Especialización en Gerencia Estratégica del Talento Humano

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

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Identificación de factores débiles en la gestión del talento humano en la empresa Electromillonaria de la ciudad de San Juan de Pasto para el primer trimestre del año 2026 - dentification of weak factors in human talent management at the Electromillonaria company in the city of San Juan de Pasto for the first quarter of 2026.
Rosero Botina Angela Johana; Liz Katherine Ariza Matamoros
The purpose of this project is to design an improvement plan for the Human Resources area of the company Electromillonaria, located in the city of San Juan de Pasto. The goal is to boost productivity, enhance the work environment, and increase the organization's competitiveness. Using a mixed research approach, surveys were conducted with employees at the administrative center to identify strengths and weaknesses, as well as opportunities for improvement in areas such as training, onboarding, workplace well-being, and employee recognition. The results showed positive labor relations and a good balance between personal and work life; however, some issues were found, especially concerning technological updates and the development of ongoing training programs. In response to these findings, an improvement plan was created, focusing on strengthening internal processes and modernizing human talent management. Implementing workplace well-being strategies and ensuring their effective application will support the growth and development of Electromillonaria.
Análisis de la influencia de las situaciones personales y familiares en el comportamiento emocional de los empleados de Wynwood House SAS.
Rico-Duran, Fabián Santiago; Arévalo-Gómez, Zuleimy Dayan; Sáenz-Chacín, Wendy Nataly; Ahumada-Velásquez, Maryi Tatiana; Parra-León, Nydia
This research aimed to study the personal and organizational factors influencing the emotional behavior of Wynwood House S.A.S. employees and their impact on organizational performance. It should be noted that the organization has observed a correlation between increased emotional distress, such as stress, frustration, and anxiety, and negative results over a three-year period. A survey of 28 employees revealed that the majority of the causes of emotional distress are organizational—lack of recognition, pressure to meet targets, tight deadlines, and excessive workload—although new personal problems also emerged. The research concluded that emotional distress negatively affects interpersonal relationships and performance. The study concludes that Wynwood House S.A.S. must implement actions aimed at promoting emotional well-being and thereby managing psychosocial risk. Therefore, it is recommended that the company establish employee recognition programs, provide emotional support, develop empathetic leadership, equitably redistribute workloads, and create spaces for assertive communication. All of these are aimed at improving the quality of the work environment, employee satisfaction, and performance. Keywords: Strategic management, Foresight, Organizational culture, Leadership, Emotional behavior, Human talent, Emotions.
Factores asociados al síndrome de Burnout: su impacto en el bienestar y desempeño laboral de los asesores del centro de contacto de Synlab Colombia en Bogotá 2025. Factors Associated with Burnout Syndrome: Its Impact on the Well-Being and Job Performance of Advisors at the Synlab Colombia Contact Center in Bogotá, 2025.
Cuervo-Mejía, Laura Valentina; Capera-Ávila, María Camila; Alarcón-Osorio, María Alejandra; Maestre-Guzmán, Jennyfer Patricia; Ariza-Matamoros, Liz Katherine
The project focused on analyzing Burnout syndrome as one of the main psychosocial risks in work environments characterized by high emotional demands and constant pressure. In this regard, the study aimed to determine the impact of Burnout syndrome on the well-being and job performance of advisors at the contact center of Synlab Colombia. The research was conducted under a mixed-methods approach, with a non-experimental, correlational, and cross-sectional design. The sample consisted of 40 active advisors, selected through non-probabilistic sampling. Data collection was carried out using a questionnaire based on the Maslach Burnout Inventory (MBI), which allowed the evaluation of the dimensions of emotional exhaustion, depersonalization, and personal accomplishment, along with indicators of well-being and job performance. The results showed moderate levels of emotional exhaustion associated with workload and a significant relationship between Burnout levels and the progressive deterioration of psychological well-being, as well as effects on job performance. Thus, the findings highlight the need to implement strategies to prevent professional burnout, manage workload, and promote healthy work environments, with the aim of strengthening employees’ overall well-being and optimizing organizational performance. In line with the above, the research is titled: Factors Associated with Burnout Syndrome: Its Impact on the Well-being and Job Performance of Contact Center Advisors at Synlab Colombia in Bogotá, 2025.
