Especialización en Gerencia Estratégica del Talento Humano

Permanent URI for this collectionhttps://repositorio.uniagustiniana.edu.co/handle/123456789/1840

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Plan de mejora del Bienestar Laboral en el área administrativa de la empresa Servicios Complementarios en Logística SAS
Ocampo-Jimenez, Yvette Irene; Parra-León, Nydia
The purpose of this work was to propose to the company a new model of labor welfare that allows improving the quality of life at work of the collaborators of the company Servicios Complementarios en Logística SAS, for this purpose a survey focused on the measurement of the Organizational Climate was used as a measurement tool to have the perception of the living conditions of the workers and also to inquire about the needs, tastes and preferences of each of the members of the company.
Propuesta programa de incentivos para colaboradores de la fuerza de venta de la organización comercializadora chiquitines S.A.S. - segundo semestre 2021.
Hernández Panqueba, Anyely Liceth; Galvis Corredor, Audrey; Parra-León, Nydia
The current investigation work has motivated us to find trough out the application of the knowledge acquired during the specialization course a proposal including prices to employees of the selling area from company “Chiquitines SAS” which will increase the selling stages so that avoiding closing at least the half of the establishments of the company. To accomplish it, a method was settled which allowed us to analyze from a different perspective form the directive organization objectively, the elements which may cause selling not responding to the reinforcement of the processes done in some areas of the company. To gather the details, the interview was used and we were able to analyze very meaningful information which was obtained directly from the selling team. The information found showed that the lack of compensation generated low motivation y commitment needed for the selling to accomplish the expected profitability. With the obtained information we reinforced our objective to design a pricing program proposal which will help to solve the identified issue, additionally we were able strengthen different aspects such as work place environment, motivation and commercial strategies of the company. Finally, this project allowed us to understand how several companies avoid investing in employee’s compensation and wellbeing to avoid what they call overcharge, but at the end, not compensation may affect the profitability of the company directly as in the identified issue.
La tercerización laboral del personal asistencial de la ESE Municipal de Villavicencio como factor desmotivante
Jiménez-García, Daira Eugenia; Ramírez-Bernal, Franklin Leonardo; Páez-Mojica, Raúl Ernesto; Parra-León, Nydia
Labor outsourcing in Colombia, regulated by Decree 583 of 2016, has been mishandled in the country since the decree is clear and prohibits outsourcing the permanent missionary activities of entities in Colombia, this is where our motivation to introduce ourselves into the labor outsourcing of the Social Enterprise of the State of the Municipality of Villavicencio, as a labor demotivating factor, this being the basis of the entire investigative process, based on the fact that it occurs in the vast majority of healthcare personnel, which is part of the mission of the company. The general objective of this research is to demonstrate that labor outsourcing is a demotivating factor in the Social Enterprise of the State of the Municipality of Villavicencio. For the fulfillment of the general objective, it was necessary to introduce ourselves in each of the fundamental aspects that made it possible to show that the labor outsourcing of the assistance personnel of the Social Enterprise of the Municipality of Villavicencio is a labor demotivating factor. To achieve this, we use a qualitative research methodology based on the survey as an instrument for collecting information, which contains clear questions that cover all aspects that allow us to identify outsourcing as a demotivating factor for healthcare personnel within the company.
Implementación de estrategias en la salud mental e integral de los trabajadores en las organizaciones en el año 2022
Ortega-Morales, Juan Esteban; Muñoz-García, Valentina; Rueda-Zaldúa, Difany Lorena; Parra-León, Nydia
The following research will analyze as the main topic the mental and integral health of workers, the impact that this has positive or negative in the development of the respective functions in the work area of the same, and how this is reflected in the productivity and efficiency indexes of the company, analyzing the possible strategies that contribute to the improvement of this problem that covers a large part of the working population.
Fortalecimiento del proceso de selección para una entidad de servicios de salud del sector público para el año 2022
Alfonso-Zambrano, Ruby Marcela; Puentes-García, Kelly Johanna; Rodríguez-Cañas, Cindy Johana; Parra-León, Nydia
The present research had its main focus on a public sector health services entity, addressing the entity's selection process, aiming to strengthen and ensuring that the associated human talent has the required skills according to their profile. A diagnosis was made on the current process, carrying out research to propose a new course of action that hands out an optimal process for the personnel selection, achieving the goals established in the entity's strategic plan. A qualitative perspective was integrated, which through the application of an interview, allowed us to investigate the perceptions of various actors involved in the process, in order to understand the problems and the needs that can be addressed. To analyze this information, four elemental aspects were listed: 1. Design of an instrument, which worked as a guide for the application of the research method. 2. Revision of the instrument, so that each of the questions is consistent with the investigation. 3. implementation of the interview instrument. 4. Perform the questions where clarity and compliance, with what was expected, were evidenced. It was concluded, among others, that the selection process must be constantly updated according to the coming out needs, considering new market trends, unexpected situations, and the strategic objectives of the entity.
