideal worker has been found to fill the vacant position, the Human Resources area
will be in charge of carrying out all the procedures related to hiring. The contract will be
signed, officially registered and the worker will be registered with Social Security in the
corresponding regime.
Personnel Training
The Human Resources area is also responsible for organizing the necessary training courses
so that workers can perform their work optimally and adequately and that their knowledge is
as up-to-date as possible. If there is no occupational risk department in the company, it will
also be responsible for providing the necessary training to employees in this important area.
Payroll Management Benefits Personnel Benefits
hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 1/9

,and

They are the ones in charge of preparing payrolls, applying the corresponding withholdings,
prorating extra payments when necessary and in general everything that is related to
remuneration.

Recruitment and Selection of Personnel - Human Resources Department.

4/4/22, 15:00 Analysis of KFC's Human Resources area
MARCO DE R. AND SP REMUNERATIONS
It basically refers to attracting the right people to grow the company, it is more than quickly
filling a specific position. Planning human resources needs in advance gives time to analyze
the position and the requirements to be met by whoever is going to fill it. It also allows you to
see several candidates and test them through an orderly selection process.

Now, recruitment and selection of personnel have varieties of defined terms, of which the
group will take 3 of the most important ones.
Recruitment and selection of personnel is a process by which companies hire the appropriate
personnel to fill a position. The recruitment and selection program of personnel must be within
the strategic planning of the company so that it is aimed at meeting the company's objectives.
the company. This process has 4 basic steps: analysis of the company's needs, recruitment,
selection and incorporation into the organization [1] .
On the other hand, it is valid to point out that, Recruitment is defined as the process of
attracting individuals in sufficient numbers and with the appropriate attributes in a timely
manner and encouraging them to apply for employment in the organization; That is why it can
also be defined as the process of identifying and attracting qualified and suitable applicants to
the organization [2] .
Finally, there is the addition of divisions when referring to selection and/or recruitment, in this
case Internal recruitment, which is considered a first mechanism aimed at filling an open
vacancy, is internal recruitment, that is, through the selection of a company collaborator to fill
the position. The mechanisms can be: simple transfer, transfer with promotion and promotion.
Likewise, its External side, which includes:
Spontaneous candidates: are those people who leave their resume in the company without
being requested, hoping to be taken into account in a subsequent selection process.-
Recommendations from the company's employees: collaborators can recommend people for
vacancies Let them surge. This is advantageous because employees usually recommend
their colleagues and the recommended person can perform well, corresponding to the trust of
the person who recommended them.- Newspaper advertisements: these advertisements are
used to search for candidates for very specialized positions that are difficult to fill. They also
serve to gather a database of possible candidates for different positions [3] .

Background and consistency of personnel selection with the course

Simply put, one can distinguish the stages that contribute to the emergence and development
of selection as a process. The prehistory of personnel selection, the Industrial Revolution, the
emergence of Administration and Psychology as scientific disciplines, the First and Second
World Wars, the development of Psychology, the rise of social movements in the 1970s and
the critical analysis of psychology, changes in Human Resources Management and the entry
of competencies that are qualitative moments that cover the history of personnel selection.
Frederick Winslow Taylor (1856-1915) was the initiator of the classical school of scientific work
organization, which scientifically approached the administrative process based on the analysis of work
through the study of times and movements, decomposing it into its simplest elements and seeking the
methods by which the productivity of workers will be increased.

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 2/9
4/4/22, 15:00 Analysis of KFC's Human Resources area
First and Second World War.
Arthur S. For these purposes, in 1917, Otis developed the first collective intelligence test, the so-called
Army Alpha Test for people who mastered the English language and knew how to read and write, and
the Army Beta for illiterate people and foreigners with little command of the language. In turn, the
characteristics and complexities of both wars directed the attention of psychologists towards other
spheres such as the exercise of leadership, teamwork, and group morale in both peace and war
conditions.
Once the conflict was over, the American Psychological Association created a section of Industrial and
Commercial Psychology, which incorporated the experiences acquired in the other battlefield that is
the business world. Psychologists swelled the ranks of company personnel departments, whose
essential functions included personnel selection, which gained great popularity in this period, as well
as the creation of selection techniques.
Common Errors In the Transnational Company “Kentucky Fried Chicken”
· Error of not identifying the needs of the company.
When looking for a candidate for a position, the company has to clearly define what it is looking
for in terms of skills, character and competencies.
· Error of not verifying skills . Skills need to be verified. All work has some form of objective
parameter. There is a big difference between a collaborator who knows how to do his job and
another who does not know how to do it.
INDUCTION would also be one of the listed problems that the KFC company has, when hiring
young personnel without any knowledge of their role in the company since they are beginners
and without any work experience, causing inefficient work of the employees. workers by not
having any guide the first days. Induction consists of the orientation, placement and
supervision carried out on newly hired workers (it can also be applied to personnel transfers),
during the initial performance period ("trial period"). .