Implementación de estrategias de retroalimentación y apoyo para mejorar el bienestar de los moderadores de contenido en Teleperformance para 2025
Ana Maria Moreno Perez; Implementación de estrategias de retroalimentación y apoyo para mejorar el bienestar de los moderadores de contenido en Teleperformance para 2025
This study explores and interprets feedback and support strategies to improve the emotional and professional well-being of content moderators at Teleperformance, specifically at the Connecta office in Bogotá. Content moderation is an essential task in today's digital environment, but it also presents a considerable emotional challenge due to constant exposure to explicit material. Therefore, this study aims to identify and address the psychological effects of this activity, as well as propose solutions to strengthen the organizational climate. A mixed-methods approach was used, primarily employing a survey of content moderators to identify their perceptions of the quality of feedback received and its impact on their well-being and job performance. The results revealed shortcomings in feedback processes and a lack of emotional support, leading to significant psychological strain among employees. A set of strategies is proposed, including effective feedback mechanisms, psychological well-being programs, and communication skills training for leaders, with the goal of optimizing performance and preserving the mental health of employees. This project contributes to the field of Human Talent by offering an intervention model that prioritizes the quality of life of employees and promotes a healthier and more productive work environment.
Fortalecimiento del liderazgo colaborativo a partir del diseño de un programa anual de capacitación en la Empresa de Servicios Públicos del municipio de Puerto Triunfo – Antioquia
Carrillo-Quintero, Sergio Enrique; Galeano-Garcés, Juan Esteban; Bolaños-Roa, Juan Esteban; López-Rodríguez, Diego Fernando; Ariza-Matamoros, Liz Katherine
This research addresses the operational disarray and knowledge imbalance at the Puerto Triunfo Public Services Company (Antioquia), whose centralized management structure—consisting of one coordinator for 38 geographically dispersed employees, with 84% of the staff located in rural areas—is insufficient. This logistical imbalance is compounded by the absence of an Annual Training Program (ATP), which exacerbates demotivation and limits workforce cohesion. The overall objective is to strengthen collaborative leadership through the design of this training plan, which focuses on functional learning to improve daily processes. The qualitative methodology employs a focus group to diagnose existing leadership styles and identify needs and opportunities for updated knowledge. The justification for this research lies in the direct social impact of this proposed plan, which will improve the efficiency of essential sanitation services and promote specific skills among employees. The ATP is structured around the pillars of leadership, assertive communication, technical management of special waste, and sports integration days, prioritizing practical, on-the-ground training to close knowledge gaps. At the academic level, the study proposes a compensatory model applicable to organizational development in the public sector, based on continuous training, the management of transversal skills, and organizational empowerment to overcome common limitations of budget constraints and geographic dispersion. It offers a methodological framework for other small territorial entities in Colombia, as it contributes real value to sustainable performance.
Factores que inciden en el alto nivel de rotación en cargos operativos de selección en la compañía Servicios Temporales Adecco Colombia en el periodo 2025
Nicol Estefani Gomez Leon; Yenny Lorena Clavijo Neira; Martha Isabel Castro Briñez
This research explores reference information regarding the turnover rate at Adecco in the positions of General Services Assistant and Food Service Assistant. July 2025 marked a trend in turnover rates, reaching 90% and impacting the number of employees linked to the organization. It can be noted that since this month, the number of employees has decreased significantly and contracts are becoming fewer and fewer compared to the number of resignations per month. Therefore, a focus group of employees who resigned this month is being sought to conduct exit interviews in order to establish the main reasons and thus guide the action plan.
