{"id":17590,"date":"2015-03-23T16:12:25","date_gmt":"2015-03-23T16:12:25","guid":{"rendered":"http:\/\/novosite.stratec.com.br\/07-razoes-para-aplicar-a-remuneracao-estrategica\/"},"modified":"2026-02-24T15:08:12","modified_gmt":"2026-02-24T18:08:12","slug":"meritocracia-remuneracao-estrategica","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/es\/blog\/07-razoes-para-aplicar-a-remuneracao-estrategica\/","title":{"rendered":"7 razones para aplicar la remuneraci\u00f3n estrategica"},"content":{"rendered":"

Entiende porqu\u00e9 empresas que apoyan la meritocracia tienen \u00e9xito con este m\u00e9todo de evaluaci\u00f3n del desempe\u00f1o<\/h2>\n

La actual estructura salarial no ofrece muchos incentivos para mejorar el rendimiento de los trabajadores. La falta de m\u00e9tricas y sistemas fomenta el igualitarismo, desalentando los esfuerzos individuales. Se corre el riesgo de no reconocer a los empleados m\u00e1s competentes y hacer la vista gorda ante los incompetentes. Los aumentos salariales suelen basarse en la antig\u00fcedad. Este modelo est\u00e1 anticuado y la necesidad de recompensar el buen rendimiento es cada vez m\u00e1s urgente.<\/p>\n

La soluci\u00f3n han sido los sistemas de evaluaci\u00f3n del desempe\u00f1o<\/a>\u00a0automatizados. Pero, \u00bfpor qu\u00e9 las empresas adquieren estos sistemas? \u00bfCu\u00e1les son los beneficios que ellos traen?<\/p>\n

Leer m\u00e1s: Meritocracia: \u00bfc\u00f3mo mejorar el rendimiento individual?<\/a><\/em><\/p>\n

Lee a continuaci\u00f3n 7 razones por las cuales las empresas tienen \u00e9xito con sistemas que apoyan el modelo de remuneraci\u00f3n estrategica<\/a>\u00a0automatizado:<\/p>\n

    \n
  1. \n

    Rapidez en la toma de decisiones<\/h3>\n

    Teniendo toda la informaci\u00f3n del desempe\u00f1o de los colaboradores en un sistema, el gestor es capaz de tener conocimiento inmediato de los problemas, ganando agilidad en la toma de decisiones y alcanzando as\u00ed una mayor productividad.<\/li>\n

  2. \n

    Desarrollo continuo - Coach<\/h3>\n

    Con un modelo de evaluaci\u00f3n sugerida por el sistema, es posible recomendar al gestor inmediato un plan espec\u00edfico de desarrollo para ayudar a un funcionario a perfeccionar su desempe\u00f1o en el cargo.
    \nEl sistema sirve entonces como una base para alteraci\u00f3n de fallas, orientaci\u00f3n y valorizaci\u00f3n del funcionario, as\u00ed como un medio de formaci\u00f3n de equipos de alto desempe\u00f1o.<\/li>\n

  3. \n

    Aumento en el cumplimiento de metas<\/h3>\n

    Los funcionarios pueden observar c\u00f3mo est\u00e1 su desempe\u00f1o y lo que est\u00e1 impidi\u00e9ndoles crecer.
    \nSe puede ver claramente quien est\u00e1 haciendo qu\u00e9 para alcanzar las metas, generando una presi\u00f3n positiva para su cumplimiento.
    \nEsta presi\u00f3n positiva genera un mayor compromiso con la organizaci\u00f3n y por lo tanto una mayor satisfacci\u00f3n en el trabajo.<\/li>\n

  4. \n

    Canal de comunicaci\u00f3n entre gestores y empleados<\/h3>\n

    Proporcionar a los funcionarios la oportunidad de discutir regularmente con sus supervisores sus desempe\u00f1os y patrones de trabajo, proporciona una base para creaci\u00f3n de un sentimiento de equipo, de compa\u00f1erismo. Un sistema de comunicaci\u00f3n abierto en dos v\u00edas entre gestores y colaboradores mejora inclusive la satisfacci\u00f3n de los funcionarios, que pasan a ser m\u00e1s participativos y comprometidos, incluso abriendo espacio para discusiones de salario.<\/li>\n

  5. \n

    Confianza en los datos<\/h3>\n

    Como todos los niveles de gesti\u00f3n de la empresa tienen acceso al sistema, la consistencia de la informaci\u00f3n contenida en el mismo es de alta confiabilidad. El software le quita la responsabilidad de la espalda al analista. Adem\u00e1s de esto, existe un conjunto objetivo de criterios para evaluar el desempe\u00f1o de acuerdo con cada cargo.<\/li>\n

  6. \n

    Respaldo para promociones y despidos<\/h3>\n

    Proporcionar al supervisor un medio de identificar fortalezas y debilidades del desempe\u00f1o de un empleado es una importante herramienta de soporte a la hora de despidos y promociones.
    \nEsta es una base para determinar promociones y aumentos salariales, as\u00ed como despido de funcionarios cuyo desempe\u00f1o debajo de lo esperado se repite a pesar de la retroalimentaci\u00f3n recibida.
    \nAdem\u00e1s de esto, es una importante fuente de documentaci\u00f3n en caso de procesos judiciales.<\/li>\n

  7. \n

    Identificaci\u00f3n de talentos para sucesi\u00f3n<\/h3>\n

    A partir del an\u00e1lisis de la informaci\u00f3n introducida en el sistema por los gestores, es posible identificar y desarrollar los talentos contratados por la empresa. La recompensa por el perfil identificado suele traer aumentos de desempe\u00f1o por encima de las expectativas. La metodolog\u00eda de remunerar por desempe\u00f1o proporciona una base para la planificaci\u00f3n de carrera y sucesiones dentro de la empresa.<\/li>\n<\/ol>\n

    Lea tambi\u00e9n: Remuneraci\u00f3n estrat\u00e9gica y gobierno corporativo: \u00bfpor qu\u00e9 trabajar juntos?<\/a><\/p>\n

    Aplicando el modelo de remuneraci\u00f3n estrat\u00e9gica en un sistema automatizado, los gestores apoyan la meritocracia en la empresa de forma leg\u00edtima e imparcial.<\/p>\n

    ","protected":false},"excerpt":{"rendered":"

    Comprenda por qu\u00e9 las empresas que apoyan la meritocracia tienen \u00e9xito con este m\u00e9todo de evaluaci\u00f3n del rendimiento. <\/p>","protected":false},"author":10,"featured_media":51512,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1246],"tags":[],"Idioma-posts":[1169,1167],"class_list":["post-17590","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-estrategia-e-performance","idioma-posts-espanhol","idioma-posts-portugues"],"acf":[],"yoast_head":"\n07 raz\u00f5es para aplicar a remunera\u00e7\u00e3o estrat\u00e9gica - Actio<\/title>\n<meta name=\"description\" content=\"Entenda por que empresas que apoiam a meritocracia t\u00eam sucesso com esse m\u00e9todo de avalia\u00e7\u00e3o de desempenho. 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