The document discusses human resources and organizational management. It covers topics like corporate culture, the relationship between strategy and employee motivation, defining job roles, recruiting candidates, selecting employees through interviews and assessments, onboarding new hires, and managing performance. It emphasizes the importance of understanding an employee's journey from recruitment to onboarding to performance management. It also discusses diversity and leadership development.

1. Gestión de personas. Organización y Recursos Humanos.
Managing People
Human Resources and
Organizational Iñaki Aliende.
@ialiende
Consultant and Trainer in
Business Development and Client
Experience.
Founder of The Capsule Company and
Juega con Margen.
Author of the blog
EstrategiayPersonas.com
Professor of the University of
Mondragón, Fundación Repsol,
Escuelas de Excelencia de Telefónica
and La Salle…
Has been the Director of eLearning at
CECA, International Consultant for the
World Bank and Senior Consultant in
Cegos Group.

2. Gestión de personas. Organización y Recursos Humanos.
TicBeat #startuping

3. Gestión de personas. Organización y Recursos Humanos.
In the first session we talked about…
 The importance of having
a shared culture
 The relation between
corporate culture and
value discipline
 The relation between
estrategy and people
motivation
 How all this serves the
customer
HABITS
CULTURE
RESULTS
KPIs
Strategy
Organization
Business
Personal
Relational cultureNormative
culture
Development
culture
Tribe culture
Operational
Excellence
Customer
Intimacy
Product
Innovation
CONTROL
EXTERNAL
FOCUS
FLEXIBILITY
INTERNAL
FOCUS
Key clients
Conversation
Customization
Market share
Resources
Innovation
Yield
Formalisation
Centralisation
Knowledge
Cohesion
Team identity
Expertise
Leadership

4. Gestión de personas. Organización y Recursos Humanos.
Founder and manager
 Review out people
management skills
 Define HR policies
 Understand employee
journey
 Make the most of
diversity

5. Gestión de personas. Organización y Recursos Humanos.
Employee journey
RELATIONSHIP
RECRUITMENT
PERFORMANCE
WELCOMESELECTION
 Job definition
 Sources of recruitment
 Call
 Information and training
 Roles
 Stages
 Filters
 Tests
 Interview
 Proposal
 Diversity
 Developing people
 Our management style
 Expectations
 Personal contributions
 Follow-up

6. Gestión de personas. Organización y Recursos Humanos.
What we need?
Job definition / Candidate profile
 Requisites (availability, mobility…)
 Knowledge (technical acumen…)
 Competences (Client orientation, planning, vision…)
 Certifications (PMI, Cisco, Safety…)
 Experience
Success indicators (expectations) of the position usually
make it easier to define the job
RECRUITMENT

7. Gestión de personas. Organización y Recursos Humanos.
Personal competences
Work
Company
InterlocutorsTeam
Client oriented
Negotiation
Sociability
Vision
Results oriented
Entrepreneurship
Planning
Analysis
Time management
Team building
Managing people
Conflict management
RECRUITMENT
Flexibility
Change
Adaptation
Learning

8. Gestión de personas. Organización y Recursos Humanos.
Where can I find them?
Sources
 Family and friends
 Internet (Linkedin…)
 Universities
 Public Agencies
 Recruitment agencies
 Headhunter
 Other companies
RECRUITMENT

9. Gestión de personas. Organización y Recursos Humanos.
Selection trade-off RECRUITMENT
Quality
Effort / Time
Training
Cost

10. Gestión de personas. Organización y Recursos Humanos.
Public information
 Announcement / Communication
Effective
Efficient
Branding
Adapted to the source
 Short and long term
What we need today is the most important info to include
Information and conditions can also reflect a future context
RECRUITMENT

11. Gestión de personas. Organización y Recursos Humanos.
Job Ad
Content
 Company, context… branding
 Needs
 Requisites
 Personal profile and experience
 Conditions
 Motivational factors
 Visuals, format
RECRUITMENT

12. Gestión de personas. Organización y Recursos Humanos.
Selection
KNOWLEDGE COMPETENCES MOTIVATION REQUISITES ADAPTATION
CV, letter,
references
X X X XX X
Interview X XX XX XX XX
Assessments XX XX X X
Tests X X X X
Field trial XX X X X
SELECTION

