University of Guayaquil Faculty of Administrative Sciences Business Management Academic Term

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UNIVERSITY OF GUAYAQUIL
FACULTY OF ADMINISTRATIVE SCIENCES
BUSINESS MANAGEMENT
ACADEMIC TERM:
2016-2017 CII
TOPIC
ANALYSIS TO IMPLEMENTATION OF THE HUMAN RESOURCES DEPARTMENT IN
THE COMPANY MACOSER S.A.
INTGRATIVE SUBJECT TEACHER:
MSC. MOGOLLON CLAUDETT MICHEL
COLLABORATIVE SUBJECT TEACHERS:
ING. LOZANO LARREA ROSSANA
MSC. CABRERA ENRIQUEZ DAISY
AUTHORS
CHICA VILLACRESES EVELYN
ESCANDN PALACIOS HEIDY
HOLGUN SANTANA MBAR
MONTECEL SANTANA GISELLA
MORALES VIVANCO CRISTHIAN
COURSE: 7/12.
GUAYAQUIL ECUADOR
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2. TABLE OF CONTENTS
2. TABLE OF CONTENTS ........................................................................................... 2

3. EXECUTIVE SUMMARY ........................................................................................ 4
4. INTRODUCTION....................................................................................................... 5
5. PROBLEM STATEMENT ........................................................................................ 6
a. Justification .............................................................................................................. 7
b. General Objective .................................................................................................... 7
c. Specific Objective .................................................................................................... 7
6. REFERENTIAL FRAMEWORK ............................................................................. 8
a. Theoretical Basis ......................................................................................................... 8
b. Conceptual Framework.............................................................................................. 9
c. Contextual Framework ............................................................................................. 10
c. Legal Framework ...................................................................................................... 11
7. METHODOLOGY .................................................................................................. 12
a. Type of Investigation ................................................................................................ 12
b. Method .................................................................................................................. 12-13
c. Instrument ................................................................................................................. 14
d. Results projection ..................................................................................................... 14
d. Analysis ................................................................................................................. 15-20
8. PROPOSAL OF THE PROJECT ........................................................................... 21
8.1 Name of the Department. ................................................................................. 22
8.2 Mission of Human Resources Department. .................................................... 22
8.3 Objective of Human Resources Department. ................................................. 22
8.4 Purpose of Human Resources Department..................................................... 23
8.5 Analysis Strengths, Opportunities, Weaknesses and Threats (SWOT)
8.6 Structure of the Human Talent Department. ................................................. 23

8.6.1 Location of the Human Talent Department within the organization chart of the
Company. ........................................................................................................................ 24
8.6.2 Internal organization of the Human Resources Department. .......................... 25
8.6.3 Profile Proposed for him Head of Human Resources ................................. 25-26
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8.6.4 Proposed Profile for the Human Resources Assistant................................. 27-28

8.6.5 Monthly cost of Human Resources Department charges. ................................ 28
8.6.6 Budget for the Human Resources Department. ................................................ 28
9. CONCLUSION ......................................................................................................... 30
9. RECOMMENDATIONS.......................................................................................... 31
10. BBIBLIOGRAPHY ........................................................................................... 32-33
11. APPENDIX ......................................................................................................... 34-55
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3. EXECUTIVE SUMMARY
The area of human resources is one of the most important and it could even be said that it is
essential in any company. Workers are the most important capital that has every type of entity
and, for that reason, it is impossible to aspire to success without having highly trained
professionals who can carry out the difficult task of personnel management.
Selecting employees may seem like an easy task because of the high demand, but it is not.
Adequate selection of workers depends heavily on the use of techniques and strategies. The
General objective is the Analysis to Implement or Create the Human Resources department in
the company Macoser S.A, to achieve efficiency in its processes.
The problem identified is the lack of an indispensable department in the company has resulted
in the annoyance of staff, because they belong to another department, and these in turn must
carry out activities different from those of their areas in charge.

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4. INTRODUCTION
Macoser initiated 1191 with a small commercial place selling secondhand sewing machines.
Nowadays it is a company recognized nationally by its variety of products in addition to having
exclusivity in its marks (Juki, Brother, Kansai Special, Casio, Panasonic, between others). And it
counts with main building, 9 branches y 2 franchises.
While it was prospering the company arose the need to hire more employees, the business
manager takes charge of the selection and interviews and the general manager together with its
assistant they take charge of the legal, such steps like; to celebrate contract, enroller in system of
the company, to affiliate to the Ecuadoran Institute of Social security, to inscribe in the system of
the Department of Labor, trainings, and likewise to designate to the departments for every
specific area.
The Human resources department is one of the most important, as all the departments that
they help to the progress of the company, because it approves an appropriate planning,
organization, development and coordination of the whole personnel of the company; for that
reason it is about to know why the company is not provided with a suitable department how it is
that of Human Resources.
Another motive that leads to the board of this company to without having Human resources
department is that there is work like that since they have initiated its works like company, and
rely in that this procedure is the most suitable for them, in spite of many bankruptcies that this
method has taken.

