is not anarchy—it is structured self-regulation. When implemented with clear rules, consent-based governance, and peer accountability, it can outperform traditional HR in innovation, morale, and agility. However, it requires a culture of psychological safety and a willingness to invest time in collective decision-making.
Durante décadas, la función de Recursos Humanos se percibía como un guardián: gestionar nóminas, controlar fichajes y supervisar vacaciones. Hoy, ese modelo está obsoleto.
Streamlined requests and tracking for vacations, leaves of absence, and medical justifications . autogestion recursos humanos
(Self-Managed HR) is a model where employees collectively manage the processes typically reserved for a centralized HR department (hiring, evaluations, compensation, discipline, and firing). It is rooted in sociocracy, holacracy, and cooperative principles.
Promotes a culture of trust and self-management, which is highly valued in modern, hybrid, or remote work environments . is not anarchy—it is structured self-regulation
Minimizes physical paperwork and the continuous back-and-forth communication required for simple requests . Implementation Considerations
Self-service portals typically integrate with a Human Resources Information System (HRIS) to provide a centralized hub for: Durante décadas, la función de Recursos Humanos se
La autogestión (o Employee Self-Service ) se ha convertido en un estándar en las empresas modernas. Sin embargo, implementarla va más allá de comprar un software.