IT Infrastructure and HR Planning Essentials

Physical Infrastructure

Physical Location: We will analyze the available space, access for equipment and personnel, power plants, thermal conditioning, and available security features.

Infrastructure

• Computers (Characteristics)
• Computer Platforms (Operating systems, available software, and application development)

Connectivity Infrastructure

• Equipment and Connectivity Resources
• Services Offered
• Population Served

Software Acquisition: 7 Main Factors

• Assign Staff
• Prepare Lists of Requirements
• Requisition for Proposals (RFP)
• Evaluate Alternatives
• Contact Users to Confirm
• Financing for the Acquisition
• Contract Negotiation

Considerations for Software and Hardware Acquisition

• Form an Assessment Team
• Take into Consideration all Requirements and Restrictions
• RFP

System Request Parameters

Any system originates based on a request made by the user to the computer center, trying to meet a specific need. The parameters on which the request should be measured are:

• Objective
• Purpose
• Deadline
• Deadline for Clarification
• Desirable Minimum Coverage Requirements
• Request Detailed Description of Product or Service
• Request Detailed Specifications of User Support Services
• Coordinate Presentations

Evaluating Proposals

To carry out a proper evaluation of submitted proposals, the following must be taken into account:

• Validate What the Provider Offers (Credibility of Proposal)
• Analyze Proposed Solution
• Cost
• Availability
• Design Quality
• Support and Maintenance
• Expansion
• Settings
• Software Environment
• Documentation

Human Resource Planning

The Federal Labor Law sets the minimum principles by which labor relations are governed. These principles relate to:

Individual Employment Relations

• Duration of Labor Relations
• Suspension of the Effects of Labor Relations
• Rescission of Employment Relationships
• Termination of Employment Relationships

Working Conditions

• Workday
• Rest Days
• Vacation
• Wages
• Minimum Wage
• Protective Rules and Privileges of Wages
• Participation of Workers in the Company's Utility

Rights and Obligations of Workers and Employers

• Obligations of Employers
• Duties of Workers
• Training and Worker Development

Specific Types of Work

• Women's Work
• Child Labor
• Special Works
• Positions of Trust

Collective Labor Relations

• Coalitions
• Unions, Federations, and Confederations
• Collective Bargaining Agreement
• Contract-Law
• Working Rules of Procedure
• Strikes
• Work Stoppages
• Labor Authorities and Social Services

The Employment Contract

The employment contract is an administrative necessity for both the employee and the company.

For the worker, it is a document that provides certainty about:

• Their Particular Obligations: Place, time, and manner of service delivery.
• The Compensation Received for Their Work: Wages, breaks, holidays, fringe benefits, among others.
• Employment Stability.

For the company:

• It facilitates requiring the worker to fulfill their obligations, especially if it is an integral part of the analysis.
• It allows the company to safely resolve any dispute over how to develop specific work.
• It is an indispensable element of evidence, to be signed by the worker in labor conflicts.

Types of Individual Employment Relationships

• Indefinite
• For a Fixed Term, which can be casual or temporary.