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5. PROBLEM STATEMENT
Macoser S.A currently does not have a Human Resources Department, for which it has
deficiencies in this aspect; this situation is aggravated by the growth of the company, due to the
opening of new points of sale. If continues the management of staff without a particular
department, will continue to be presented problems due to the lack of clear regulations to
develop activities within the organization.
a. Justification
Currently the internal organization of any company, is very important for the success of it, of
the organization it is where all its strengths depend and at the same time their weaknesses, by
which it is necessary to perform an analysis for the implementation of the Human Resources
Department, the same that will be a valuable element for the company and in this way you can
get better control of activities performed in this organization.
All actions performed within a company are important for the growth of the same; every
action is performed for someone, within an organization. In the absence of a Human Resources
Department, there is evidence lack of organization and waste of Human Resources, so its
implementation is of vital importance, because competition in the market is increasingly and
what you want to be able to take advantage of are not only the Resources Economic and
technological also with the competitiveness of those who are in charge of meeting the objectives
of the organizations, is say the people who work in this, they give an added value to the
companies with their contributions, skills and knowledge.

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Therefore, through the Human Management area, the company can have qualified personnel
who are able to have competitiveness and efficiency in its processes and thus gain an advantage
in the market that allow the fulfillment of its objectives and goals. For the company Macoser S.A
it would be of great value to implement this area within its Organization, because it would have a
greater definition in the personnel that works in the company and will be reflected in the practice
of its functions allowing the company to consolidate more in the market.
With this analysis we want to show that the implementation of this department, not only
benefits the company but also the employees and through this the costs that are presented in a
planning deficient of the personal with this you can ensure that not only will have enough staff If
not also the most adequate and motivated, with this the company manages to achieve its
objectives in the determined time.
b. General Objective
Design a proposal to achieve implementation of a Human Resources Department within the
company Macoser S.A, to obtain efficiency in their processes.
c. Specific Objective
To know how you are handling the Human Resources Department in the Company
actually.
To elaborate a collection of information tools that allow identifying the aspects of the
different positions of the company.
To provide an efficient Labor force for the Satisfaction of their plans and objectives.
To solve problems, before, during and after work relationship.

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6. REFERENTIAL FRAMEWORK
a. Theoretical Basis
Companies have been subjected to hasty and continuous changes, these changes are not only
technological and productive, but also encompass management techniques and criteria, in an
attempt to establish the appropriate administrative processes to maximize profits and minimize
costs in environment of cooperation to enhance the service and quality of the company.
On many occasions we ask ourselves how companies that are successful are structured, how
they work in which for various reasons, such as integration in the company or feel part of the
successes achieved, their workers are not identified or involved in the cause, and finally among
many other questions, which techniques use those companies that perform well on the market
above the others.
It is important to mention that Human Talent Management in some companies is called
Human Talent Management, Industrial Relations, Personnel Management, Human Resources
Management, Labor Relations, etc., which lead to the same objectives and results.
Some years ago, many companies used techniques or practices such as high-performance
human resources practices, as some authors have explained, such as CAMPS AND LUNA in
2008, to make workers more motivated, work in Company, feeling part of it and thus getting
employees working to contribute to business success.
One of the companies that implemented this department a few years ago was Calzado Gamo's,
a company that has gone through all stages of business growth, from microenterprise to small
business, then to medium and nowadays large company, and to the in 2001, the company billed
nearly US $ 1 million. For 2006, it amounted to US $2.5 million and by 2011; it reached US $ 7
million and covers 5% of the national market.

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b. Conceptual Framework
Planning.
Is a decision-making process to achieve a desired future, taking into account the current
situation and the internal and external factors that can influence the achievement of the
objectives.
Selection.
The selection process consists of a series of specific steps that are used to decide which
applicants are to be hired. The process begins the moment a person applies for a job and ends
when the decision to hire one of the applicants occurs.
Work satisfaction.
Is the set of general attitudes of the individual towards his work? Those who are very satisfied
with their position have positive attitudes toward it; who is dissatisfied, shows, instead, negative
attitudes. When people talk about workers' attitudes, it almost always refers to job satisfaction; In
fact, it is common to use one or another expression indistinctly (Robbins, 1998).
Work hazards.
Is the danger that exists in our work or in our own environment or place of work, that can
cause accidents or any type of accidents that, in turn, are factors that can cause us injuries,
physical or psychological damages, injuries, etc. Whatever its possible effect, it is always
negative for our health.
Labor Relations.
Are the relations that are established between labor and capital in the productive process? In
this relationship, the person who provides the work is called a worker, while the one who
contributes the capital is called employer or employer.

