final word document : innovation proyect on human capital development

1. INNOVATION PROYECT ON
HUMAN CAPITAL
DEVELOPMENT
Janeth Acosta Mora Mauricio Martínez Martínez
Laura Leal Robles Manlio Fabio Gómez García
*Mumex *Premium

2. Activity objective
Learn the concepts seen in class applied in a real situation, analyzing the
work enviroment and how this can create an advantage or disadvantage in
a company.
Learn to:
 Analize
 Innovate
 Develop

3. MUMEX
Mission: guarantee the health and wellness of our clients being the best brand of
chicken on the market, offering to them natural and processed quality products,
with the best standards of hygiene and service, a result of our human talent.
Vision: Mumex, has as vision to be the only brand leader in production and
commercialization of chicken and products of added value at national level
ensuring the integral quality of our products and services.
Values: we work under the philosophy of quality, compromise, service spirit,
perseverance, loyalty, innovation creativity and respect.
Years of existence: 3 months
Organizational chart
Jorge Murra Juan Pablo
Murra
Production
Administrator Counter
Number of employees: 20
Information of employees
Average age 22
Alejandro
Murra
Miguel Murra
Production
employee
Autonomy: They let some employees to take decisions when needed in order to
reach the goal on time, they also train their employees to be able to take decisions
but immediately let their boss know about it.
Mastery: There are workshops to train them and teach them new things in order
to have a prepared team of employees.

4. Purpose: Improve each day, reaching their short-term goals to be able to grow as a
company and provide to their clients the best products.
PREMIUM
Misión
We aim to be a company with a high level of quality red meat and bring to your
table the best of cattle complementing your purchase with a quality service.
Visión
Being one of the most recognized butchers of the lagoon, for good service and
quality of red meats.
Values
 Honest
 Quality
 Good service
 Personal and respectful servicing
Years of existence: 3 months
Organizational chart
Number of employees: 5
Mario Helguera:
owner/director
Cashiers Butcher Others
Barbecue
Speaker
Sr. Helguera:
inversionist/partner

5. Information of each employee
 Ignacio: 3 month/48/ men/ Mexican/ university/married
 Nora: 1 week/29/women/Mexican/ University/married with family
 Iris: 1 month and a half/16/Women/Mexican/High School/single
 Marco: 2 month/21/ Men/ Mexican/ University/single
 Humberto: 2 months/65/Men/Mexican/ University/ married
Skill, knowledge and qualities of each employee
 Ignacio: good administrator, beef manipulation, good treatment with
costumers/knowledge about all the types of beef/ he found the way to
make his job in a most efficiently way.
 Nora: good treatment with costumers, good service/ familiarize with the
products, knowing how to use microsip/ active with costumers.
 Iris: good treatment with costumers, responsible,/ knowing how to use
microsip
 Marco: does his work quickly, active worker/ good cooker/ his always
making different things on the job.
 Humberto: good with words, convincing/ knows plenty words to express
his thoughts in many different way/ connect with people through his
words.
Autonomy: they feel compromise with the company and make their work in the
most efficiently way even when there are some activities that they don’t have to do
they decide to make them because it represent their initiative to see the company
growing.
Mastery: they give them workshops to give them more work abilities and develop
the ones that they have.
Purpose: grow together as company to develop professional abilities with the pass
of the days.
Selected company: MUMEX
We select this company because the other one is more little and has contact owner-employee
every time and MUMEX is more big so is more difficult to control and
evaluate all the results of each employee.
Strategy
They don’t have specific challenges for each employee and the feedback is not fluid
so the workers don’t feel that their opinions count for the company, also they don’t
get specialize in a specific task.
That why we recommend to MUMEX the next strategies:

6.  Delegate a specific activity for each employee that is involve on the
production process.
 If the workers have problem with the task to do, give him a capacitation so
he can develop his ability to make what they supposed to do.
 Have personal meetings in which all of them can get a measured feedback of
the opportunity areas and recognition of the work welldone.
This restructuration of the production process will give the employees specific
certain things to do so they will be more specialize in one part of the production
and will affect positively their efficiency at work.
Questions for interview
1 know what is expected of me at work.?
2. Has the equipment and materials I need to do my job?
3. recognition or praise you received from the company?
4. how does the company shows interest in your development?
5. Accounts with someone who encourages your personal and
professional development.?
6. In which way your opinion is taken ?
7. Do you know the mission and vision of the company?
8. you think that your colleagues are dedicated and committed to
doing quality work? In what way?
9. What kind of feedback had you recived for your performance at
work?
10. What kind of challenges are applied to perform your skills?
ONLINE PORTAFOLIO
http://www.slideshare.net/janethacm/project-38395354
References
http://www.slideshare.net/caroFernndezMartn/delegacion-tareas
http://cleventy.com/delegacion-de-tareas
http://jcvalda.wordpress.com/2011/04/15/delegacion-de-las-tareas/