The Selection and Hiring Process.
Posted: Mon Jan 06, 2025 9:20 am
When a company embarks on a project of this type, it begins to worry - or take care of - that there is, whenever feasible, a balanced composition of the workforce between men and women. What are the benefits of this? generating diverse points of view and alternatives, in the face of the challenges that arise, which leads to making better decisions for the company. To do this, it will be necessary to analyse how the selection process is, from the preparation of the job offer to the incorporation of the person into the company, eliminate gender biases - which we all have - and ensure that the principle of equal treatment and opportunities between women and men is complied with.
Professional training and promotion.
There is also an interest in training and promoting people, and questions arise such as: Who is the training aimed at? Are the training actions offered by the company aligned with people's needs? Are the schedules at which they are provided appropriate? Are those people who have accepted reduced working hours given the thailand phone data opportunity to train? Are all people willing to be promoted? Is the promotion process transparent? Creating development plans , aimed at all of them, with objective and realistic criteria, is a key factor in promoting personal and professional growth, as it involves an improvement in people's know-how and an increase in their extrinsic, intrinsic and transcendental motivation.
The Professional Classification.
Focusing on this point is essential. It is an indicator to know which positions people occupy within the organization, what is the presence of women in the different professional categories, and whether they are represented in positions of responsibility. If inequalities are detected in this area, it is a priority to establish measures aimed at minimizing them. This is where the famous “glass ceiling” comes into play, a term that refers to those invisible barriers that prevent women from reaching higher-ranking positions within the organization and which I will discuss in another article soon.
Professional training and promotion.
There is also an interest in training and promoting people, and questions arise such as: Who is the training aimed at? Are the training actions offered by the company aligned with people's needs? Are the schedules at which they are provided appropriate? Are those people who have accepted reduced working hours given the thailand phone data opportunity to train? Are all people willing to be promoted? Is the promotion process transparent? Creating development plans , aimed at all of them, with objective and realistic criteria, is a key factor in promoting personal and professional growth, as it involves an improvement in people's know-how and an increase in their extrinsic, intrinsic and transcendental motivation.
The Professional Classification.
Focusing on this point is essential. It is an indicator to know which positions people occupy within the organization, what is the presence of women in the different professional categories, and whether they are represented in positions of responsibility. If inequalities are detected in this area, it is a priority to establish measures aimed at minimizing them. This is where the famous “glass ceiling” comes into play, a term that refers to those invisible barriers that prevent women from reaching higher-ranking positions within the organization and which I will discuss in another article soon.