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MACROPROCESS FOR SUPPORTING HUMAN TALENT MANAGEMENT
HUMAN TALENT MANAGEMENT PROCESS
CHARACTERIZATION
PROCESS OWNER
Luz Etelvina Lozano Soto
Human Resources Director
- Promoting a transcendent and high-impact mission through the strengthening of the outcomes set by the University of Cundinamarca in its substantive functions.
- To promote the well-being of the university community as an essential component of life and liberty.
- Ensure an institutional environmental culture within the framework of its commitment to life-forming education, democratic values, civility, and freedom.
- Consolidate and make visible the University of Cundinamarca as a Green University Institution, consistent with its responsibility to society and nature, within the framework of the international standard.
- Promote and ensure austerity commitments in the efficient use of materials and energy consumed by the strategic, core, support, monitoring, measurement, analysis, and evaluation processes of UCUNDINAMARCA.
- Inform and educate the community of the University of Cundinamarca and its stakeholders, both at its main campus and its regional branches and extensions, regarding the guidelines of this Institutional Environmental Policy.
- To promote the comprehensive protection of the physical and mental health of officials and contractors who contribute to the fulfillment of the institutional mission, through the prevention and control of occupational hazards.
- Identify the hazards, evaluate, assess, and intervene in the risks present in the processes developed by the University Community and other stakeholders, establishing the respective controls, with the purpose of avoiding and minimizing incidents, work-related accidents, and occupational illnesses that may arise as a result thereof.
- Establish and maintain the roles and responsibilities of the Information Security Management System – ISMS, taking into account the different hierarchical levels within the institution, starting with Top Management by allocating the necessary and sufficient resources for the implementation, maintenance, and continuous improvement of the ISMS.
- Implement and maintain the ESG-SSI-PL01 – Institutional Security and Information Privacy Awareness and Training Plan for the academic community in general, and for administrative staff and teachers in particular, for the appropriation and strengthening regarding policies, procedures, manuals, instructions, and guides on information security and privacy.
STAGES
1. PLAN
2. DO
3. VERIFY
4. ACT
OBJECTIVES
GENERAL OBJECTIVE
Provide and maintain the suitable and competent Human Talent required by the organization for the fulfillment of its institutional goals.
SPECIFIC OBJECTIVE
Maintain the percentage result obtained in the immediately preceding period regarding compliance with the Strategic Plan for the current period, establishing as a “strategic” line the adaptation of the labor cycle (Entry, development, and retirement) in order to respond to the guidelines established at the national and institutional levels.
SCOPE
It begins with the selection of administrative personnel and information management for onboarding, contracting, and the evaluation of academic human talent, as well as the induction, re-induction, hiring, evaluation, training, and occupational social welfare of administrative personnel, and continues with occupational health and safety and payroll activities for the employees and officials of the University of Cundinamarca. It ends with the offboarding of Human Talent.
PROCESS OPERATION POLICY
The implementation and development of the Human Talent process activities are centralized at the Fusagasugá headquarters. Officials in the Sections and Extensions who provide support services to this process perform tangential activities that do not directly affect the development of the process.
The process operation policy is governed by current national and institutional regulations.
| ENTRIES | PROCEDURES | EXITS |
| – Personnel requisition | ATHP01 – Recruitment |
– Selected personnel |
| - Identification of personnel to be inducted and/or re-inducted. Induction program | ATHP03 – Induction and re-induction |
– Inducted and re-inducted personnel |
| – Organizational climate survey results | ATHP04 – Occupational social welfare |
– Results of the workplace social well-being activities carried out |
| – Identified training needs (PIC) and performance evaluation results | ATHP05 – Staff training and development |
- Trained and up-to-date staff |
| – Labor and behavioral commitments | ATHP06 – Administrative performance evaluation |
– Evaluation results |
| - Academic work plan, factors and evaluation criteria | ATHP07 – Teacher performance evaluation |
– Evaluation results |
| – Academic needs, request for personnel to be hired | ATHP08 – Hiring of occasional public servants |
– Legalized contract |
| – Minutes of the Practices Committee, letter of assignment for per diems and/or subsistence expenses | ATHP09 – Recognition of per diems and lodging and meal expenses |
– Resolution recognizing per diems and/or living and lodging expenses |
| - Institutional goals and commitments | ATHP10 – Conclusion of management agreements |
– Legalized management agreement |
| – Hired staff and payroll | ATHP11 – Social Security |
– Affiliations and payment settlement |
| – Legalization of personnel binding and salary scale | ATHP13 – Payroll generation |
– Payroll settled |
| – Original disability | ATHP16 – Disability claim process |
- Disability payment collection |
| – Job identification | ATHP17 – Hiring and Termination of Permanent Staff |
– Settlement of social benefits |
| – GCA (Career Professors) request to the CIARP. – Request by the GCA (Career Professors) before the Professor Committee. |
ATHP19 – Processing of requests before the Professor Committee and the Internal Committee for the Allocation and Recognition of Points (CIARP) for Career Professors of the University of Cundinamarca |
– CIARP response to the GCA (Career Professors). - Response of the Professor Committee to the GCA (Career Professors). |
| – Documentation derived from the hiring and/or employment relationship of Universidad de Cundinamarca officials or contractors. | ATHP20 – Creation, organization, and preservation of employment records |
– Transfer to the Office of Archives and Correspondence pursuant to the provisions of internal regulations. |
The process verifies the fulfillment of the planned goals through:
- Measurement of Management Indicators
- Action Plan Follow-up
- Results of evaluations and self-evaluations
- Internal audits
As a result of measuring and verifying the achievement of goals, corrective or improvement actions are established. Example: improvement plans derived from monitoring process indicators.
ATH Process Documents
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