Diseño de estrategias de intervención desde el área de Recursos Humanos para la gestión y resolución de conflictos laborales en la empresa Moto- Burger en el año 2026
Julio Cesar Parra Cuestas; Julio Cesar Parra Cuesta
Organizational conflict has been seen as a phenomenon that encompasses a process of evolution and constant change. As a result of these conflicts, a need for research is created, which focuses on finding problems in companies in the year 2026, and with it the aim of inducing processes that help it. The analysis to be carried out focuses on the alternative solutions and how these have unfavorably affected the interests of the company, generating detrimental wear and tear on the work environment, and affecting the performance of those who manage their operations. tasks appropriately and constant oversight by the human resources (HR) area, given the misunderstandings caused by those who generate these conflicts. With the follow-up of various authors who show us the analytical view of why interventions must be made in the work area so as not to affect the individual and collective performance of those who carry out work in organizations. Therefore, it is essential to apply and strengthen strategies with the purpose of identifying their origin and promoting short, medium and long-term solutions; In this way, we seek to contribute to the well-being of employees, optimize work performance and promote the retention of human talent, thereby optimizing work both inside and outside the organization; This helps promote clear and effective communication, regardless of whether the work is carried out in person or under hybrid modalities.
Análisis de los efectos de la alta rotación del personal del Sector Bancario de la ciudad de Bogotá, en el año 2025.
Morris-Aguirre, David Ernesto; Angarita-Romero, Laura Camila; Pabón-Santos, Karen Dahianna; Suarez-Escobar, Juan David; Ariza-Matamoros, Liz Katherine
This study looks into how high staff turnover is affecting the banking sector in Bogota throughout 2025. The main issue is that when employees leave frequently, it’s not just about the money spent on new hires; it also hurts the workplace environment and slows down productivity because teams lose their rhythm. We used a mixed-method approach, surveying a group of employees to find out what drives them to quit. The results show that leadership styles and the lack of clear career paths are major red flags. Finally, the goal of this paper is to suggest practical retention strategies so banks can reduce the operational and financial burden caused by people leaving their jobs.
Factores que influyen en la rotación de personal y estrategias de retención en la clínica NP Medical IPS SAS de Bogotá durante el año 2025
Robles-Castro, Divian Lizeth; Franco-Pamplona, Sandra Yaneth; Panesso-Villafañe, Mayra Lizeth; Ramírez-Moreno, Andrea Catherine; Ariza-Matamoros, Liz Katherine
High staff turnover at NP Medical IPS SAS is linked to workload overload, low pay, lack of recognition, and issues in communication and leadership. Improvements in working conditions, well-being, and organizational management are needed.
Carga laboral y desmotivación en cargos no actualizados: estudio del perfil de Gestor Empresarial en una caja de compensación durante el 2025
Tovar-Chaves, Zayide Lorena; Schambach-Tejedor, Jessika Paola; Gómez-Barragán, Ana Leonor; Ariza-Matamoros, Liz Katherine
This project aims to analyze the importance of updating job profiles and how this impacts employee motivation, performance, and well-being. The analysis focuses specifically on the Business Manager position at a Colombian Family Compensation Fund, which has undergone several transformations in recent years. These transformations have significantly increased the workload, performance indicators, and responsibilities of the position. However, these changes have not been considered in improving working conditions, such as competitive salary adjustments compared to other companies in the same sector, nor in restructuring employee’s welfare programs, which can negatively affect employees physical and emotional health. The research was conducted through a structured survey with closed-ended Likert-type questions and one open-ended question, administered to Business Managers at the compensation fund, companies in the sector, and other companies in general. The results show low levels of motivation, a weak sense of belonging, a heavy workload, limited benefits, and uncompetitive working conditions compared to other companies in the same sector. The analysis highlights the importance of ensuring that job descriptions are updated and of implementing effective strategies to support and care for employees, thereby improving their well-being, engagement, and the organizational sustainability of social sector entities.