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The worker is always a natural person, while the employer can be both a natural person and a
legal person; all these relationships are regulated by an employment contract.
c. Contextual Framework
In the early twentieth century when the classic school of management, headed by Frederick
Taylor and Henry Fayol, were developed, they developed techniques for organizing work
through coordination and direction for the best use of human resources. At that moment man
begins to see himself as a social being with psychological needs that he needed to satisfy.
Elton Mayo through a study showed that all companies depended on the attitude of people in
order to maintain productivity and labor relations. At that moment the motivation for the workers
begins to be studied. Then came the "welfare department" which at first its main function was to
watch over certain needs of the workers; Such as housing, education, medical care and working
conditions.
All these changes have made it necessary today for companies to have a human resources
department to maintain and develop a high degree of trust between employee and employer. The
department will be in charge of the contracting, training, management and conservation of the
human resource to reach the objectives established by the company.
In the analysis that we are doing we have focused on the company Macoser S.A. because it is
a company that is constantly growing and needs to implement the human resources department to
know the needs and concerns of its workers and provide all the necessary comforts to maintain a
better working environment until reaching the established objectives.

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d. Legal Framework
Through this project we look for the appropriate strategies for the analysis and subsequent
implementation of the department of human resources in the company Macoser S.A.This
analysis is covered by the following regulations:
The most relevant law is the Labor Code, which in its 1st chapter up to the 6th chapter
establishes the general parameters and rules for the recruitment of personnel such as salary, time
of contract, overtime, vacations, etc.
In chapter 1 the labor code establishes the definitions and general rules of an individual work
contract when a person undertakes to provide his services for a fixed remuneration in the signed
contract.
Chapter 2 refers to the obligations of employer and employee such pay the wages established in
the contract, installation of factories, offices, safety equipment to take care of the health of
workers, etc.
Chapter 4 Art. 47.- Of the maximum day.- The maximum working day shall be eight hours per
day, so that it does not exceed forty hours per week, unless otherwise provided by law. Another
rule is the Superintendency of Companies because here the company must be registered the
company with its respective organization chart and record every change that is made in the
company over time.

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7. METHODOLOGY
a. Type of Investigation
For this analysis project there will be used the approach of quantitative, qualitative
investigation. Based on a collection of information of the persons who are employed at the
company to understand and to prove the problem of the absence of a department in the company
Macoser. Where there will intervening the personnel of the company and of divisions who are an
important part, the sellers and assistants of all the existing departments.
The idea of analyzing of a possible implementation the human resources department is to
certify that the collected information is clarified and could discover the real nature of the
conflicts and compare the definitive causes that generate the diverse problems.
Dependent variable.
The clerical staff of the company.
Independent variable.
The legal processes for any employed personnel and for hiring.
b. Method
For this analysis project the survey form will be used with format Likert, which obtains its
name unlike the American psychologist Rensis Likert (1903-1981), who invented it in the year
1932 to evaluate in a more truthful way the opinions of the individuals to be polled, across
different scales classified by its importance that allow to obtain a major information level.
There will be used 5 levels of evaluated answer of decreasing order being 5 completely in
agreement, 4 in agreement, 3 not agreement not in disagreement, 2 in disagreement and 1
completely in disagreement.
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Universe.
The ideal universe chosen to realize the analysis project is the whole of 65 collaborators used
with indefinite contract, distributed in the different establishments and departments. Obtaining
this information of the base of rolls of payment of the Managerial Assistance.
Demonstration.
To choose a precise number, one proceeded to handle the formula of the sample based on the
required parameters.
2 2
=
( 1) 2 + 2 2
Where:
n = the size of the sample, (number of surveys that will be done).
N = size of the population; all the employees of the company, sellers, wine merchants,
transporters, administrative, supervisors, managers, etc.
= standard Deviation of the population, when its value is not had, usually uses a constant
value of 0,5.
Z = Value of the level of confidence. A constant value, in this study to criterion of the
investigation it will be as regards 95 % of confidence it is equivalent to1,96.
e = Tolerable limit of error of sample generally when its value is not had handles estimations
that change between 1 % and 9 %, for this study 9 %will be used.
(65)(0,5)2 (1,96)2
= = 42
(65 1)(0,09)2 + (0,5)2 (1,96)2
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On having applied later the sample formula, this one projected like final number that the ideal
quantity to poll there will be 42 persons, who for this project will be chosen between workpeople
who are working for more than 1 year for the same company.
c. Instrument
Following the form of the survey with format Likert, the suitable survey is prepared for the
sample of the personnel that has worked more than 1 year in the company, and to gather the
information necessary for the project.
Table 1
Survey model
Questions / Answers 5 4 3 2 1
Do you think that to implement a Human resources
1
department is important for its works?
Do you think that the labor and social benefits that the
2 government attributes, favor its performance in the
company?
Do you think that the implementation of a department of

