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En el competitivo mundo empresarial de hoy, el xito depende cada vez ms de una gestin
eficaz de los recursos humanos. La estructura y la tecnologa pueden copiarse fcilmente. Sin
embargo las personas se constituyen en el factor que hace que una empresa sea diferente ya sea
sta industrial, de servicio, del sector pblico o privado. La Calidad de los empleados de la
empresa, el entusiasmo y la satisfaccin que tengan con sus trabajos, y el que consideren que el
trato que reciben es justo, todo ello influye de manera importante en la eficiencia de una
empresa, en la calidad del servicio que proporciona a sus clientes, en su prestigio y en su
supervivencia. En definitiva, lo ms importante en el mundo competitivo de hoy son las
personas.
Esto implica que el socio ms importante que tiene una organizacin son sus trabajadores y
la gestin de los sueldos se constituye en una tcnica administrativa de los recursos humanos de
mucha importancia tanto para los trabajadores como para la empresa por el carcter multivariado
que representan los salarios.
La presente investigacin tiene por finalidad desarrollar y difundir una tcnica cuantitativa
que permita establecer una estructura de sueldos, equitativa y justa dentro de la institucin y se lo
efecta por que el recurso humano es en definitiva el ms importante de los recursos que tiene
toda organizacin y de l depende en gran medida el xito o fracaso en el cumplimiento de sus
objetivos y misin.
Objetivo general, "disear una tcnica para establecer la curva de sueldos en la facultad de
Ciencias Econmicas y Financieras, sector administrativo, a travs de una expresin matemtica
y cuyas variables aseguren una distribucin equitativa y justa", esto implica que haga
corresponder las variables involucradas y sea de fcil aplicacin y comprensin para su
implementacin en la gestin de sueldos en la Facultad.
Objetivos especficos, realizar un diagnstico a la gestin de sueldos en la Facultad durante
estos ltimos 5 aos, para conocer si existido o no aumentos se los sueldos, recopilar y
seleccionar la informacin proporcionada por el diagnstico, disear el mtodo para evaluar los
cargos administrativos de la Facultad e identificar y desarrollar las tcnicas para establecer la
curva de sueldos en la Facultad. Hiptesis: con la investigacin se busca demostrar que,
"Aplicando consecuentemente una funcin cuantitativa se haga corresponder el nivel de sueldo
con el nivel del cargo, se garantiza una distribucin equitativa y justa de los sueldos en la
institucin", esto es posible a partir primero, del ordenamiento de los cargos a travs del mtodo
de evaluacin y segundo, haciendo corresponder este orden con el sueldo para cada cargo, para
ello se puede recurrir a una expresin matemtica. La novedad cientfica se presenta en la
utilizacin de una tcnica cuantitativa que es una ecuacin exponencial, que asegura la correcta
correspondencia entre el nivel del cargo y cual debe ser su sueldo del mismo, puesto que se le
calcula por medio de una ecuacin matemtica y no por una decisin subjetiva o arbitraria.
Aporte prctico y terico, la tcnica desarrollada y los resultados de la presente investigacin,
servirn a la institucin para conocer sobre como perciben los trabajadores el trato recibido con
los sueldos y corregir las distorsiones, as como un aporte terico y prctico para la ciencia de la
administracin de los recursos humanos.
Para realizar la investigacin se utiliz la siguiente metodologa: Entrevista personal a las
autoridades de la facultad para hacerles conocer la intencin de realizar la investigacin, diseo y
confeccin de un cuestionario para recopilar la informacin sobre los cargos. Este cuestionario
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esta dividido en tres partes: una primera seccin para la descripcin de los cargos; es decir la
tarea de los cargos, una segunda seccin para los requisitos de los mismos, una tercera parte
referida a conocer la actitud de los funcionarios de la facultad respecto a los sueldos que estn
recibiendo actualmente y los aumentos de sueldos que han tenido en estos ltimos cinco aos
(los formularios utilizados estn en anexos "B", "C" y "D" respectivamente). Se aplic el
cuestionario a todos los funcionarios de la facultad, recopilando de esta manera la informacin
que luego fue la base para realizar tanto la descripcin de los cargos como la especificacin de
los mismos. Para posteriormente ordenar los cargos y aplicar la tcnica cuantitativa como la
ecuacin exponencial. Justificacin; Una buena gestin de sueldos es muy importante tanto para
el trabajador que recibe, como para la empresa que paga, as como para la sociedad donde la
empresa esta localizada. El sueldo para el trabajador es una fuente de ingresos, es un medio para
alcanzar otros objetivos tanto econmicos como sociales y de estatus; para la empresa es una
inversin que se hace en un factor de produccin llamado recursos humanos y que se refleja en
un centro de costos; para la sociedad, los sueldos pueden tener un efecto importante sobre los
diferentes grupos e instituciones que integran la sociedad (ver importancia de los sueldos Pg.
