analisis de riesgo.pdf

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Este documento presenta un análisis de riesgos del proceso de recursos humanos en una empresa. Identifica dos riesgos principales: 1) no contar con una cartera de candidatos vigente que pueda dar lugar a vacantes sin cubrir o una plantilla incompleta, y 2) no cubrir las vacantes disponibles lo que puede causar retrasos en la producción o baja productividad. Para mitigar estos riesgos, se proponen acciones como mantener contactos con empresas y plataformas de empleo para construir una cartera actualizada de candidatos, re

Recrutamento e RH

FRECUENCIA / GRAVEDAD
A Alta
M Media
B Baja
S Significativo
M Moderado
L Leve
Proceso Riesgo Efecto o consecuencias del riesgo Causas del riesgo
Frecuencia/
Gravedad
Acciones preventivas o contingencia Responsable Fechas
No contar con
cartera vigente
No tener candidatos cuando haya
vacantes disponibles en algún área o,
en su defecto, plantilla incompleta de
trabajadores.
Búsqueda de cartera con poca
frecuencia, no investigar datos de
empresas para posibles
intercambios.
M/M
Realizar búsqueda de cartera con empresas, en
plataformas de empleo, repartiendo volantes,
etc. Darle continuidad a los contactos
empresariales establecidos, solicitar
información por internet o con conocidos.
Auxiliar A y B de
Recursos Humanos
Diariamente
No cubrir las
vacantes
disponibles
Retrasos en la producción / Baja
productividad en los departamentos
No contar con cartera para la
búsqueda de prospectos
M/S Mantener la cartera actualizada
Auxiliar A y B de
Recursos Humanos
Diariamente
Revisó:
02/01/2019
TX-RH-RH-FO-04-00
Departamento de SGC Versión: 00
ANÁLISIS DE RIESGOS DEL PROCESO DE RECURSOS HUMANOS Pág. 1 de 1
RECURSOS
HUMANOS
IMPACTO
PROBABILIDAD
HELSA, Hules Especializados Luctania S. A. de C.V. Fecha Creación Formato: 2 de Enero 2019
Puesto: Aux. A recursos humanos Puesto: Gerente Administrativo Puesto: Dirección General
Departamento de SGC Elaboró: Autorizó: Luciano Ruiz Vallejo
Jessica Morales Meléndez Guadalupe Ramos Cruz Autorizó: Carlos Ruiz Vallejo

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analisis de riesgo.pdf

1. FRECUENCIA / GRAVEDAD A Alta M Media B Baja S Significativo M Moderado L Leve Proceso Riesgo Efecto o consecuencias del riesgo Causas del riesgo Frecuencia/ Gravedad Acciones preventivas o contingencia Responsable Fechas No contar con cartera vigente No tener candidatos cuando haya vacantes disponibles en algún área o, en su defecto, plantilla incompleta de trabajadores. Búsqueda de cartera con poca frecuencia, no investigar datos de empresas para posibles intercambios. M/M Realizar búsqueda de cartera con empresas, en plataformas de empleo, repartiendo volantes, etc. Darle continuidad a los contactos empresariales establecidos, solicitar información por internet o con conocidos. Auxiliar A y B de Recursos Humanos Diariamente No cubrir las vacantes disponibles Retrasos en la producción / Baja productividad en los departamentos No contar con cartera para la búsqueda de prospectos M/S Mantener la cartera actualizada Auxiliar A y B de Recursos Humanos Diariamente Revisó: 02/01/2019 TX-RH-RH-FO-04-00 Departamento de SGC Versión: 00 ANÁLISIS DE RIESGOS DEL PROCESO DE RECURSOS HUMANOS Pág. 1 de 1 RECURSOS HUMANOS IMPACTO PROBABILIDAD HELSA, Hules Especializados Luctania S. A. de C.V. Fecha Creación Formato: 2 de Enero 2019 Puesto: Aux. A recursos humanos Puesto: Gerente Administrativo Puesto: Dirección General Departamento de SGC Elaboró: Autorizó: Luciano Ruiz Vallejo Jessica Morales Meléndez Guadalupe Ramos Cruz Autorizó: Carlos Ruiz Vallejo

analisis de riesgo.pdf

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