3 human resources should benefit the current and future
collaborators of the company?
Do you think that the inefficiency in the labor steps has direct
4 bearing on the absence of a department of human resources
in the company?
Do you consider who will improve the legal processes of the

5 personnel in the company, if a Human resources department
is implemented?
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Survey model.
To analyze, to process, to represent and to demonstrate the information gathered across the
surveys realized in the company Macoser S. A, Excel will apply the Computer Software to itself,
because its functions will allow to prepare the obtained information of a suitable way and the
results will be simplified in dynamic stage, practical and statistical graphs, and databases that
will be conclusive to create interpretations and final solutions.
d. Results projection
The list of the database of the personnel of Macoser S.A. facilitated by assistant of
management Karen Escandn, across route e-mail. It helped to the place and opinion poll of the
interrogated persons, in addition to obtaining with the contact telephone numbers in every
department and establishment, to activate the survey. The election was to all the workers hired
with more than one year working, because they know the best procedure and it can describe it for
proper experience.
e. Analysis
1. Do you think that to implement a human resources department is important for its
works?
Answer W.A W.R

Completely in agreemnet 20 48%
In Agreement 10 24%
Not agreement not in disagreement 12 29%
In Disagreement 0 0%
Completely in disagreement 0 0%
TOTAL 42 100%
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Note: Source February 2017 Surveys realized to the personnel of Macoser S.A. that has
worked for more than one year. Of 42 workers interrogated persons, 20 completely in agreement
in the implementation of a department of Human Resources it is important for its work and for
the company Macoser S.A., 12 appear in neutral term and none thinks the opposite.
2. Do you think that the labor and social benefits that the government attributes, favor
its performance in the company?
Answer W.A W.R

In Agreement 20 48%
TOTAL 42 100%
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worked for more than one year. Of 42 workers interrogated persons, 35 Agreement in the
charitable for the government favor a big performance in the company Macoser S.A., 5 appear in
doubt and none think that the benefits shouldnt help if not everything opposite.
3. Do you think that the implementation of a department of human resources should
benefit the current and future collaborators of the company?
Answer W.A W.R

In Agreement 14 33%
TOTAL 42 100%
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worked for more than one year. Of 42 workers interrogated persons, 16 completely in agreement
in the implementation of a department of human resources it will give a benefit to the current and
future workpeople of the company Macoser S.A., 10 think that it can and not to benefit the
workpeople and only one think the opposite.
4. Do you think that the inefficiency in the labor steps has direct bearing on the absence
of a department of human resources in the company?
Answer W.A W.R

In Agreement 15 36%
TOTAL 42 100%
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worked for more than one year. Of 42 workers interrogated persons, 17 ccompletely in
agreement in the inefficiency in the labor ambience of the company Macoser S.A., 5 appear in
neutral term and one think about oopposite form.
5. Do you consider who will improve the legal processes of the personnel in the company,
if a Human resources department is implemented?
Answer W.A W.R

In all agreement 9 21%
Agreement 17 40%
No agreement neither disagreement 11 26%
Disagreement 5 12%
In all disagreement 0 0%
TOTAL 42 100%
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worked for more than one year. Of 42 workers interrogated persons, 26 agreement in the
processes of the company Macoser S.A., there prove to be 11 that it would be a big charitable
one and simultaneously not and nobody thinks the opposite.

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8. PROPOSAL OF THE PROJECT
The fundamental part of each organization is the human beings that integrate it.
Accordingly, there should be a specialized group dedicated to research, analysis and
implementation of special programs within companies to improve the quality of life of current
and future employees.
Currently most companies have begun to worry about employee satisfaction as well as
customer satisfaction. This allows employees' opinions to be taken into account, such as their
perspectives against the organization's objectives and processes and further analysis to their
quality of life and work and their efforts in achieving success.
The environment in which an employee works is important since each person develops in a
correct way if it is harmonious. Due to economic, political and social changes, the world
begins to realize that quality is making it by humans and not machines.
This has largely been due to the emergence of new theories of total quality, which have
given rise to the emergence of new ideas in which work must begin to reach the quality of life
of individuals. Quality of life is a concept that goes beyond physical activity, because it
implies mental values and attitudes. It means being in fullness, to be able to function one
hundred percent.
That is to say, it means being in good condition, strong, resistant to disease or in other
words being able to overcome them quickly, is to enjoy, take charge of assigned
responsibilities, combat nervous tension and stress. People who maintain their optimum
quality of life are people who feel good about themselves, vigorous, enthusiastic, and lively.
With the proposal to implement the human resources department at MACOSER, it is
intended that labor relations be within this framework of quality, where the person is seen and
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treated as an integral and important being in the company. It seeks to create conditions to
improve the quality of work and personal life of the employee which will result in a
contribution of their abilities to the fulfillment of business objectives.
This proposal is oriented towards the study, design and implementation of strategies that
promote the optimization of human talent. According to the growth of the company
MACOSER, it is determined the need to create a Human Resources Department in order to
seek optimization and improvements, for the well-being of the company and generate greater
commitment on the part of the collaborators.
8.1 Name of the Department.
The Area in charge of all the processes of selection, recruitment, remuneration and welfare of
personnel, among others, for the company MACOSER, will be denominated Human Resources
Department.
8.2 Mission of Human Resources Department.
Develop values and principles that allow high levels of efficiency and productivity of Human
Talent to be achieved, depending on the company's objective.
8.3 Objective
The Human Resources department has the objective of directing the personnel in the different
areas to fulfill the goals of the organization with the strategies of the same. It is important to
emphasize that the HR department staff are considered as active and proactive agents endowed
with intelligence, creativity and skills, capable of leading to success.