EFL BRECH:
“It is a social process that carries with it the responsibility to efficiently plan and regulate the
operations of the company to achieve a given purpose.”

PROBLEM:
In the case of a company where there are workers who have just started working, the problem
is that no one guides them in the activities that have been given to them, specific functions
where they are going to work and carry out their activities.
SOLUTIONS:
1. In our given opinion and with guidance from BRECH, induction would help the
company to efficiently plan and regulate the orientation of its workers to carry out
activities more effectively, giving optimal results for the company and accelerating
production. Increasing trained personnel until workers are completely satisfied, this
would be one of the possible solutions.

2. The talk for new workers in this area would also be a possible solution so that workers
can take care of their jobs starting from the first day and are no longer disoriented.
hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 3/9
4/4/22, 15:00 Analysis of KFC's Human Resources area
TRAINING would also be a problem for the workers of the “KFC” company since they state
that, within the premises, meetings are called only if some type of problem arises, on the
contrary, they do not do so. The training is
the activity carried out within an entity that seeks to improve the attitude, skills or behavior of
its personnel .

What training mainly seeks is to perfect certain aspects within its staff so that they can
perform better in their daily tasks. Furthermore, training is not seen as a wasted expense, but
rather as an investment in your staff.
There are many companies that do not know the true value of conducting training for their
staff, some do not even know what it is for or what it means, they simply do it because that is
the rules or to do the same as their competitors. However, they do not take into account that
this has many benefits, both for the worker and for the company, since then the level of
performance of the workers would be even better, with incentives, etc. [4] PROBLEM:
The workers state that the meetings to which they are called are held only when a problem
occurs within the facilities, on the contrary, absolutely nothing is done.

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 4/9
4/4/22, 15:00 Analysis of KFC's Human Resources area
SOLUTION:
In this case, it would be convenient to use the theory and research of Donald Kirkpatrick, who
proposes the following; he develops a four-stage model:

1. Service evaluation: this consists of evaluating whether the trainees felt comfortable or not
within the training
2. Evaluation of acquired knowledge: this consists of evaluating people who have been trained.
3. Application of what has been learned
4. Measurement of results: this last step allows us to reveal aspects of the learning process that
impact organizational results.
In conclusion
The training of workers within a company would be extremely important since it is not a
wasted expense as many companies take it to be.

REMUNERATIONS - THEORETICAL FRAMEWORK BY MARTA C. GOMEZ

THEORETICAL FRAMEWORK REMUNERATIONS (by Marta C. Gomez)
REMUNERATIONS
It is the financial compensation that a collaborator receives for the services provided to a
specific company or institution. And it is intended for the subsistence of the worker and his
family. In other words, it constitutes the rewards of all kinds that employees receive for
carrying out the tasks assigned to them by the organization.

Remuneration: According to Urquijo (1997), based on a concept of economic remuneration, it

is defined as the total payments that a worker receives for the provision of his or her services.
The most common is known as salary or salary. It is then known that the employee is
interested in investing work, dedication and personal effort, knowledge and skills, if he
receives adequate remuneration. Likewise, organizations are interested in investing
compensation for people, if they receive contributions that allow them to achieve their
objectives. Contributions being understood as the payments that the worker makes to the
organization to which he belongs (work, effort, dedication, punctuality, dedication, etc.)
For Milkovich (1996), the word compensation means balancing, deducing and implies
exchange. This meaning becomes valid when it is framed in an employee-employer
relationship, given that compensation seeks to balance the existing relationship between
capital and labor, granting the latter remuneration for the work performed. For the rest, it
defines compensation in organizational terms, as all forms of financial compensation, tangible
services and benefits that the employee receives as part of an employment relationship.
For Juárez (2000), compensation means the remuneration, remuneration or reward that the
company grants to its employees for their work. It is used to denote the monthly cash amount
that employees receive based on

4/4/22, 15:00 Analysis of KFC's Human Resources area

one month of work; This term is commonly called salary and generally this element is the
most significant part of the payments, in cash and periodic, that the employee receives, so it is
essential that the company has technical elements to determine the salary level of its staff. .