49). De ah la importancia de administrar bien el tema de los sueldos.
En el captulo 1, se describen y se transcriben las bases tericas y conceptuales que sern
necesarias para una mejor comprensin de temas abordados en la investigacin. Estas bases
estn referidas a las personas y las organizaciones, a los cargos y a las tcnicas para ordenarlos, a
los sueldos y su balance costo-beneficio, a la legislacin boliviana respecto a los sueldos y a la
misin y visin que deben explicitarse en la organizacin.
En el captulo 2, se presenta el diagnstico de la gestin de los sueldos en la Facultad, se
comienza presentando una breve resea histrica de la misma, algunos logros actuales y
proyecciones a corto plazo, en particular con la unidad de postgrado, en el organigrama que se
percibe, se hace notar la ausencia explcita de la misin y visin de la Facultad, lo propio sucede
con las tcnicas de la administracin de los recursos humanos y en particular de la gestin de los
sueldos, como son la descripcin y especificacin de cargos y evaluacin de cargos. El captulo
concluye con las conclusiones del diagnstico que estn dirigidas a mostrar las falencias que
presenta la gestin de los sueldos al no contar con las tcnicas principales, como son la
descripcin y especificacin de los cargos y otros aspectos necesarios para una buena gestin de
los sueldos en la facultad.
En el captulo 3, se hace proponiendo una misin y visin que puede servir de base para
redactar un documento final en conocimiento y consenso con todos los estamentos de la
Facultad, se desarrolla un manual de evaluacin de cargos y se aplica a todos los cargos de la
Facultad, se muestran los resultados en una "matriz de evaluacin de cargos de la Facultad", (ver
tabla 111.1), luego se pasa a presentar los resultados de las encuestas sobre la actitud de los
funcionarios de la Facultad respecto a los sueldos, se muestran las respuestas en las grficas (ver
pginas 41 y 42) y la interpretacin que se hace de dichas respuestas. Se hace un anlisis especial
a la pregunta sobre los aumentos de sueldos en estos ltimos cinco aos, para ello se toman tres
indicadores: el ndice de depreciacin del peso boliviano respecto al dlar norteamericano
(devaluacin de la moneda), ndice del costo de vida (inflacin) esto es el aumento de los precios
al consumo, manejados por el Instituto Nacional de Estadsticas y los "aumentos de sueldos en la
Universidad", todos estos indicadores para los ltimos cinco aos. Se hace este anlisis en
particular para los aumentos de sueldos, para mostrar si ha existido o no un aumento real a los
sueldos en ese periodo analizado. Puesto que existe el sueldo nominal y el sueldo real. El sueldo
nominal representa el volumen de dinero fijado en el contrato individual para remunerar al cargo
ocupado, en una economa inflacionaria cuando el sueldo nominal no se actualiza
peridicamente, este pierde valor o poder de adquisicin. El sueldo real representa la cantidad de
bienes que el empleado puede adquirir con un sueldo. En consecuencia, la sola reposicin del
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valor real no significa aumento de sueldos; el sueldo nominal se modifica para proporcionar el
sueldo real equivalente en el periodo anterior, de aqu la importancia de hacer una diferencia
entre sueldo real y sueldo nominal. Como se podr apreciar no ha existido un aumento real a los
sueldos en este periodo, al contrario se presenta una devaluacin del peso boliviano respecto al
dlar norteamericano.