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8.4 Purpose of Human Resources Department.
Coordinate, plan and organize the different subjects that compete for Human Talent, in order
to improve the work environment and to make known to all employees the payments and legal
benefits to which they are entitled according to MRL rules.
8.5 Analysis Strengths, Opportunities, Weaknesses and Threats (SWOT)
Figure 1
Analysis SWOT
Strengths:
Extensive knowledge in the selection and hiring Weaknesses:
of personnel.
Recruitment of staff not suitable for positions.
Human team motivated to improve.
Lack of training and staff development.
Team focused on maintaining positive
relationships with society. Lack of integration of people into plans and
programs.
Low Labor conflict.
Correct communication within the company.
Achieve the highest efficiency of each of our
employees.
Swot
Opportunities: Threats:
Labor Competence. Give company information to the competition.
Train staff working in the company. Low Labor competition.
To obtain the most favorable working conditions Lack of qualified personnel.
for our employees. Insensitivity to employee problems.
Figure 1 . The SWOT analysis is important and through it we can analyze the internal and
external factors of HR department
8.6 Structure of the Human Talent Department.
The Human Talent department must fulfill the function of advising the General Management
and the other departments within the current structure of the Company.
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8.6.1 Location of the Human Talent Department within the organization chart of the
Company.
Figure 2
Organization chart
President
Carlos
Escandn
General Manager
Luis Escandn (Legal
Representative)
Commercial Manager Shareholder HR

Jessica Castaeda Angel Escandn Department
Embroidery Assistant
Sales Manager Product Manager
Manager
Alberto Falconi
Fabian James
Warehouse Marketing Boss of Chief Boss of

Boss Boss Spare Accountant Embroidery
Assistant Vernica Parts Assistant Assistant
Business Chiriguaya
Advisor Assistant Assistant
Figure 2. The good functioning of every company depends on the organization, so it is
necessary to delegate responsibilities to its personnel in order to have a better control of the
processes within the company. This organization is given by an organization chart. Through the
analysis for the implementation of the department of Human Resources in the company Macoser
the organization chart to implement this new department of vital importance in any company
would be modified as shown in the image.

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8.6.2 Internal organization of the Human Resources Department.
The Human Resources department could temporarily be located on the first floor next to of the
Accounting Department being that the company has a space available for the location of the
same.
8.6.3 Profile Proposed for him Head of Human Resources
The suggested profile for this department is stated in the letter of charges presented
Below:
Company Name: MACOSER S.A.
Position: Boss of Human Resources
Number of job: 1
Nature of the position: This position arises from the need that is presented by a person
specialized in the Human Talent Administration, who represents a support to the management
and all the departments of the company, regarding the subjects of selection of personnel,
induction, training, Occupational Health, compensation, promotion and staff development.
Immediate Boss: General Manager
General description: Develop processes related to the assurance of the optimal Human
Talent management, the correct application of methods and techniques for a good job
performance.
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Job Description
Functions
Elaboration of the annual plan with the manager.
Manage the human resources of the company, as well as the improvement and
development projects that are required.
Design and disseminate recruitment.
Propose the models of evaluation by competences of the workers in coordination with
their headquarters and supervise their execution.
Provide a good working climate of cooperation and teamwork.
Organize, align and review human resources processes.
Promote motivation and integration, as well as working conditions that guarantee
occupational health and safety.
Present HR management reports on a monthly basis.
Provide all areas of staff necessary to carry out their activities.
Propose extra work activities that allow a time of leisure and integration of employees.
Approve payroll and social security payments.
Approve final staff settlements.
Advise employees in all matters related to work well-being, payments, certifications and
professional and professional development within the organization.
Requirements:
Basic training: Professional in Industrial Engineering or Organizational Psychology.
Experience: in similar positions and in the sector.