Las falencias del proceso de gestión humana que intervienen de forma directa e indirecta en la siniestralidad vial de origen laboral en la Organización objeto de estudio
García-Hernández, Erica Yohana; Heredia-Palacios, Laura Natalia; Parra-León, Nydia
Road accidents are a public health problem worldwide, with a high mortality rate, which gradually rises over time, a situation that at a personal and work level has impacted us very closely, therefore, with this project we wanted to combine our two passions, both occupational health and safety and the administration of human capital, which are closely related to the occurrence of occupational road accidents. We wanted to carry out an analysis of a company with operations in various locations in the country, and that has a significant number of workers, most of whom play the role of motorcyclist as actors on the road; and we hope that by applying the recommendations that we issue in this document, positive effects can be achieved in terms of reducing road accidents both in the organization that was the object of study, and in organizations with similar characteristics.
Caracterización de un outsourcing de nómina en las empresas colombianas del sector retail durante el periodo comprendido entre 2015 y 2020
Londoño Ayala, Piel del Mar; Marin Enciso, Maria Fernanda; Posada Galeano, Luis Jair; Parra-León, Nydia
Currently the word outsourcing is a trend referring to the outsourcing of processes, hence our concern to address and delve into this issue seeking to characterize this type of services by visualizing the way they contribute to the development of Colombian companies more specifically in the retail sector. Nowadays it is very common to see that companies deliver certain processes to organizations specialized in them, to put aside these tasks that are often exhausting looking for a full-level approach to dedicate themselves to those activities that generate true value to each company. This is how we see that today's companies seek to promote business collaboration by handing over part of their responsibility to other organizations under a remuneration agreed in commercial contracts that make outsourcing specialists in their day-to-day life.
Análisis acerca de la motivación y felicidad laboral desde la realidad del supermercado Danes, ubicado en el barrio María Paz, localidad de Kennedy, Bogotá, D.C.
Leguizamo-Amaya, Leidy Daniela; Parra-León, Nydia
Happiness at work and motivation at work are factors related to the organizational climate and competitiveness, its importance in organizations lies in the success they can have when implementing management strategies in human talent. This research has a qualitative approach applied to the reality of the Motivation and happiness at work of the organization under study, Supermercado Danes, which is dedicated to the grocery sector, a family organization that since its administration has been developed under the empirical knowledge of its owners. In order to develop the diagnosis, a theoretical review of the most outstanding concepts that define motivation, such as Maslow's theory of needs, Mc Gregor's human relations, Frederick Herzberg's motivation - hygiene, and the respective relationship with the organizational climate as an administrative treatment to achieve happiness at work is made. In the analysis of the results obtained through the observation and the interview to the collaborators and owners of the business, it shows that indeed activities have been created that generate recreation and they recognize the enthusiasm and commitment that this produces, however the same activity of the business has prevented greater quality to the motivational processes, on the other hand in the results of the survey and of the tests made by the collaborators, they show that they take into account the factors that the company provides but nevertheless the same activities of the business distract the good, highlight the negative and present low or average levels of commitment and competitiveness.
Análisis de caso: Reconocimiento del 100% de las incapacidades por parte de la Contraloría de Bogotá
Arevalo-Mojica, Ximena-Andrea; Manrique-Herrera, Maria-Andrea; Rincon-Malaver, Albeyro; Parra-León, Nidia
This research work consists of the analysis of the current management of disabilities in a district-level entity, such as the Bogotá DC Comptroller's Office, according to the proposal made by the Trade Union Organizations in the Labor Agreement, which intends that the entity covers 100% of the value of the disabilities to its workers. Within the formulation of the problem, it was possible to initially address the legal and regulatory aspects that govern the concepts and guidelines regarding the payment of disabilities in both the private and public sectors. Likewise, the disabilities reported in a given period and the different causes of absenteeism within the entity were statistically analyzed. In the development of said analysis, it was pertinent to review the budget assigned by the Ministry of Finance to the entity, in order to conclude the viability or not of the application of the Trade Union Organizations proposal. As a result of our investigation and the analysis of the information collected, it is intended to help the entity to obtain an overview of the current conditions in terms of the payment of disabilities to workers, and the effects of making the payment of 100% of the same, in order to make decisive and convenient decisions for both parties.
