{"id":2883,"date":"2023-02-14T17:35:44","date_gmt":"2023-02-14T17:35:44","guid":{"rendered":"https:\/\/dev-wp.evalartapp.com\/?p=2883"},"modified":"2025-09-17T09:30:10","modified_gmt":"2025-09-17T09:30:10","slug":"que-es-un-profesiograma-y-como-hacerlo","status":"publish","type":"post","link":"https:\/\/dev-wp.evalartapp.com\/pt-br\/blog\/que-es-un-profesiograma-y-como-hacerlo\/","title":{"rendered":"[:en]What is a profesiogram and how to create it?[:es]\u00bfQu\u00e9 es un profesiograma y c\u00f3mo hacerlo paso a paso?[:pb]O que \u00e9 um profesiograma e como faz\u00ea-lo?[:]"},"content":{"rendered":"

[:en]It is important to have clarity of ideas during the personnel selection<\/a> process in order to find the ideal candidate that meets the company’s needs. In this sense, the profesiogram is a very useful tool, but it is necessary to know exactly what it is.<\/p>\n

What is a profesiogram?<\/strong><\/p>\n

A profesiogram is a certificate that details the functions, skills, and abilities that an employee must have to perform a particular job. It is essential that this document be accurate and concise. In addition to being a tool commonly used in the human resources departments of companies, a profesiogram is relevant in legal cases where a permanent disability pension is requested. In such situations, applicants must request the profesiogram from their employer, and it must describe in detail all the functions that the employee performs in their work. If it is a small or medium-sized company, it is most common to request the certificate from the manager or supervisor. However, in large companies, it is ideal to speak with the head of the human resources department to have them create and provide the profesiogram.<\/p>\n

The profesiogram, key in the selection process.<\/strong><\/p>\n

When opening a job vacancy, the human resources department receives candidates, and to select them properly, it is necessary to have a clear profesiogram. With this document, the team can begin to discard or accept the most suitable profiles according to the objectives previously established in the document. This helps to reduce the number of participants in the subsequent stages of the selection process. The subsequent interviews or dynamics are carried out with the candidates who best fit the criteria of the profesiogram. In addition, the profesiogram helps to identify the occupational hazards associated with a job position and allows the company to address them appropriately to avoid possible consequences.<\/p>\n

Types of profesiograms.<\/strong><\/p>\n

Profesiograms are flexible documents that vary according to the interests of each company and do not have a fixed structure. However, at least two models can be used to find the right candidate: the factor-based profesiogram and the competency-based profesiogram.<\/p>\n

Factor-based profesiogram.<\/strong><\/p>\n

The factor-based profesiogram details the characteristics that the company is looking for in candidates, including abilities in various aspects such as psychological, physical, and professional. In addition, the document should include the necessary education, knowledge, and motivational aspects for the position. The goal is to clearly define what is being sought to find the right candidate.<\/p>\n

Competency-based profesiogram.<\/strong><\/p>\n

The competency-based profesiogram evaluates whether the candidate has the necessary skills for the job, not just their knowledge and competencies. It also evaluates whether the candidate can apply their skills in the specific context of the job, which will determine their ability to perform successfully.<\/p>\n

Benefits of developing a job description.<\/strong><\/p>\n

Although small and medium-sized businesses do not usually have a job description, it should be mandatory in large organizations due to the significant benefits it offers. These include:<\/p>\n

Optimizes the recruitment process.<\/strong><\/p>\n

The job description has the great advantage of improving the quality of job postings for human resources departments and candidates, and also makes the selection process more efficient and precise. This allows for a more effective use of time and money during the onboarding process, resulting in a higher return on investment in hiring.<\/p>\n

Reduces turnover rate.<\/strong><\/p>\n

Finding the ideal candidate means that they not only have the necessary professional skills for the job, but also fit in with the existing culture and work environment<\/a>, work well in a team, and have effective communication skills. If the job description is done correctly, their values and interests will align with those of the company, significantly reducing the likelihood of the new employee leaving.<\/p>\n

Favors career plans.<\/strong><\/p>\n

If we have a clear understanding of the impact, implications, pain points, and common inconveniences associated with a position, we can find solutions to address the problems and encourage continuous improvement. The job description allows for a detailed and accurate evaluation of a position, which facilitates not only the development of career plans so that employees can grow within the company, but also the articulation of those plans with training plans. These concepts are closely related to the employee experience and employer branding.<\/a><\/p>\n

