Especialización en Gerencia Estratégica del Talento Humano
Permanent URI for this collectionhttps://repositorio.uniagustiniana.edu.co/handle/123456789/1840
Browse
Recent Submissions
Item Análisis de la flexibilidad laboral y su relación con la retención del talento humano en una empresa del sector retail textil, en el año 2026 / Analysis of workplace flexibility and its relationship with employee retention in a textile retail company in 2026.Martinez Triana Marian Yiceth; Mosquera Chavera Alexon; Parra Rubiano Lady Josdian; Parra León NydiaThe purpose of this study was to analyze the relationship between workplace flexibility practices and talent retention among administrative employees of a textile retail company during 2026. A quantitative research approach was adopted using a non-experimental, correlational, and analytical research design. Data were collected through a structured questionnaire based on a five-point Likert scale administered to a sample of 105 administrative employees. The findings revealed a favorable perception of the workplace flexibility practices implemented by the organization, particularly regarding work–life balance, employee well-being, and employees' intention to remain with the company. However, a considerable proportion of participants indicated that they would consider changing employers if offered better workplace flexibility conditions elsewhere, highlighting the strategic importance of these practices within talent management. The study concludes that workplace flexibility is a key factor influencing employees' intention to remain with the organization and represents a relevant strategy for strengthening talent retention while addressing the evolving demands of today's work environment.Item Análisis de la relación entre el síndrome de burnout y la baja productividad laboral entre jóvenes de 20 a 25 años en Bogotá durante el año 2026Natalia Sánchez Rincon; Brityi Lorena Vanegas Caro; Maria Paula Riaño Chaparro; Kevin Santiago Cárdenas GomezThis research analyzes the relationship between burnout syndrome and work productivity among young workers aged 20 to 25 who perform on-site work in Bogotá during 2026. The study was motivated by growing concerns regarding physical and emotional exhaustion caused by demanding work conditions, long working hours, commuting times, and limited workplace flexibility, all of which may negatively affect employee well-being and job performance. A quantitative approach with a non-experimental and descriptive design was adopted. Data were collected through a survey administered to 31 young on-site workers in Bogotá. The instrument aimed to identify the main manifestations of burnout syndrome, the working conditions associated with its occurrence, and its perceived impact on labor productivity. The findings revealed high levels of physical and emotional exhaustion, frequent work-related stress, and a perception of excessive workload among participants. Most respondents reported that fatigue and stress negatively affect their performance, concentration, and motivation, while also increasing their intention to leave their jobs. Furthermore, workplace flexibility was identified as a potential strategy to reduce burnout and improve productivity. The study concludes that there is a significant relationship between burnout manifestations and decreased work productivity. These findings highlight the importance of implementing organizational strategies focused on employee well-being, mental health, and flexible work arrangements for young workersItem Análisis de los factores que influyen en la rotación del personal en la empresa Servilima S.A.S., en Bogotá D.C., durante el año 2025Ardila Gomez Jesus; Carvajal Lancheros John Fredy; Beltran Sanchez Ivana Lizeth; Parra Leon NydiaThis project investigates the dynamics of operational staff turnover at Servilima S.A.S. The research was prompted by an unusual increase in employee terminations between January and April 2025 in Bogotá, D.C. A situation that affected productivity and the work environment and increased recruitment and training costs. Rather than simply viewing turnover as a strictly salary-related issue, the project argues that an employee’s retention is linked to the human experience within the organization: the leadership style of supervisors, the effectiveness of communication, motivation, recognition, and opportunities for growth. Thus, the central question seeks to determine which of these factors carry the most weight when deciding whether to stay with or leave the company. The analysis reveals that turnover is strongly linked to leaders who lack management skills, failures in internal communication, a lack of recognition for effort, limited growth opportunities, and a weak wellness program. Leading experts in talent management and organizational behavior—such as Chiavenato, Robbins and Judge, Herzberg, Maslow, Schein, Litwin and Stringer, and Meyer and Allen—agree that employee loyalty is achieved when their personal, motivational, and work-related needs are respected. It is recommended to train supervisors in various soft skills, implement recognition programs, and establish a robust wellness plan. Only in this way will Servilima S.A.S. be able to retain talent, improve the organizational climate, and ensure its competitive sustainability.Item Propuesta de un programa de bienestar laboral para la disminución de la rotación del personal en Laboratorios Ronvar S.A.S, para el año 2026Echandia-Pantoja,Ana-Maria; Sepulveda-Puerto,Nidia-Viviana; Alvardo-Ochoa,Erika-Alexandra; Parra-Leon,NidiaStaff turnover in companies represents a great challenge in the management of human talent. This impacts production and affects the company, In addition, it generates costs for concepts such as the selection process, hiring, induction, staffing, among others, of new people. For this reason, in this research carried out at Laboratorios Ronvar SAS, it was thought of developing a wellness program, which is based on quantitative and qualitative data, based on the real information provided by the company, complemented with the applied information collection instruments; The workplace wellness program seeks to reduce the number of people who quit, this will help their emotional well-being applied in a work-life balance. We identify the needs of workers, detect areas with potential and opportunities for improvement, especially in factors such as leadership, as well as the work environment. With this information, we design a program that includes objectives, activities, deadlines, responsible, budget, which seeks to make workers feel more satisfied, happy and connected to the company. We consider that having a wellness program at Laboratorios Ronvar SAS which is aligned with the company's