Efectos socioeconómicos, laborales, emocionales de la ley 2101 en la empresa INFERCAL S.A.S y su impacto del 2023 al 2025
Romero-Portela, Stefanny; Castro-Contreras, Maribel; Quiroga-Fetecua, Luz Stella; Ariza-Matamoros, Liz Katherine
This study aims to analyze the socioeconomic, labor, and emotional effects of reduced working hours within the framework of the implementation of Law 2101 of 2021 at INFERCAL S.A.S. during the period 2023 to 2025. The analysis seeks to understand its impact on employees at the operational, administrative, and managerial levels, as well as its implications for organizational dynamics. A mixed-methods approach was implemented, integrating various data collection techniques, including surveys, interviews, document analysis, and focus groups, allowing for a comprehensive view of the phenomenon under study. The analysis was conducted using several theoretical frameworks, such as Abraham Maslow's hierarchy of needs, the conservation of resources theory, and the marginal productivity theory, complemented by studies carried out by various government entities, such as the Colombian Ministry of Labor, and international organizations, such as the ILO. The results obtained demonstrate significant transformations in employee well-being and quality of life, as well as economic effects for the organization. Similarly, the implementation of Law 2101 of 2021 presented strategic challenges for INFERCAL S.A.S, particularly in terms of productivity, flexibility in shift management, and strengthening of human talent management processes.
Análisis de los principales factores que influyen en la alta rotación del personal operativo en la planta de Postproceso de Sitara SAS en Bogotá durante el segundo semestre de 2025
González-Moreno, Jenny Alexandra; Daza-Echeverría, Deicy Susana; Avendaño-Castro, Angie Lorena; Ortiz-Marimon, Dioselina Esther; Ariza-Matamoros, Liz Katherine
This study examines the determining factors of high turnover among operational staff at the Sitara SAS post-processing plant in Bogotá during the second half of 2025, a period in which a turnover rate of 58% was recorded. This phenomenon represents a strategic challenge for the organization, given its direct impact on productivity, operational efficiency, and the loss of organizational knowledge. The objective of the research was to identify and analyze the internal and external causes that explain turnover from a human talent management perspective. Methodologically, a quantitative study with a descriptive-explanatory scope was conducted using structured surveys administered to active operational staff. Variables associated with leadership styles, training processes, and compensation were analyzed. The findings show that turnover is significantly related to leadership styles that are not very participative and lack a focus on support, as well as deficiencies in training processes, which hinder effective adaptation to the job. It is concluded that mitigating employee turnover requires a comprehensive intervention focused on strengthening leadership, designing systematic training programs, and implementing employee well-being strategies as key elements for increasing satisfaction, organizational commitment, and talent retention, thus contributing to business sustainability and competitiveness.
Diseño de un modelo integral de medición del clima organizacional basado en la corresponsabilidad empresa-colaborador: Caso Kyrovet Laboratories S.A., 2026
Calderón-Marín, Johan Daniel; Erazo-Samboni, Yeimy Alejandra; Méndez-Mesa, Erika Natali; Parada-Sierra, Angie Katherine; Ariza-Matamoros, Liz Katherine
Traditional organizational climate measurement models present a structural limitation: they evaluate institutional management exclusively, without considering the employee's co-responsibility in shaping the work environment. This research designs a comprehensive organizational climate measurement model grounded in company-employee co-responsibility, applied at Kyrovet Laboratories S.A., a veterinary pharmaceutical company in Tocancipá, Cundinamarca, with 138 direct employees, during the first quarter of 2026. Using a mixed descriptive-analytical approach, the CCO-C Questionnaire —developed within the study— was administered to the entire population, achieving 100% participation, and complemented by 18 semi-structured interviews, 8 structured observation sessions, and the UWES-9 and BFI-15 psychometric instruments. Results yielded a global climate score of 86.8%, classified as Very Favorable, with strengths in personal agency and engagement —confirmed by UWES-9 with r=0.78 against the CCO-C— and improvement opportunities in active reciprocity and emotional self-regulation. Methodological triangulation demonstrated inter-instrument coherence and validated the co-responsibility framework as a more complete and actionable diagnostic tool than conventional models.