How to create a job description?<\/strong><\/p>\n

The job description may seem like a complex tool for those who are not familiar with it, but it is actually simpler than it seems. Before starting to create it, it is important to consider four key concepts: the role nomenclature, the role content, and the role requirements. Once these concepts are understood, the job description can be created using the following steps:<\/p>\n

    \n
  1. Synthesize information related to the profession, including its name according to established nomenclature, its social relevance, job requirements, required education, qualification level, and potential for development within the role.<\/li>\n
  2. Describe the work process, including answering questions about what the job involves, its purpose, the resources used in the work process, and the results obtained. Also, describe the primary tasks, known as production characteristics.<\/li>\n
  3. Summarize the general and specific skills and knowledge necessary to fulfill professional duties, along with the requirements for impeccability and reliability in operations performed. Also include the required health status and necessary physiological characteristics for the position, such as possible medical contraindications.<\/li>\n<\/ol>\n

    To create a profesiogram, a psychological description of the job must also be provided, including its positive and negative aspects, specific difficulties, occupational hazards, benefits, and opportunities for personal expression. It is also important to consider aspects such as the type of communication, its frequency, and the required honesty or mediation. The profesiogram may include additional information depending on the company or recruiter’s focus. These additional elements are important and related to aspects such as: employment category, working hours, job role description, individual or team work, type of schedule, work mode (in-person, remote, or hybrid), department or area, expected goals, physical and psychological conditions, skills, abilities, training, tools, responsibilities and obligations, occupational health risks, and sector, company characteristics, and type.<\/p>\n

    Create a profesiogram template in Word.<\/strong><\/p>\n

    A profesiogram template can be created in Word, including personal information of the worker, soft skills, job competencies, job description, and occupational hazards. The template allows replicating the content and adapting it to different job positions within the company. Although it may be complicated at first, following the mentioned steps, the creation process will be simple.<\/p>\n

     [:es]Es importante tener claridad en las ideas durante el proceso de selecci\u00f3n de personal<\/a> para encontrar al candidato ideal que satisfaga las necesidades de la compa\u00f1\u00eda. En este sentido, el profesiograma es una herramienta muy \u00fatil, pero es necesario saber qu\u00e9 es exactamente.<\/p>\n

    \u00bfQu\u00e9 es un profesiograma?<\/strong><\/p>\n

    Un profesiograma es un certificado que detalla las funciones, habilidades y capacidades que un empleado debe tener para desempe\u00f1ar un trabajo en particular. Es fundamental que este documento sea preciso y conciso. Adem\u00e1s de ser una herramienta com\u00fanmente utilizada en los departamentos de recursos humanos de las empresas, un profesiograma es relevante en casos judiciales donde se solicita una pensi\u00f3n de incapacidad permanente. En tales situaciones, los solicitantes deben pedir el profesiograma a su empleador, y este debe describir detalladamente todas las funciones que el empleado realiza en su trabajo. Si se trata de peque\u00f1as o medianas empresas, lo m\u00e1s habitual es solicitar el certificado al jefe o encargado. No obstante, en grandes compa\u00f1\u00edas, lo ideal es hablar con el responsable del departamento de recursos humanos para que se encargue de elaborar y proporcionar el profesiograma.<\/p>\n

    El profesiograma, aspecto clave en los procesos de selecci\u00f3n.<\/strong><\/p>\n

    Al abrir una convocatoria, el departamento de Recursos Humanos recibe candidatos, y para seleccionarlos adecuadamente es necesario tener claro el profesiograma. Con este documento, el equipo puede comenzar a descartar o aceptar los perfiles m\u00e1s adecuados de acuerdo con los objetivos previamente establecidos en el documento. Esto ayuda a reducir el n\u00famero de participantes en las siguientes etapas del proceso de selecci\u00f3n. Las entrevistas<\/a> o din\u00e1micas posteriores se llevan a cabo con los candidatos que mejor se ajustan a los criterios del profesiograma. Adem\u00e1s, el profesiograma ayuda a identificar los riesgos laborales asociados a un puesto de trabajo y permite a la empresa abordarlos adecuadamente para evitar posibles consecuencias.<\/p>\n

