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Human Resources Department

The Human Resources Department is in charge of the processes needed to direct the human talent at Instituto Costarricense de Turismo (Costa Rican Institute of Tourism), starting with recruitment, selection, training, performance evaluation, rewards and the general well-being of the employees, all for the sake of productivity, transparency and the achievement of objectives and institutional goals.

Human Resources Structure Department
Instituto Costarricense de Turismo
July 2016

The Human Resources Work Sub Process Components are detailed as follows:

  • Strategic Level: Made up by Management and Coordination. It considers the existence of active human resources planning, at a short, medium and long term time span, which prioritizes the quantitative and qualitative needs, based on diagnostic tools in order to incorporate, in a centralized way, the priorities and strategic orientations with correct budget management.
  • Functional Level: Responsible for the execution of functions and their own sub process operations, related specifically with Employment, Organization of the work, Development, Compensation, Labor Relations and Personnel Services, made up by the practice of stages and functions of what each of them should develop, such as the quota functional support of the needed strategic level.

Human Resources Work Sub process:

Work Sub process

Has the function to manage the set of practices by which workers can accomplish the following: achievement with their training period and adjustment, perform brand registration, submit their validated degree certificates and proceed with the disengagement process to ICT. Likewise, it includes all the tasks related to the inhibited registration, caution, Declared Jurisdictions System and Final Management Reports requested by the Contraloría General de la Republica (Controller General of the Republic).

  • Induction: Formal and structured Induction process, that covers general ICT features, through which all new employees undergo.
  • Probationary period evaluation: Adjustment time for the employee with the company and their position. (First three months)
  • Work Attendance Control: Follow up with the established Autonomous Work Regulations and guidelines, associated with brand registration and exoneration, vacation and work from home time.
  • Career Review: Process that is followed to determine and dictate by means of a study, and the information related to the workers’ career background.
  • Disengagement: o Integrates the Human Resources policies and practices related to the termination of the working relationship, whether due to disciplinary causes, resignation, internal mobility or promotion (Transfers, relocations, promotions) or for retirement reasons. This element will have a support function for the Personnel Services process. (Proyecto de Jubilación de la Caja Costarricense de Seguro Social) (Retirement Project of the Costa Rican Social Security Office)

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Informes Finales de Gestión

2014

 

Envío de hoja de vida

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