It is also worth mentioning that salary normally recognizes the performance that people have

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 5/9
 already demonstrated, that is, past performance.
According to WILLIAM M. Mercer (2000), “Compensation is the element that allows the
company to attract and retain the human resources it needs, and the employee to satisfy their
needs [5] .
materials, security and ego or status”

WORK CLIMATE is the human and physical environment in which daily work takes place. It
influences staff satisfaction and therefore productivity. It is related to the "know-how" of the
manager, to the behaviors of people, to their way of working and relating, to their interaction
with the company, to the machines that are used and to each person's own activity.
For Méndez (2006):
The organization's own environment, produced and perceived by the individual
according to the conditions encountered in the process of social interaction and in the
organizational structure that is expressed by variables (objectives, motivation,
leadership, control, decision making, relationships). interpersonal cooperation) that
guide their belief, perception, degree of participation and attitude, determining their
behavior, satisfaction and level of efficiency at work. (Pp.76)

The Kentucky Fried Chicken company, a franchise with international and national presence,
has joined the long list of companies where the issue of work environment is the
organization's policy, where it is closely linked to the direct performance of the workers.
In accordance with the study objectives, the results of the research allow us to find concrete
solutions to problems of organizational climate and personnel performance, which impact the
interests of the company. With such results, it will also be possible to propose changes and
recommendations that regulate and guarantee optimal human resource management in the
KFC company.
Chiavenato (2009) tells us that to have an ideal influence of the work environment on the
performance of workers, the interpersonal relationships that take place in the environment
must be positive, which according to research at Kentucky Fried Chicken we observe that this
aspect has an impact significantly generating high worker performance, affirming what the
author says and what the research seeks, determining how the work environment influences
the performance of the company's workers.
To conclude, as a solution for the company according to its work or organizational climate, it is
to maintain the good human resources management that the company has been carrying out,
in aspects such as motivation and job satisfaction, reward system and interest in the personal
development of its collaborators. And, it is also suggested to hold work integration meetings
between superiors and collaborators for a better relationship between members.

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 6/9
4/4/22, 15:00 Analysis of KFC's Human Resources area

CONCLUSIONS
First, it is necessary to define the HR area. HH as the administrative process applied to the
increase and conservation of effort, the
experiences, health, knowledge, skills, etc., of the members of the organization, for the benefit
of the individual, the organization itself and the country in general.
Consequently, human resources management seeks to build and maintain an environment of
quality excellence to better enable the workforce to achieve the company's quality and
operational performance objectives.
That is to say, for a manager it is important to know the human resources tools because it is
not good: hiring the wrong person, having high staff turnover or dissatisfied staff, people not
being committed, among other things.
And therefore, a manager must transmit values, Respect for people, Trust and support,
Equality of power, Confrontation, Participation.

BIBLIOGRAPHY
PEREIRA M., Antonio
1997
"In Defense of the Administration"
University of Piura - I Peruvian Edition
Piura - Peru
pp. 503.
CHANAMÉ O., Raúl
2009
" A little more about Administration "
Editorial Adrus SRL
Arequipa, Peru
pp. 733.
GARCÍA T., Victor
2005
"Administration Theory and Economics"
Palestra Editores SAC
Lima Peru
pp. 711.
RAMÍREZ V., Wilder
2009
"World Administration"
Bernilla Graphic Editorial
Lima Peru
Pp.200.
GUEVARA C.,
Ivan 2002
“Influence of the work environment on the performance of workers” University
Antenor Orrego – I Peruvian Edition Trujillo –
Peru
Pp.47.

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 7/9
 4/4/22, 15:00 Analysis of KFC's Human Resources area

ROBBINS
TO. 1998
“Organizational Commitment” Camana –
Venezuela pp. 241
CALVA D., Lucía 2012
“Analysis of the Perception of the Work University of
Environment”
the Americas
Mexico
pp. 380

[1] From the river. M (2015) “Gestiopolis” Current Commerce Magazine.

[2] HR Section (2010)
[3] Article "Recruitment and selection of personnel" Consultation Date 04/11/17
[4] SUTTON, Carolina (2001)
[5] https://www.gestiopolis.com/administracion-de-las-remuneraciones/ (consultation date 11/5/17)

Popular posts on this blog

LEGAL STANDARD
November 25, 2017

STRUCTURE OF THE LEGAL STANDARD The elements of the structure of the legal standard are:
factual assumption, consequence, link or nexus. The legal norm is the result of human thought, which
…
places on reality a criterion or measure according to which

READ MORE

tahuantinsuyo or inca empire UTP

November 10, 2017

K Image TAHUANTINSUYO Location in time · It developed over the

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html centuries 8/9
 4/4/22, 15:00 Analysis of KFC's Human Resources area
XV and XVI · It is located in the central western part of America
from the South Tahuantinsuyo Period · Legendary or curacal sigl

READ MORE

Powered by Blogger

Images of the theme: badins

LIZETH LAW STUDENT

( VISIT PROFILE

Archive

Report inappropriate use

hinojosaderechoutp.blogspot.com/2017/11/analisis-del-area-de-recursos-humanos.html 9/9