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Necessary attitudes: initiative, intelligence, practical judgment, expressive ability, good
human relations and retentive memory.
Good personal presentation.
8.6.4 Proposed Profile for the Human Resources Assistant.
The suggested profile for the Assistant is stated in the letter of charges presented below:
Company Name: MACOSER S.A.
Position: Human Resources Assistant
Number of job: 1
Nature of the position: This position arises from the need that is presented by a person who
collaborates with the Chief of Human Resources in the activities that will be developed in this
Headquarters and will be in charge of supporting it regarding the subjects of selection, induction
Training, Occupational Health, compensation, promotion and staff development.
Immediate Boss: Boss of Human Resources.
General description: Elaboration of documents generated by human talent processes and
operational support in general.
Job Description
Functions
Elaboration of contracting documents, affiliations to the IESS, contracts etc.
Elaboration of the payroll of the company, payments of contributions to the IESS.
Preparation of final settlements.
Elaboration of the novelties of promotions, transfers, vacations, and review of legal
benefits.
Take control of the respective resumes of the personnel in service, update and follow-up.
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Elaboration of labor certifications.
Requirements:
Basic training: Technician in Human Resources Administration or student of Business
Administration, Industrial Engineering or Psychology.
Experience: Minimum 1 year of experience in areas of personnel, knowledge in payroll
settlement and hiring of personnel.
Necessary skills: responsibility, high level of concentration.
Mental and manual speed.
8.6.5 Monthly cost of Human Resources Department charges.
The monthly cost generated by this department is reflected in the following table, which
calculates the approximate salary value.
Table 2
Monthly staff cost
HR
Monthly staff cost % HR Boss
Assistant
Monthly salary $700 $375
(-) IESS 9.45% $66.15 $35.44
Extraordinary hours $5.833 $3.125
Thirteenth 12 $58.82 $31.51
Fourteenth 12 $375 $375
Reserve fund 8.33% $58.80 $31.50
Holidays 24 $29.41 $15.76
It is important that each employee receives remuneration for his / her activities in the company as
well as the social benefits according to the MRL that each person has at the time of rendering his
services.
8.6.6 Budget for the Human Resources Department
Table 3
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Budget
Concept Quantity Price Total

Office equipment
Office desks 2 $ 150.00 $ 300.00
Computers 2 $ 350.00 $ 700.00
Printers 1 $ 280.00 $ 280.00
Vertical Filing Cabinets 1 $ 130.00 $ 130.00
Office chairs 2 $ 75.00 $ 150.00
Office supplies
Paper ream (box) 1 $ 23.80 $ 23.80
Folders 10 $ 1.00 $ 10.00
Staplers 2 $ 3.50 $ 7.00
Perforator 2 $ 4.00 $ 8.00
Clips (box) 1 $ 2.60 $ 2.60
Pen (box) 1 $ 4.00 $ 4.00
Staples (box) 1 $ 2.50 $ 2.50
Envelopes 1 $ 5.00 $ 5.00
Scotch ribbon with dispenser 1 $4.00 $ 4.00
Communication equipment $ -
Phones 1 $ 25.00 $ 25.00
Air conditioning equipment $ -
Air conditioner 1 $ 385.00 $ 385.00
Illumination $ -
Lamps 3 $ 15.00 $ 45.00
Total $ 2,081.90
The budget is considered the equipment needed for the implementation of the Human Resources
department, although the company may have certain of these equipment in stock.
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9. CONCLUSION
The implementation of the HR department would be of great use to the MACOSER Company
since the productive process of this company will be more effective and efficient when selecting
and hiring talents who perform an excellent job.
Communication, continuous and dynamic motivation is one of the main roles of HR staff,
allowing a better relationship between the employee and the employer.
It is fundamental for any company to have a human resources department as this would help the
resolution of internal conflicts between the members of the same.

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9. RECOMMENDATIONS
It is recommended that the proposal made by this investigative work be applied to improve the
situation of the company and have an excellent control when selecting the appropriate personnel
for the company.
At the moment of implementing the HR department, carry out a strategic planning that consists
in finding the right people to ensure a correct performance based on the objectives of the
organization, in order to develop and retain talent with a view to achieve all the goals of the
company.
Employees are the main force of a company so it is necessary to provide them with care and
training to have a better job and therefore better results.