Propuesta de incorporación de la perspectiva de inclusión laboral a personas en condición de discapacidad para la metodología de levantamiento de perfiles aplicada en Colombia para el año 2024
Reyes-Bachiller, Juan Daniel; Ariza-Matamoros, Liz Katherine
The processes of labor inclusion of people with disabilities or functional diversity in Colombian organizational contexts have been little explored from the organizational design and strategic planning, denoting research gaps. It became necessary to structure a methodology of labor inclusion for this population, using a method of job profiling with a perspective of diverse capacities, guaranteeing the labor inclusion of this population, promoting the fulfillment of their rights, ratified by Colombia in 2009. It involved a qualitative research of exploratory and documentary type, with synthetic and inductive methods. The documentary research yielded eleven related texts, of which one met the inclusion criteria as a reference for the structured methodology. This materialized as a heptalog that includes: the design of a policy, the structuring of a committee, an internal assessment, the establishment of a program, the identification of positive measures, the implementation of design strategies or adjustment to job profiles, the creation of new hiring and training routes. It also considered the development of an organizational educational program in this methodology. The need to make epistemological and organizational transformations towards inclusion was reflected upon. It was concluded that it is possible to provide methodological and educational strategies for the inclusion of this population, demonstrating that it is possible to adapt the forms of job development towards inclusion in the Colombian context. Finally, it was recommended to give continuity to these research perspectives encouraging these perspectives of inclusion and diversity.
Fortalecimiento del programa de bienestar social a través de la implementación de buenas prácticas empresariales en una entidad pública
Rueda-Lopez, Oscar-Mauricio; Guzman-Leon, Andrea; Parra-Leon, Nydia
The COVID-19 pandemic brought great changes and challenges for public entities, for which it was necessary to adapt and transform their operation through the formulation and implementation of the social welfare program in a different way, in order to promote the development of personal and work well-being for employees and their families, which seeks to contribute to commitment and credibility in the mission and vision of organizational values. Therefore, and based on the analysis of the needs assessment for the welfare program for 2020 and 2021, and taking into account the low participation in the execution of the social welfare program, the main factors were identified for which the officials did not participate, according to this, an analysis of literature and documents was carried out with some theoretical references on proposals and implementation of good practices applied in the public and private sectors and a proposal of good business practices was left for a public entity, such as the implementation of the teleworking, flexible hours and the implementation of training through the use of ICTs, the above, in order to contribute to the improvement of the sustainable development of the organization, giving the collaborator the opportunity to adapt, improve their knowledge and develop skills which will allow them to have a better work and social lifestyle.
Importancia y guía para la creación del plan estratégico del proceso de reclutamiento, selección, contratación e inducción de la compañía Marcazsalud RC.
Pinto Garzon, Ana Maria; Camargo Cortes, Gloria Astrid; ARIZA MATAMOROS, LIZ KATHERINE
The company Marcazsalud RC SAS, dedicated to the reception, storage and dispensing of medicines and medical devices, works with personnel with indefinite contracts and for the provision of services, has no human management area, nor with recruitment process, Proper selection, hiring and induction is why it is necessary to implement and structure the due process to respond to the employee and company with guarantees in their hiring. The focus of the study will be qualitative, given that a diagnosis will be made to review, verify and rescue processes and procedures that are already advanced in relation to the recruitment, selection, recruitment and induction of all staff. As a first step should proceed with the collection of data, For the case it is part of collecting and creating active collaborators' folders to review profiles and create position descriptors which serve as a fundamental guide for future staff requisitions. The proposal to structure the recruitment process along with the selection, recruitment and induction of personnel who will work for the company Marcazsalud RC S.A.S, will give job stability to the employer in case of any possible demand. The implementation of the formats is based on the diagnosis applied to the human management process to determine the needs to begin to empower the area. Starting from the application formats of personnel, interview, selection report, contract minutes and the applicability of induction was accepted by management and implemented. Recommendations are made to the company in terms of bringing the formats for recruitment of personnel, calls, stipulating salaries, list of requirements and define questions according to profile.