Estrategias para reducir la alta rotación de personal en una empresa del sector de aseo de Colombia: Un enfoque desde la gestión del talento humano
García-Muñoz, Catalina; Barbosa-Saldarriaga, Karen Yulieth; Pinto-Parga, Luz Aida; Montenegro-Narváez, Sandra Elizabeth; Ariza-Matamoros, Liz Katherine
This study aims to identify employee retention strategies designed to reduce turnover in a company within Colombia’s cleaning services industry, where a high turnover rate has been identified, particularly in operational positions. This situation generates negative effects on productivity, service quality, and costs associated with recruitment, training, and onboarding of new employees. The research was conducted using a mixed-methods approach that integrated quantitative and qualitative techniques. Data were collected through exit interviews administered to a sample of 31 former employees who voluntarily resigned during 2025, including both operational and administrative staff. The findings indicate that the main reason for resignation was the search for better job opportunities, representing 84% of the cases analyzed. This behavior is influenced by both labor market conditions and internal organizational factors. Based on these findings, the study proposes the implementation of comprehensive strategies focused on strengthening leadership, improving organizational climate, promoting professional development, and recognizing talent in order to enhance employee retention and contribute to organizational sustainability.
Evaluación de la calidad de vida laboral de los colaboradores como insumo estratégico para la gestión del talento humano en una organización del sector logístico durante el periodo 2025–2026
Idárraga-Rodríguez, Sebastián; Zapata-Casas, Alejandra; Benítez-Aguirre, Alexander; Ariza-Matamoros, Liz Katherine
Measuring the quality of work life has become a strategic category for understanding organizational dynamics and guiding human talent management in highly demanding production environments, such as the logistics sector. This study aims to analyze how evaluating the quality of work life of employees can serve as a strategic input for human talent management in a company within this sector during the period 2025–2026. It employs a quantitative, descriptive-analytical approach, utilizing the GOHISALO instrument, a scientifically validated tool that assesses dimensions such as the physical, psychological, social, and organizational well-being of workers. The expected results will identify strengths and opportunities for improvement in working conditions, facilitating managerial decision-making focused on well-being, productivity, and organizational sustainability. From a strategic perspective in human talent management, the systematic evaluation of the quality of work life not only positively impacts the performance and commitment of employees, but also constitutes a key factor for the competitiveness of the organization and corporate social responsibility in the logistics sector.
Análisis de la relación entre satisfacción y productividad laboral en el Hospital la Misericordia E.S.E. San Antonio Tolima en el primer semestre del año 2026
Celis-Mesa, Carlos Alberto; Rodríguez-Sánchez, Bibiana Paola; Trujillo-Murillo, Claudia Marcela; Ariza-Matamoros, Liz Katherine
This study aims to analyze the relationship between job satisfaction and employee productivity at Hospital La Misericordia E.S.E. in San Antonio del Tolima during the first half of 2026, driven by the need to understand how working conditions and well-being influence performance and the quality of healthcare services. To carry out the research, a mixed-method approach was employed, enabling the collection of both quantitative and qualitative data through staff surveys, which facilitated the analysis of their perceptions regarding the work environment, assigned duties, and available resources. The findings reveal a predominantly positive perception, highlighting interpersonal respect, teamwork, and support from supervisors, along with favorable levels of motivation and job stability. Nevertheless, opportunities for improvement were identified in wellness and training programs. In general, job satisfaction significantly affects staff productivity, thereby contributing to the strengthening of the organizational climate and the quality of healthcare services.
