Effective Staff Recruitment and Management Practices

Posted on Jan 29, 2025 in Tourism

Staff Recruitment in a Company

Labor laws require businesses and workers to legalize their work relationships through employment contracts.

Labor contracts have the following characteristics:

  • Consensual: Parties consent to it in the contract document by signature or verbal agreement.
  • Bilateral: The contract obliges the two signing parties.
  • Onerous: Obligations of an economic character.
  • Successive tract: The obligations are fulfilled with the passage of time.
  • Standardized: Free will shall be subject to labor standards for each type of contract.

Choosing the Type of Contract

For this choice, you should take into account the following characteristics:

  • Legal form to be taken by the company.
  • Type of job.
  • Temporary job needs.
  • Incentives that occur to the employee.
  • Social costs that are paid to Social Security by the company.
  • Closeouts payable to terminate the contracts and other conditions.
  • Subsidies and exemptions for payments to Social Security.
  • Subsidies and tax breaks to the Treasury.
  • Other conditions of interest for the company and the employee to be hired.

Proceedings After Hiring

  • Membership and registration of the worker with Social Security.
  • Communication of new contracts to the Public Employment Service (INEM).
  • Communication with labor representatives of the company.
  • Other existing labor standards.

Self-Employment

The creation of jobs. This form is attached to the Autonomous System of Social Security.

Economic Management of Staff

A. Labor Costs:

Payroll is chartered by the full economic benefits, monetary or not, received by workers for their work benefits the company.

Its overall structure includes the following:

  • Base salary.
  • Remuneration.
  • Accruals in kind.

The employer must also perform the appropriate calculations to:

  • Quantify social contributions for workers and the company itself, to be paid to Social Security (TC1 and TC2).
  • Retain and settle the amounts corresponding to each worker, on account of personal income tax, according to their family conditions and the expected annual volume of their earnings.

B. Other Costs of the Personnel Department:

  • Selection costs (personnel, advertising, and external services).
  • Training costs (costs for time not worked).
  • Cost of courses.
  • Other social costs (awards, fellowships, etc.).

You can find information for the previous calculations in the following literature:

  • Collective agreements: These are agreements signed between representatives of workers and employers to determine working conditions and productivity in a given workplace.
  • Annual Social Security Standards.
  • Social Security Guide.
  • Industrial Guides.
  • Law of the State Budget.
  • Standards of Personal Income Tax.
Instruments of Recruitment
  • Advertisement in newspapers or on internet job boards, which should be drafted with the utmost care and directed to the most appropriate audience to reach the pool of candidates that most interests us.
  • Submission of curriculum vitae.
  • Completion of questionnaires.
Preselection

Its function is to remove from the process those candidates whose profiles are not adequate and do not possess the minimum requirements.

Selection

From the refined list of candidates from the preselection process, a series of tests begins to evaluate candidates.

The most common instruments are:

  • A personal interview.
  • Psychometric tests.
  • Professional examinations.
  • Medical and psychological tests.
  • Other suitable tests for the position to be filled.
Election of Candidates

Once the selection process is completed and the candidates are evaluated, you must choose the specific person who should subsequently be admitted to fill the position at the company.

Joining the Company: The Reception

This phase will aim to achieve full integration of the new employee in the company, which requires a process of tutelage, training, and awareness.

Training in the Company

The company provides training at different stages that may relate to the working lives of the workers. There are different types of training, such as:

  • Reception or insertion.
  • Initial.
  • Continuous.
  • Career.