La Comunicación asertiva en tiempos de COVID 19, durante los años 2020 - 2021 en la Secretaría de Hacienda Alcaldía Municipal de Ibagué
Ramirez-Olaya, Sandra-Milena; Gómez-Umbarila, Natalia-Carolina; Stevens-Quintero, Francisco-Javier; Ramírez-Olaya, Sandra-Milena
Assertiveness is the indicated form of communication because it makes it possible to mention what one supposes and to act in a way that, without attacking or insulting anyone, nor allowing to be attacked or offended and avoiding conflictive situations, for this reason the assertive communication at work is too fundamental to be able to make sympathetic collaborations together with a healthy work environment where ideas can flow without discrepancies and in this way successfully reach the objective of any organization, taking into account the efforts shown in the coercive collection sector, because the human resources area lacks dialogue and interest in optimizing the daily occupations and methods to strengthen the communication sector and thus achieve a competitive virtue in the market, aimed at increasing their effectiveness and productivity. Achieving an assertive organizational communication involves producing a message and being able to express it in such a way that both or more parts understand the message in the same way, thus avoiding communication gaps and therefore misunderstandings that may hinder interpersonal interrelations or the results sought. Nowadays, communication management has become a tool that companies must work on to ensure competitive advantages. Effective practices will help to build it, hence the cost of constant training and knowledge of innovation in communication issues.
Tipos de conflicto y negociación en la unidad bancaria BBVA Plaza de las Américas en el año 2022
Suarez-Arenas, Cesar Augusto; Sánchez-Novoa, Angie Tatiana; Angulo-Lamus, Yenny Andrea; Parra-León, Nydia
In this document we determine the types of conflicts that arise in the last three years in the BBVA Plaza de las Americas Banking Unit, involving its employees or collaborators to discharges or disciplinary sanctions that affect their qualifications and salary remuneration, working environment not relevant for the development of activities, bearing in mind that it is a business that must meet budgets assigned and must be executed by each member, a theoretical study of all fields of conflict and the best way to resolve these, history, mission, vision, objectives and values is made to know the functioning of the entity. With the permissions granted, research is carried out with a qualitative approach which allows interaction with the object to be investigated, the unit and the employees, the design used is descriptive, allowing the narration of the diary of the activities and functions designated, phenomenological method based on the study of the experiences lived by the employees, These are analyzed to generate strategies to prevent conflicts, reduce disciplinary sanctions or dismissals, generate teamwork, establish stable and lasting relationships and achieve the objectives efficiently, presenting recommendations and suggestions that can be implemented in the activities that are carried out.
Análisis de los estilos de liderazgo y su incidencia en el desempeño de los colaboradores en el sector comercial en el año 2025
Cifuentes-Galvis, Joe Hamilton; Velandia-Suarez, Deicy Beatriz; Ospina-Ortiz, Jennifer; Molina-Bastidas, Diana Marcela; Parra-Leon, Nydia
This research aimed to analyze leadership styles and their impact on employee performance in the commercial sector in the year 2025. To achieve this objective, the research process was conducted using a qualitative approach and a non-experimental design. It was also approached using descriptive and explanatory parameters, based on a documentary review, which included various sources of information, such as articles from indexed journals, theses, and books, all of which addressed leadership and leadership styles as central topics. Furthermore, an Excel spreadsheet was used to collect data. It details the documents used to collect data, providing useful information on the most common leadership styles in commercial companies, their characteristics, and their impact on employees. The results showed a predominance of transformational and democratic leadership styles, which contribute to talent retention, motivation, and productivity. It is concluded that implementing leadership styles based on communication, employee personal development, and motivation are essential for achieving organizational sustainability and success. This study determines that the commercial sector is dynamic, and effective leadership must transform by adapting to new environmental trends, creating a diverse workforce, and empowering the worker.
Modelo de formación y capacitación para fortalecer las habilidades técnicas y sociales de los colaboradores de la empresa Green Travel DMC en la sede Bogotá durante el primer semestre del año 2023
Caicedo-León, Omaira; González-Casas, Michael German; Verano-Verano, Luis Fernando; Ariza-Matamoros, Liz Katherine
Through the human resources area and the processes that arise from there, objectives are set to strengthen the capacities that all employees need, the training and training models contribute to developing the work in a more specialized way, for which they require training periods. depending on the area in which improvement must be made, since human resources are the most important factor in the execution of tasks and the creation of strategic plans, so reinforcing knowledge or implementing new ones contributes to the professional growth of the company, social skills are They are related to promoting the integral development of work teams as well as motivating the behavior of people and this is reflected in the use of time optimizing response times, technical skills correspond to the use of tools to develop a specific task , these are essential for the development of profesional according to the position must be carried out to the permanent updating of the new forms of production.