Impacto de la rotación de personal en la empresa Frigomag S.A.S en la sede Barrancabermeja para el año 2026
Figueroa-Parra, Ingrid Dahiana; Novoa-Hueso, Ángela Julieta; Rodríguez-Benavides, Oscar Orlando; Galvis-Garcés, Walter Arnulfo; Ariza-Matamoros, Liz Katherine
This study examines employee turnover at Frigomag S.A.S., Barrancabermeja branch, understood as an organizational phenomenon that directly impacts productivity, work environment, and the continuity of internal processes. A quantitative approach was adopted, using a survey of 62 employees to identify the main reasons for leaving the company. The findings show that, while a favorable level of job satisfaction is perceived, several factors influence the decision to leave, including personal reasons, work overload, perceived insufficient compensation, organizational climate, and limited opportunities for professional growth.
Estrategias de retención del talento tercerizado en una entidad del sistema pensional colombiano sede Armenia: Un enfoque desde la gerencia del talento humano
Jaramillo-Salgado, Andrés; Zabala-Londoño, Sara; Herrera-Zuluaga, Yulieth; Ariza-Matamoros, Liz Katherine
This study focuses on analyzing retention strategies for outsourced human talent at the office of an entity within the colombian pension system in the in Armenia branch, aiming to understand the reasons behind staff turnover and explore ways to manage it more effectively. A mixed-methods approach was used, combining surveys and interviews to gather both quantitative data and employees perspectives. The results showed that turnover is not mainly related to the work environment or job performance, but rather to structural aspects of the employment model, such as job instability, limited opportunities for professional growth, and perceived differences compared to permanent staff. It was also found that, although there are positive practices in the daily work environment, there are no clearly defined strategies specifically aimed at retention. Based on these findings, a proposal grounded in human talent management is presented, focusing on strengthening recognition, integration, training, and communication. In conclusion, addressing these aspects can contribute to improving employee retention and enhancing the quality of service provided.
Análisis de la rotación y selección del personal en el cargo de operaciones de producción en la empresa Acerías Paz del Río en el año 2025
Mendivelso-García, Ingrid Yineth; Castro-Aroca, Deydy Andrea; Fonseca-Acevedo, Mónica Elizabeth; Parra-León, Nydia
This project analyzes the staff turnover and the selection process for the position of utilities operator at the company Acerías Paz del Río during the year 2025. Through a mixed- method research approach, which includes both qualitative and quantitative techniques, several factors were identified that influence employee retention, the challenges in the selection process, and the working conditions that affect the organizational environment. The results show weaknesses in the evaluation of soft skills, lack of clarity in job functions, work overload, demanding shifts, and limited opportunities for growth, all of which increase turnover and affect productivity. Based on these findings, strategies are proposed to improve the selection process, strengthen induction and support, review compensation, and promote working conditions that benefit the human talent area. The analysis makes it possible to suggest actions that optimize human talent management and contribute to the operational stability of the organization.
Variables que generan un alto índice de rotación de personal en el supermercado Maxi Oferta
Bernal-González, Dora Alejandra; Reyes-García, Ericka Yurley; Alba-Quintero, Gladys; Fernández-Estupiñán, Nancy; Ariza-Matamoros, Liz Katherine
Employee turnover at the Maxi Oferta supermarket has become a critical organizational problem due to the constant increase in voluntary and involuntary resignations, which affect productivity, operational continuity, and the company's internal costs. This phenomenon involves not only the movement of employees into and out of the company, but also the presence of individual, organizational, and external factors that influence job retention. This research seeks to identify the variables that generate this high level of turnover by analyzing aspects such as work environment, leadership style, working conditions, recognition, compensation, sociodemographic characteristics, and labor market dynamics. The company, located in Bogotá, has experienced an increase in employee attrition despite offering legal and stable working conditions, which has led to cost overruns, negatively impacted customer service, and decreased operational stability. This study aims to understand the causes of turnover and propose strategies to improve talent retention, strengthen a sense of belonging, and promote a healthy and productive work environment. The results will allow for the formulation of preventative actions that contribute to the well-being of workers and the improved performance of the supermarket.

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