This document presents a project comparing the human capital development approaches of two companies - MUMEX and PREMIUM. MUMEX is a 3-year old chicken production and commercialization company with a mission to guarantee health and wellness for clients through natural and processed quality products. It has 20 employees with an average age of 22. MUMEX focuses on quality, commitment, service, and innovation. PREMIUM is a butcher shop with a mission to provide high quality red meat and good service. It has 5 employees with a range of experiences and skills. Both companies emphasize autonomy, purpose, and mastery in developing employees. However, the document recommends MUMEX provide more specific tasks, training,

1. +
MUMEX
INNOVATION PROYECT ON
HUMAN CAPITAL DEVELOPMENT
PREMIUM
Janeth Acosta Mora
Mauricio Martínez Martínez
Laura Leal Robles
Manlio Fabio Gómez García

2. +
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
For this we will compare two companies and
their methods of human capital development

3. + MUMEX
Years of existence: 3
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.

4. +
work under the philosophy of:
 quality
 Compromise
 service spirit
 perseverance
 loyalty
 innovation
 creativity
 respect.

5. Organizational chart
Jorge Murra Juan Pablo
Murra
Alejandro Murra
Miguel Murra
Production
Administrator
Counter
Production
employees
Organizational chart
Number of employees: 20
Information of employees
Average age 22

6. +
3 MAIN ELEMENTS
 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.
 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.
 Mastery: There are workshops to
train them and teach them new
things in order to have a prepared
team of employees.

7. +
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

8. +
Organizational chart
Mario Helguera:
owner/director
Cashiers Butcher Others
Barbecue Men
Speaker
Sr. Helguera:
inversionist/partner

9. + PREMIUM
 Number of employees: 5
 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

10. +
Skill, knowledge and qualities
 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.

11. +
3 MAIN ELEMENTS
 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.
 Purpose: grow together as
company to develop
professional abilities with the
pass of the days.
 Mastery: they give them
workshops to give them
more work abilities and
develop the ones that they
have.

12. + QUESTIONS
 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?

13. +
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:
• 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 well done.
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.

14. +
http://www.slideshare.net/janetha
cm?utm_campaign=profiletrackin
g&utm_medium=sssite&utm_sour
ce=ssslideview