    Tipos de profesiogramas.<\/strong><\/p>\n

    Los profesiogramas son documentos flexibles que var\u00edan seg\u00fan los intereses de cada empresa y no tienen una estructura fija. Sin embargo, se pueden utilizar al menos dos modelos para encontrar al candidato adecuado: el profesiograma por factores y el profesiograma por competencias.<\/p>\n

    Profesiograma por factores.<\/strong><\/p>\n

    El profesiograma por factores detalla las caracter\u00edsticas que la empresa busca en los candidatos, incluyendo capacidades en diversos aspectos como psicol\u00f3gicos, f\u00edsicos y profesionales. Adem\u00e1s, se sugiere que se incluya en el documento la formaci\u00f3n, los conocimientos y los aspectos motivacionales necesarios para el puesto. El objetivo es definir claramente lo que se busca para encontrar al candidato adecuado.<\/p>\n

    Profesiograma por competencias.<\/strong><\/p>\n

    El profesiograma por competencias eval\u00faa si el candidato tiene las habilidades necesarias para el trabajo, y no solo sus conocimientos y competencias. Tambi\u00e9n eval\u00faa si el candidato puede aplicar sus habilidades en el contexto espec\u00edfico del trabajo, lo que determinar\u00e1 su capacidad para desempe\u00f1arse con \u00e9xito.<\/p>\n

    Beneficios de  desarrollar  un profesiograma.<\/strong><\/p>\n

    Aunque las peque\u00f1as y medianas empresas no suelen tener un profesiograma, en las grandes organizaciones deber\u00eda ser obligatorio debido a los beneficios significativos que ofrece. Entre ellas tenemos:<\/p>\n

    Optimiza el proceso de b\u00fasqueda.<\/strong><\/p>\n

    El profesiograma tiene la gran ventaja de mejorar la calidad de los anuncios de trabajo para los departamentos de recursos humanos y los candidatos, y adem\u00e1s hace que el proceso de selecci\u00f3n sea m\u00e1s \u00e1gil y preciso. Esto permite un uso m\u00e1s efectivo del tiempo y el dinero durante el proceso de incorporaci\u00f3n, lo que se traduce en un mayor retorno de inversi\u00f3n en la contrataci\u00f3n.<\/p>\n

    Disminuye la tasa de rotaci\u00f3n.<\/strong><\/p>\n

    Encontrar al candidato ideal significa que no solo tendr\u00e1 las habilidades profesionales necesarias para el trabajo, sino que tambi\u00e9n se adaptar\u00e1 a la cultura y al ambiente laboral<\/a> existente, trabajar\u00e1 bien en equipo, y tendr\u00e1 una comunicaci\u00f3n efectiva. Si el profesiograma se ha hecho correctamente, sus valores e intereses se alinear\u00e1n con los de la empresa, lo que reducir\u00e1 significativamente la probabilidad de que el nuevo empleado se vaya.<\/p>\n

    Favorece planes de carrera.<\/strong><\/p>\n

    Si tenemos un conocimiento claro del impacto, las implicaciones, los puntos de dolor y los inconvenientes m\u00e1s comunes asociados a un puesto, podemos encontrar soluciones para subsanar los problemas y fomentar la mejora continua. El profesiograma permite una evaluaci\u00f3n detallada y precisa de un puesto, lo que facilita no solo el desarrollo de planes de carrera para que los empleados puedan crecer dentro de la empresa, sino tambi\u00e9n la articulaci\u00f3n de esos planes con los planes de formaci\u00f3n. Estos conceptos est\u00e1n estrechamente relacionados con la experiencia del empleado y la imagen de marca del empleador o employer branding .<\/a><\/p>\n

    \u00bfC\u00f3mo hacer un profesiograma?<\/strong><\/p>\n

    El profesiograma puede parecer una herramienta compleja para aquellos que no est\u00e1n familiarizados con ella, pero en realidad es m\u00e1s sencillo de lo que parece. Antes de comenzar a crearlo, es importante tener en cuenta cuatro conceptos clave: la nomenclatura del rol, el contenido del rol y los requisitos del rol. Una vez que se comprenden estos conceptos, se puede proceder a crear el profesiograma. Con los siguientes pasos:<\/p>\n