32
10. BIBLIOGRAPHY
Chagoya, L. E. (2014). Monografas.com. Obtenido de Monografas.com:
http://m.monografias.com/trabajos102/metodologia-investigacion-
procedimiento/metodologia-investigacion-procedimiento.shtml
Codificacin, C. d. (2013). Codigo de trabajo.
Comunidad IEBS. (2017). Obtenido de Comunidad IEBS:
http://comunidad.iebschool.com/qubo/2013/04/16/perfil-del-director-corporativo-de-
recursos-humanos/
Echevarria, D. S. (1994). La Gestin de Recursos Humanos en la empresa. Madrid: I.D.O.E.
UNIVERSIDAD DE ALCAL.
Ecuador legal online. (2017). Obtenido de Ecuador legal online:
http://www.ecuadorlegalonline.com/laboral/horas-extras/
Ecuador Legal Online. (2017). Obtenido de Ecuador Legal Online:
http://www.ecuadorlegalonline.com/laboral/fondos-de-reserva/
Ecuador Legal Online. (2017). Obtenido de Ecuador Legal Online:
http://www.ecuadorlegalonline.com/laboral/vacaciones-laborales/
Macoser S.A. (s.f.). Obtenido de http://www.macoser-sa.com/
Macoser S.A. (2012). Obtenido de Macoser S.A: http://www.macoser-sa.com/
Macoser S.A. (2012). Obtenido de Macoser S.A: http://www.macoser-sa.com/

33
Sms Auditores y Asesores Gerenciales. (2017). Obtenido de Sms Auditores y Asesores
Gerenciales: http://www.smsecuador.ec/como-se-calcula-el-decimo-cuarto-sueldo/
SMS Auditores y Asesores Gerenciales. (2017). Obtenido de SMS Auditores y Asesores
Gerenciales: http://www.smsecuador.ec/como-se-calcula-el-decimo-tercer-sueldo/
Superintendencia de Compaias, valores y seguros. (2017). Obtenido de Superintendencia de
Compaias, valores y seguros: http://www.supercias.gob.ec/portal/

34
11. APPENDIX
Employees Survey Macoser S.A.
ENCUESTADO: Alberca Victor ENCUESTA # 1

With the intention of analyzing the implementation of a department of humans recourses in the Macoser S.A. We
expound the follow model survey. Please, read the questions with careful before to answer it. The survey is
realized in the scale of the 1 to 5, been 5 "in all agreement", 4 "agreement", 3 "no agreement neither disagreement",
2 "disagreement" and 1 "in all disagreement".
Do you think that to implement a Human resources department is
1 X
important for its works?
Do you think that the labor and social benefits that the government
2 X
attributes, favor its performance in the company?
Do you think that the implementation of a department of human
3 resources should benefit the current and future collaborators of the X
company?
Do you think that the inefficiency in the labor steps has direct bearing
4 X
on the absence of a department of human resources in the company?
Do you consider who will improve the legal processes of the personnel
5 X
in the company, if a Human resources department is implemented?
ENCUESTADO: Alvarez David ENCUESTA # 2

1 X
2 X
company?
4 X
5 X
35
ENCUESTADO: Arambulo Cristhian ENCUESTA # 3

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Castaeda Jessica ENCUESTA # 4

1 X
2 X
company?
4 X
5 X
36
ENCUESTADO: Castaeda Gabriela Maribel ENCUESTA # 5

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Castaeda Gabriela Annabel ENCUESTA # 6

1 X
2 X
company?
4 X
5 X
37
ENCUESTADO: Clavijo Harold ENCUESTA # 7

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Escandn Argelis ENCUESTA # 8

1 X
2 X
company?
4 X
5 X
38
ENCUESTADO: Escandn Pamela ENCUESTA # 9

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Escandn Karen ENCUESTA # 10

1 X
2 X
company?
4 X
5 X
39
ENCUESTADO: Escandn Luis ENCUESTA # 11

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Escandn Geovanny ENCUESTA # 12

1 X
2 X
company?
4 X
5 X
40
ENCUESTADO: Escandn Ruth ENCUESTA # 13

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Escandn Jorge ENCUESTA # 14

1 X
2 X
company?
4 X
5 X
41
ENCUESTADO: Escandn Jean Carlos ENCUESTA # 15

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Escandn Enrique ENCUESTA # 16

1 X
2 X
company?
4 X
5 X
42
ENCUESTADO: Garcia Yadira ENCUESTA # 17

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Garcia Virginia ENCUESTA # 18

1 X
2 X
company?
4 X
5 X
43
ENCUESTADO: Gavilanes Mariuxi ENCUESTA # 19

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Guajala Ana Maria ENCUESTA # 20

1 X
2 X
company?
4 X
5 X
44
ENCUESTADO: Indacochea Neptali ENCUESTA # 21

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Jalca Jos ENCUESTA # 22

1 X
2 X
company?
4 X
5 X
45
ENCUESTADO: Jalca Carlos ENCUESTA # 23

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Lopez Jessica ENCUESTA # 24

1 X
2 X
company?
4 X
5 X
46
ENCUESTADO: Lozada Segundo Miguel ENCUESTA # 25

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Manzano Pedro ENCUESTA # 26

1 X
2 X
company?
4 X
5 X
47
ENCUESTADO: Mendoza Fabricio ENCUESTA # 27

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Moreira Oliver ENCUESTA # 28