objectives is essential for personnel management, this contributes to talent retention, improves the work environment and supports the fulfillment of business goals, which is achieved through initiatives that really benefit workers.Item Diseño de estrategias de retención del talento humano en perfiles IT para Startups Fintech ubicadas en el parque de la 93, Bogotá, en el año 2026Hurtado-Torres,Valentina; Iral-Ramirez,Alejandra Maria; Mendez-Ulloa,Natalia; Gómez-Rojas,Paula Gissell; Nydia Parra LeonThis research aims to design human talent retention strategies for IT professionals working in fintech startups located in the Parque de la 93 area of Bogotá during 2026. The study followed a qualitative approach and involved eight professionals from the technology sector with experience in areas such as software development, technological infrastructure, cybersecurity, data analysis, and technology project management. The information collected was complemented by a documentary review and was organized, coded, and analyzed with the support of ATLAS.ti software. The findings showed that IT talent retention does not depend exclusively on financial compensation, but rather on the integration of factors such as professional development, leadership, recognition, workplace flexibility, well-being, continuous learning, and knowledge management. Likewise, workload overload, limited growth opportunities, leadership deficiencies, and lack of recognition were identified as factors associated with employee turnover. As the main contribution of the research, the HIMG Model was developed, consisting of four strategic pillars: Enable Professional Development, Promote Inspiring Leadership, Motivate through a Differentiated Employee Value Proposition, and Manage Knowledge for Innovation. The study concludes that IT talent retention should be understood as a strategic organizational capability that contributes to the sustainability, innovation, and competitiveness of fintech startups.Item Análisis de los factores organizacionales asociados al ausentismo laboral en la Empresa Ciudadela Comercial Unicentro durante el año 2025Bustos Pinzon Daniela Catalina; Corchuelo Diaz Norma Constanza; Nydia Parra LeónThis research aimed to analyze the organizational factors associated with employee absenteeism at the company Ciudadela Comercial Unicentro during 2025, specifically examining the impact of organizational climate, leadership, communication, workload, motivation, and job satisfaction. The study employed a mixed-methods approach and a descriptive scope, utilizing data collection techniques that included the analysis of absenteeism records and the administration of a structured questionnaire—featuring Likert-scale items and open-ended questions—to a sample of 20 employees from various areas of the organization. The results showed that 85% of the respondents had experienced absenteeism during the analyzed period, even though the majority reported a favorable perception of the organizational climate, leadership, communication, and job satisfaction. Furthermore, the study identified health issues and family or personal situations as the primary causes of absenteeism, while work-related stress was recognized as the key organizational factor requiring ongoing monitoring. It is concluded that employee absenteeism is a phenomenon that does not depend solely on the organization; therefore, it is recommended to strengthen strategies regarding well-being, stress prevention, and employee support. These measures aim to maintain a positive work environment, contribute to employee well-being, and reduce the impact of absenteeism on productivity and organizational performance.Item Estrategias de bienestar laboral para la disminución de rotación de personal en la empresa Vector Ltda. para el año 2025Gómez-López, Saidy Tatiana; Huérfano-Ríos, Stefany Carolina; Aguillón-Pardo, Carlos Alfredo; Parra-León, NydiaVector Ltda. is an armored vehicle company experiencing significant staff turnover—particularly in administrative and maintenance areas—driven by job dissatisfaction, low wages, excessive workloads, and a lack of recognition. The project’s primary objective is to propose workplace well-being strategies for 2025 that focus on professional growth, a sense of belonging, and employee contribution, thereby transforming turnover from a weakness into an opportunity for strategic investment in human capital. The theoretical framework defines turnover—citing Chiavenato—as a critical indicator of corporate health and links it to the fulfillment of human needs as outlined in Maslow’s hierarchy. The study employs a mixed-methods approach (quantitative and qualitative) with a non-experimental, cross-sectional design, utilizing various instruments to assess the company's 20 employees. Data collection relies on an anonymous survey based on the Utrecht Work Engagement Scale (UWES) to measure engagement (vigor, dedication, and absorption), complemented by qualitative studies to gain a deeper understanding of the reasons behind employee attrition. Key intervention strategies include implementing a recreation plan to reduce burnout and foster loyalty, developing an efficient financial budget to prevent administrative overload, creating a detailed job description manual to minimize role ambiguity, and establishing a psychosocial support program to strengthen resilience and mental health.Item 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 2026Rosero-Botina, Angela Johana; Ariza-Matamoros, Liz KatherineThis project aims to design a situational analysis to improve the human resources management area of Electromillonaria, a company located in San Juan de Pasto. The goal is to strengthen productivity, improve the work environment, and increase competitiveness. Using a mixed-methods research approach, surveys were administered to employees at the administrative center, allowing for the identification of strengths and weaknesses and opportunities for improvement in processes such as training, onboarding, employee well-being, and recognition for work performed. The results showed the existence of good labor relations and a suitable work-life balance. However, some shortcomings were evident in technological updates and the structuring of continuing education programs. Therefore, an analysis was planned to identify factors that weaken human talent management. This thesis focuses on internal strengthening and modernization of human talent processes through the implementation of employee well-being strategies. The proper application of these strategies will contribute to the growth and development of Electromillonaria.Item 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, NydiaThis 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.