13. Gestión de personas. Organización y Recursos Humanos.
Selection
CV…
 …is useful to filter candidates and as a guide for the interview
 Shows technical expertise and experiences
 Must follow a logical sequence
 Changes and dates give us hints to inquire about
 Must sketch the main contribution in each job or activity
RECRUITMENT

14. Gestión de personas. Organización y Recursos Humanos.
The Interview
Type of questions
- Critical events
Describe for us how did you
solve that situation
- Appraisal
How would you organize this
campaign?
- Discussion
I am not sure you find this job
boring, if we consider your
long background
- “Rapport”
Did you find our address
easily?
- Context
What were your thoughts
when you answered our job
ad?
- Detail
Could you explain in detail
what were your resposibilities
in ACME Ltd.?
- Motivational
What responsibilities would
you lile to perform in two
years?

15. Gestión de personas. Organización y Recursos Humanos.
The Interview
Critical Events
What would you do in that
case?
What’s your opinion
about…?
What are your feelings
when…?
How did you adapt to that
change?
Could you give an
example of your response
in that type of situations?
Please, tell me a personal
experience of continuous
improvement in your last
company
What did you do in that
occasion?
SELECTION

16. Gestión de personas. Organización y Recursos Humanos.
The Interview
Appraisal questions
- Specific
- Focused, conected to the responsibilities
- Let them express
- Do not get into personal affairs
- From general to detail
SELECTION

17. Gestión de personas. Organización y Recursos Humanos.
Proposal
Contractual commitment
 Employee with capital participation or not
 Providor
 Partner
 Consultant
 Interim
 Distributor
 Learning contract
 …
SELECTION

18. Gestión de personas. Organización y Recursos Humanos.
Interview
Lying hints
 Sudden changes of their facial expression or bahaviour
 Looking right when asked specific questions or when going deeo
into a topic
 Nervous gestures in specific moments of the interview
 Adopting a closed non-verbal communication
 Answers turn too slow or quick when talking about something
 When they respond with different level of self-confidence to
different questions
 Generalizations or absence of subject in the sentences
 Relief when changing the topic
 When they only smile with their mouth
SELECTION

19. Gestión de personas. Organización y Recursos Humanos.
Tests
 Intelligence (Matrices, EFAI, Factor g, D2, IG-2…)
 Competences (16-PF, BIP, Sosia…)
 Emotional intelligence (MSCEIT, TECA, CTI…)
 Motivational factors (APM, IPP, MPS…)
 Languages
SELECTION

20. Gestión de personas. Organización y Recursos Humanos.
Welcome
 Integration
 Training plan
 Performance follow-up
 Administrative and comfort matters

21. Gestión de personas. Organización y Recursos Humanos.
Performace management
It must include:
• Company vision. Objectives
• Personal. Contributions
• Follow-up. Continuous feed-back and orientation.

22. Gestión de personas. Organización y Recursos Humanos.
Diversity
DiSC Behavioural Styles
provide a powerful method for
better understanding yourself
and others. This theory
recognizes four basic,
predictable behaviour patterns
observed in human beings.
D i S C is an acronym for the
four behavioural styles of
Dominance, Influence,
Steadiness and
Conscientiousness. The
science behind DISC
Behavioural Styles suggests
that all people possess these
four basic behavioural
tendencies to differing
degrees.
PromotorCollaborator
Analyst Conductor
Alberto
Ricardo
Eva
Sonia
Introvert,stability
Extrovert,action
People, Emotions, Heart
Reason, Objectives, Brain

23. Gestión de personas. Organización y Recursos Humanos.
Tratamiento de los 4 estilos
Personas, Emociones,
Sentimientos, Corazón
InfluenceSteadiness
Conscientiousness Dominance
Razón, Objetivos,
Pensamientos, Cerebro
Positivity
Negotiate
Persuade
Long term
Friendly
Pride
Forgets details
Direct
Win
Short term
Initiative
Protagonist
Quickness
Audacity
Correct
Certainty lover
Calm
Cohesive
Influence
Cautious
Team
Details
Planning
Data
Processes
Coldness
Roles
Incidences sensitivity
Diversity

24. Gestión de personas. Organización y Recursos Humanos.
Leadership and Development
objectives
cooperation
Direct
Orient
Propose
Delegate
The only way to
personal development
consists of:
- Delegation
- Feedback
- Training