El captulo 4, la gestin de los sueldos en la Facultad, se hace una introduccin a la
importancia que tiene una buena gestin de los sueldos tanto para la organizacin como para el
trabajador, se presentan algunas tcnicas que son necesarias para buscar un equilibrio interno y
externo de los mismos, se indican los factores que afectan a los sueldos, las fases de la gestin de
los sueldos en la organizacin, se presentan las tcnicas cuantitativas para establecer una curva
de sueldos, como el mtodo de mnimos cuadrados y la posibilidad de usar una ecuacin
exponencial, se desarrolla la tcnica por una ecuacin exponencial tanto para los datos histricos,
como para la propuesta que se expone en sus dos alternativas que son, para los cargos tratados
uno a uno y para el caso en que se agrupan los mismos, se presenta tambin el impacto social de
la implementacin de la tcnica, sus posibles conflictos y soluciones. Finalmente se hace notar
que la remuneracin total est compuesta por un sueldo bsico, los incentivos financieros y los
beneficios sociales. Se hace un resumen de la cuanta que el empleador debe aprovisionarse en
trminos porcentuales del sueldo de un trabajador, de manera mensual para cubrir sus
obligaciones de afiliacin y beneficios sociales al crear un puesto de trabajo (38,33%), (ver
cuadro IV.8), se concluye presentando las tendencias actuales sobre los sueldos que son primero,
cambiar de sueldos fijos a variables y segundo, el cambio del enfoque relacionado al cargo a la
remuneracin por competencias, esto es por resultados.

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La presente investigacin describe y desarrolla una tcnica cuantitativa para la gestin de los
sueldos en la organizacin, para ello se presentan algunos temas preliminares que permitan una
mejor comprensin del tema principal que es desarrollar una tcnica cuantitativa para establecer
la curva de sueldos equitativa y justa, los mencionados temas' se refieren al equilibrio interno
tambin llamada equidad interna, el mismo que se logra por intermedio de la evaluacin de los
cargos, el equilibrio externo o equidad externa que se logra por intermedio del conocimiento del
mercado laboral, los factores que afectan a los sueldos internos y externos a la institucin, las
fases de la gestin de los sueldos entre otros. La tcnica se la presenta en sus dos posibilidades
de aplicacin, esto es para tratar a los cargos uno a uno as como cuando los cargos de la
empresa son muchos y se debe proceder a agruparlos en un nmero terminado de clases de
cargos y sus respectivas clases de sueldos. Se selecciona una ecuacin exponencial porque se
ajusta mejor a presentar la tendencia de los sueldos en funcin de los grados de responsabilidad
que tienen los funcionarios en una organizacin, por ejemplo entre el portero y el gerente general
de la empresa. La tcnica puede ser utilizada por cualquier organizacin sea esta chica o grande.
Se deja establecido que la tcnica calcula los valores a ser establecidos como el sueldo bsico en
la empresa mediante una ecuacin y no por una decisin subjetiva o arbitraria, sin embargo
queda establecido que el sueldo final depende de la aprobacin del ejecutivo en funcin a los
elementos aportados por la tcnica. Tambin la investigacin presenta lo que le cuesta al
empleador en Bolivia crear un puesto de trabajo por conceptos de afiliacin a la seguridad social,
previsiones para vacaciones, para indemnizacin, aguinaldo de fin de ao y otros que debe
asumir y cumplir al tener un trabajador con un puesto de trabajo con una permanencia mnima de
un ao. Se presentan tambin las tendencias actuales de los sueldos en algunas de sus
acepciones, partiendo de la premisa de que existen dos enfoques que son el orientado al puesto
de trabajo y el orientado a las personas, esto es: el primero toma en cuenta al puesto de trabajo
como el foco de atencin y la remuneracin estar en funcin del valor o contribucin que cada
puesto aporta a la empresa y el segundo orientado a las personas, es decir que el foco principal
pasa a ser la persona, su remuneracin estar en funcin a sus habilidades, competencias,
capacidad, experiencia, motivacin y su rendimiento. Pero el punto central de las tendencias
actuales est la intencin manifiesta de transformar los costos fijos de los sueldos en costos
variables de los mismos, es as como tenemos el pago por resultados, la remuneracin por
competencias, las remuneraciones variables, las organizaciones virtuales y las organizaciones
terciarias de trabajo y la investigacin concluye mostrando como en nuestro medio y pese a que
la Ley General del Trabajo en Bolivia prohbe estas prcticas o modalidades las mismas se
vienen dando mediante convenios civiles y que buscan fundamentalmente eludir los beneficios
sociales de los trabajadores garantizados por la mencionada Ley, esto se observa en los privados
amparados en el D.S. 21060 (el mismo que fue aprobado en Agosto de 1985, y que establece la
Nueva Poltica Econmica vigente en el Pas) y los pblicos en la Ley SAFCO (Sistema de
Administracin Financiera y Control Gubernamental).

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Catlogo de Carreras; Facultad de Ciencias Econmicas y Financieras, 1995.

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