Evidencia 2

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Universidad Tecmilenio
Administración del Talento Humano
Evidencia 2
Armando Gonzalez De La Rosa 	3069543
1.First, choose a position in a company and describe the following: line of business, size of the company, and name of the position. 
Business line: Supervision and management of automation processes in a company to improve the efficiency and profitability of production.
Company size: Can vary from small businesses to large corporations, depending on the need and scope of automation.
Job position: Automation Supervisor. Responsible for leading a team of automation technicians and production workers, making sure automation systems work effectively, troubleshooting, coordinating projects, and maintaining automation equipment.
2.Then, write a job description that includes the elements of its design: main responsibilities, functions, and challenges of the position. Make sure the description is directly related to the line of business and size of the company.
Responsibilities:
· Lead a team of automation technicians and production workers.
· Plan, coordinate and execute automation projects in line with the objectives of the company.
· Troubleshoot automation systems and minimize any disruption to production.
· Supervise the maintenance and repair of automation equipment to ensure its proper functioning.
Functions:
· Identify opportunities to improve production processes through the implementation of automation systems.
· Design strategies for the implementation of the systems.
· Coordinate with other company departments to ensure successful implementation and seamless integration of automation systems.
Challenges:
· Stay up-to-date on advances in automation technology, to ensure that systems are always the most efficient and effective possible.
· Manage teams of workers and technicians.
· Communicate effectively with other departments of the company.
· Quickly troubleshoot automation systems to minimize any disruption to production.
3. Next, prepare an incentive program that allows the attraction of candidates with better preparation. Support your plan with a theoretical justification and make sure it is related to the job description.
Incentive program to attract candidates with better preparation:
· Offer a competitive salary: It is important to offer a competitive salary compared to the market to attract the best candidates. Automation supervisors can have specialized technical skills and be hard to find, so a competitive salary is essential.
· Achievement Bonuses: Implement an achievement bonus program, which rewards automation supervisors for achieving specific goals, such as reducing costs, increasing production efficiencies, and successfully implementing automation projects.
· Professional Development: Offer professional development opportunities through training and continuous learning to enhance the technical and leadership skills of the automation supervisor. This could include attendance at conferences and specialized training courses.
· Work flexibility: Offering flexible work hours and the option to work from home, which can be attractive to automation supervisors who prefer to work in a less structured environment.
Theoretical justification:
Motivation theory suggests that people are motivated by extrinsic and intrinsic factors. Extrinsic factors include salary, bonuses, and rewards, while intrinsic factors include career development and job flexibility. By offering a competitive salary and achievement bonuses, extrinsic incentives will be needed to motivate automation supervisors to perform their jobs effectively. By offering career development opportunities and job flexibility, intrinsic incentives will be needed to improve job satisfaction and employee retention.
Relation to job description:
Offering a competitive salary is important to attracting the best candidates who have specialized technical skills. Implementing an achievement bonus program is directly tied to the automation supervisor's responsibility to lead a team and achieve specific goals. Professional development and ongoing training are important to keep the automation supervisor up to date on advances in automation technology. Work flexibility is important to support the effective management of teams of workers and technicians, as well as to help quickly troubleshoot automation systems to minimize any disruption to production.
4.Finally, according to the job description, mention which performance evaluation method is the most appropriate, develop an instrument with at least five evaluation criteria according to the selected method, and support your performance evaluation with a theoretical justification.
The most appropriate performance evaluation method would be the objective evaluation method. This method focuses on setting clear and specific goals for the employee and evaluating his performance based on whether or not those goals were achieved.
To develop a performance evaluation instrument based on this method, the following evaluation criteria could be established:
· Goal Achievement: The automation supervisor should set specific goals for the automation team and ensure they are achieved within the set time frame.
· Efficiency and Effectiveness: The supervisor must ensure that automation systems are efficient and effective, which can be measured by measuring the performance of the systems and comparing them to industry standards.
· Troubleshooting: The supervisor must be able to quickly identify and resolve automation system problems, minimizing any disruption to production.
· Leadership and team management: The supervisor must effectively lead and manage the team of automation technicians and production workers, ensuring a positive and productive work environment.
· Communication and coordination: The supervisor must have effective communication with other company departments to ensure seamless integration of automation systems and effective collaboration in project implementation.
The theoretical justification for this evaluation method is based on its ability to align the employee's goals with the company's goals, thereby increasing employee motivation and productivity. In addition, this method allows for a more objective and fair evaluation of the employee's performance, since it focuses on measurable results instead of subjective aspects.