1 X
2 X
company?
4 X
5 X
48
ENCUESTADO: Moreira Jhonny ENCUESTA # 29

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Moreira Carlos ENCUESTA # 30

1 X
2 X
company?
4 X
5 X
49
ENCUESTADO: Naula Victor ENCUESTA # 31

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Onofre Oscar ENCUESTA # 32

1 X
2 X
company?
4 X
5 X
50
ENCUESTADO: Orellana Roberto ENCUESTA # 33

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Pluas Cristhian ENCUESTA # 34

1 X
2 X
company?
4 X
5 X
51
ENCUESTADO: Prieto Segundo Liberato ENCUESTA # 35

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Prieto Francisco ENCUESTA # 36

1 X
2 X
company?
4 X
5 X
52
ENCUESTADO: Quimi Geronimo ENCUESTA # 37

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Quinde Edis ENCUESTA # 38

1 X
2 X
company?
4 X
5 X
53
ENCUESTADO: Suarez Segundo ENCUESTA # 39

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Tabango Rafael ENCUESTA # 40

1 X
2 X
company?
4 X
5 X
54
ENCUESTADO: Zavala Pedro ENCUESTA # 41

1 X
2 X
company?
4 X
5 X
ENCUESTADO: Zuiga Erica ENCUESTA # 42

1 X
2 X
company?
4 X
5 X
55
MACOSER
Direction:
Francisco de Paula Icaza 608 610 y Escobedo.
Phone:
2313915
Contact:
Ing. Luis Escandn Prieto

University of Guayaquil Faculty of Administrative Sciences Business Management Academic Term

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1

FACULTY OF ADMINISTRATIVE SCIENCES

ANALYSIS TO IMPLEMENTATION OF THE HUMAN RESOURCES DEPARTMENT IN

THE COMPANY MACOSER S.A.

INTGRATIVE SUBJECT TEACHER:

MSC. MOGOLLON CLAUDETT MICHEL

COLLABORATIVE SUBJECT TEACHERS:

ING. LOZANO LARREA ROSSANA

MSC. CABRERA ENRIQUEZ DAISY

CHICA VILLACRESES EVELYN

ESCANDN PALACIOS HEIDY

HOLGUN SANTANA MBAR

MONTECEL SANTANA GISELLA

MORALES VIVANCO CRISTHIAN

2. TABLE OF CONTENTS ........................................................................................... 2

8.6 Structure of the Human Talent Department. ................................................. 23

8.6.4 Proposed Profile for the Human Resources Assistant................................. 27-28

the company Macoser S.A, to achieve efficiency in its processes.

carry out activities different from those of their areas in charge.

Nowadays it is a company recognized nationally by its variety of products in addition to having

counts with main building, 9 branches y 2 franchises.

that of Human Resources.

method has taken.

develop activities within the organization.

get better control of activities performed in this organization.

implementation is of vital importance, because competition in the market is increasingly and

companies with their contributions, skills and knowledge.

of its functions allowing the company to consolidate more in the market.

objectives in the determined time.

company Macoser S.A, to obtain efficiency in their processes.

different positions of the company.

To solve problems, before, during and after work relationship.

above the others.

It is important to mention that Human Talent Management in some companies is called

Human Talent Management, Industrial Relations, Personnel Management, Human Resources

employees working to contribute to business success.

million and covers 5% of the national market.

when the decision to hire one of the applicants occurs.

fact, it is common to use one or another expression indistinctly (Robbins, 1998).

negative for our health.

contributes the capital is called employer or employer.

legal person; all these relationships are regulated by an employment contract.

human resource to reach the objectives established by the company.

better working environment until reaching the established objectives.

implementation of the department of human resources in the company Macoser S.A.This

analysis is covered by the following regulations:

of contract, overtime, vacations, etc.

company over time.

The idea of analyzing of a possible implementation the human resources department is to

The clerical staff of the company.

agreement, 4 in agreement, 3 not agreement not in disagreement, 2 in disagreement and 1

this information of the base of rolls of payment of the Managerial Assistance.

n = the size of the sample, (number of surveys that will be done).

transporters, administrative, supervisors, managers, etc.

investigation it will be as regards 95 % of confidence it is equivalent to1,96.

that change between 1 % and 9 %, for this study 9 %will be used.

information necessary for the project.

Do you think that the implementation of a department of

Do you consider who will improve the legal processes of the

will be conclusive to create interpretations and final solutions.

Answer W.A W.R

its performance in the company?

Answer W.A W.R