Análisis de los factores que inciden en Kajú Bar por la falta del cargo de recursos humanos entre el año 2018-2022
Casallas-Quiroga, Luisa Fernanda; Gómez-Gómez, Luisa Fernanda; Osorio-Castro, María Fernanda; Vides-Páez, Camilo Andrés; Parra-León, Nydia
This research project was based on the study and analysis of the factors that affect Kajú Bar by not having the human resources area. Along with the consequences and effects on the Kajú’s staff that this problem entails. Among the factors were evidenced certain types of nonconformities within the organization. which are focused on workforce turnover. This has generated a series of negative factors such as work stress. Which is one of the main causes that affects the mental health and motivation of the workers. Another factor is labor exploitation. This issue is reflected in the long working hours and the low remuneration given to employees. The research was based on the qualitative methodology, which allowed us to get to know the point of view and the perspective of the internal customers of Kajú Bar through a survey. Under this research it is intended to suggest improvements and benefits that Kajú Bar can implement in order to offer better working conditions and ensure a good working environment and better organizational culture. Becoming a healthy organization at last and therefore, fulfilling the objectives set. Likewise, it is intended to highlight the importance of the creation of the human resources area, not only for this organization but also for the future implementation in the entertainment sector.
Factores motivacionales que impactan el salario emocional en el año 2020 a causa de la pandemia covid-19 en la empresa matpel colombia
Zuluaga-Gómez, Natalia; Aldana-León, Laura Constanza; Arredondo-Quintero, Lina Marcela; Parra-León, Nydia
It is relevant to analyze the impact that Covid-19 pandemic has had on organizations, for this reason, the present investigation focused on identifying; what are the motivational factors that have affected the emotional salary of workers at the operational and care level of the Matpel Colombia Company due to the COVID-19 pandemic? The method used to obtain the necessary results was the analytical method with a qualitative approach and descriptive design, for which the following results were obtained: 1. Seven (7) of eight (8) workers were surveyed equivalent to 87.5%, answered negatively, regarding the fact that the company Matpel Colombia does not have defined extralegal benefits for its collaborators, 2. Five (5) of the eight (8) workers were surveyed equivalent to 62.5%, representing Matpel Colombia provided help to combat worry and stress. 3. 87.5% of those surveyed answered that Matpel Colombia does not have a defined procedure or an established policy that allows it to generate recognition for its employees for their performance, ideas, and effort that allows the company to achieve its objectives. The above evidenced that the company Matpel Colombia must work on plans and programs for its employees, in order to improve the perspective of the care that the company has for them.
Identificación de estrategias efectivas para el manejo de peligro biomecánico en trabajadores de bodega de empresas del sector ferretero de la ciudad de Bogotá en los años 2015 a 2020
Rey-Rodriguez, Sofia-del Pilar; Alvarez-Mora, Briyith-Soraya; Parra-Leon, Nydia
The main objective of the research project document is to identify effective strategies for the management of biomechanical hazards in warehouse workers of companies in the hardware sector in the city of Bogotá in the years 2015 to 2020. To get there, a work route was proposed that includes identifying control measures established in companies in the sector, analyze the effectiveness of the control measures and finally Suggest which are the most appropriate intervention measures, thus addressing a very important problem. From the beginning of the exercise, it was possible to perceive that the proposal was too ambitious and with data somewhat difficult to obtain, so it was thought that the minimum time that would have to be allocated to achieve the objective would be around a year in which Relevant research data would be collected to help answer the research question.
Lenguaje inclusivo de género, una herramienta de igualdad para implementar en la empresa Red & Tec SAS.
Varon-Sosa VianeyYurany; Sierra-Duran SindyCarolina; Aguilera-Olaya EdwinFrancisco; Ariza-Matamoros LizKatherine
Language as a powerful tool in society and the workplace, has been used in a troubled position of gender inequality, further stating discrimination against women in different sceneries like work environment, due to the lack of an inclusive language. That is why it was determined to carry out a research study at Red & Tec SAS organization, a company dedicated to contracting with public and private entities, which since its beginnings has been administered by men with a male chauvinism sense, dismissing women's qualities and strengths when occupying leadership positions. From the behavioral perception of the involved staff, the qualitative method will be used to gather descriptions out from the observation process. The sample of five (5) people from the plant and ten (10) occasional people, fifteen (15) collaborators in total. It'll be carried through the quantitative method, taking the surveys' responses, the perception of the proper use of inclusive language and the opportunities for the female gender, allowing the design and appliance of a strategy that would improve working conditions and environments for women and men, creating harmony and possibilities to get them recognized on equal terms. Finally, with the implementation of assertive communication tools, the direction will implement a communication strategy that encourages the use of inclusive language at the organization. Keywords: sexism, discrimination, job opportunities,

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