Identification of variables and their influence on the human resources planning in the territorial level

Abstract

Abstract:Purpose: The purpose of this paper lies in the use of experimental way through empirical tools for identification of the set of variables and their interrelationships and influences on the human resources planning at the territorial level.Design/methodology/approach: The methodology used to verify the existence of the variables that affect the planning of human resources at the territorial level consists of two phases: a qualitative study of the variables that influence the planning of human resources, where the explicit variables are measured and/or implied raised in the literature analyzing the main contributions and limitations expressed by each of the authors consulted. Then it proceeds to confirmatory phase (quantitative) to prove the existence of the dimensions of the planning of human resources in the territorial level through the use of multivariate statistics through the combination of expert analysis and techniques of factorial grouping. Findings:Identification is achieved by using empirical methods, variables that affect human resources planning at the territorial level, as well as their grouping essential dimensions, while the description of a theoretical model that integrates the dimensions is made essential and relationships that affect human resource planning at the regional level, which is characterized by the existence of systemic and prospective nature.-530-Journal of Industrial Engineering and Management -http://dx.doi. org/10.3926/jiem.1904 Originality/value: The literature shows two streams that address a wide range of approaches to human resources planning. The first is oriented from the business object and the second part of the management in highlighting a limited territorial level to address this latest theoretical development, an element that has contributed to the fragmented treatment of human resources planning and management in general at this level. The originality of this paper is part of the creation and adaptation, on a scientific basis of a theoretical model developed from the conceptual contribution of this process at the territorial level where the key variables that affect this process are integrated, highlighting the systemic approach prospective based on solid scientific foundations.

Structural equations to analyze entrepreneur satisfaction as indicator of human resources management at the territorial level

“…Under this prism, the HRMt stands out, with notable authors such as García-Espalter & García-Espalder ( 2009), Pérez-Izquierdo & Argüelles-Pando (2011) and Martínez-Vivar et al (2016) who agree on the need to address it as a process that meets the development interests at this level, where the subprocesses associated with the knowledge of the demographic characteristics of the population (population register) are linked in a systematic way to planning quantitative as qualitative of the HR requirements for the development of the territorial plans, to the recruitment, selection and induction, both of the requirements resulting from the planning and of the training process itself, to the attention on the actions of both incentives and safety and health for the minimization of the migration patterns of the HR of the territory. Activities that have had greater theoretical and technical development at the organizational level (Goycher et al, 2018), but in their essence have similar characteristics for analysis at the territorial level.…”

“…Some authors (De Miguel-Guzmán, 2006;Vega-De la Cruz, Lao-León, & Nieves-Julbe, 2017;Chiavenato, 2009) reflect the term as a Human Resource (HR), hyperbolizing it from the economic perspective and considering it as a means and not an end in itself; others (Goycher et al, 2018;Kaplan and Norton, 2004) refer to human talent (HT) observing the innate qualities in people and in other cases equating it to the referred RH; those who explain it as human capital (HC) stand out (Sánchez-Rodríguez et al, 2017), observing a traditional treatment to focus their management; others (Goycher et al, 2018;Martínez-Vivar et al, 2016;Niebel & Freivalds, 2009) involve the contemporary theories about intellectual capital (IC) without clear differentiation with respect to the HC; while, at the territorial level, they associate it with the term skilled workforce (SW) (García-Espalter & García-Espalter, 2009;Torres-Cala & García-Borrego, 2011) to highlight the specialized qualification levels for the performance of functions of the same character. This diversity in the treatment of the term does not contribute to maintaining a logical consequence to describe people as a holistic whole, an aspect that leads to the development of this research to assume the term human resource, understood by the people who work and for its adjustment to the territorial context, potentials to work that contribute to human capital and intellectual capital.…”

“…The incidental variables in the HRMt have been in constant evolution in line with the increase in both organizational and territorial needs (Goycher et al, 2018;Martínez-Vivar et al, 2016;Pal, 2008); these have been expressed from the very emergence of man and his need to organize for work, where variables linked to incentives for the distribution of work results were distinguished, for the recognition of the status of the person in its social nucleus, for the improvement of living standards, the protection of the community, leisure, among others that distinguish the incipient appearance of a primitive HRM function.…”

“…Research on the management of human resources at the territorial level, from now on (HRMt), has shown a growing interest of recognized researchers in this field, highlighting the development of thoughts related to planning, selection, training, incentives, recruitment, selection and safety and health. Subsystems recognized systematically in the literature for the business level, which has undergone a broad theoretical development, expressed fundamentally by the proposals developed by De Miguel-Guzmán (2006) and Cuesta-Santos (2010), characterized by the insertion of the strategic and systemic nature of human resources management (HRM) and the integration of qualitative and quantitative analysis (Rodríguez-Fariñas, 1990;García-Espalter & García-Espalter, 2009;Bonardo, 2009;Becerra-Lois & Toledo-Diez, 2010;Pérez-Izquierdo, 2010;Torres-Cala & García-Borrego, 2011;Cribeiro-Díaz, 2011;Goycher, Skuba, Bugrova, Zakirova, & Strelkov, 2018;Martínez-Vivar, Sánchez-Rodríguez, García-Vidal, & Pérez-Campdesuñer, 2016).…”