Especialización en Gerencia Estratégica del Talento Humano

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

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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; Liz Katherine Ariza Matamoros
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
Ingrid Dahiana Figueroa Parra; Ángela Julieta Novoa Hueso; Oscar Orlando Rodríguez Benavides; Walter Arnulfo Galvis Garcés; Liz Katherine Ariza Matamoros
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 Andres; Zabala Londoño Sara; Herrera Zuluaga Yulieth; Liz Katherine Ariza Matamoros
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 Garcia Ingri Yineth; Castro Aroca Deydy Andrea; Fonseco Acevedo Monica Elizabeth; Nydia Parra Leon
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-Fernandez Estupiñan Nancy; Liz Katherine Ariza Matamoros
Employee turnover at the Maxioferta 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.
Propuesta de actualización del Manual de Funciones del área de Talento Humano en la Alcaldía de Honda (Tolima) 2025 / Proposal for Updating the Job Functions Manual of the Human Talent Area in the Municipality of Honda (Tolima) 2025
Sandra Paola Cañon; Julieth Vanessa Garcia Cardenas; Liz Katherine Ariza Matamoros
The document reviews the Human Talent functions manual of the Municipality of Honda, showing that it is outdated and does not reflect the current reality. Therefore, it proposes updating it with a more modern, strategic, and inclusive approach to improve management.
Estudio de la relación entre los estilos de liderazgo y el clima laboral en el Instituto Nacional de Formación Técnica Profesional Humberto Velásquez García durante el año 2024
Helena Pérez; Jersly T. Castillo; Laura M. Bermúdez; Nydia Parra
The purpose of this research project is to study the relationship between leadership styles and the work environment at the Humberto Velásquez García National Institute for Technical and Professional Training during the year 2024. The study arises from the need to analyze how leadership styles directly impact the work environment and worker productivity. It is also hoped that the results will contribute to strengthening strategic leadership skills and promote the construction of an organizational culture based on motivation, support, and teamwork. To this end, an information-gathering tool was applied, consisting of a survey with closed questions and Likert scales, which was developed based on the research objectives, through the formulation of easy-to-understand questions. The results show evidence of positive assessment in areas such as motivation and sense of belonging, while also generating alerts associated with the need for greater availability on the part of immediate supervisors. Opportunities for improvement were also identified in key areas such as internal communication, conflict management, and access to leaders. Finally, the study concludes that leadership styles have a significant influence on the work environment within the Humberto Velásquez García National Institute of Technical and Professional Education, stating that the way in which a work group is guided or directed directly influences the perception of well-being within the entity and the performance of workers.
Impacto de la cultura organizacional, el clima laboral para incrementar la pertenencia de los trabajadores del departamento de mercadeo de Capital Salud EPS-S en el año 2025
Ramirez Lombo Lady Katherine; Jennifer Tatiana Mahecha Ballesteros; Mónica Sánchez Rojas; Rodrigo Espinosa Gaona; Liz Katherine Ariza Matamoros
This document aims to explore the impact of organizational culture and workplace climate on the sense of belonging among employees in the marketing department of Capital Salud EPS-S during 2025. By using a quantitative-descriptive methodological approach: a structured survey, with 40 yes/no questions were asked to a representative sample of 16 workers (80% of the department). By employing a validated instrument adapted from previous studies (Espinosa, 2023). Findings revealed significant contradictions: while 62.5% reported group disunity and only 25% considered their colleagues as "friends". Perceived inequity in compensation emerged as the main issue, with 87.5% of sample citing a mismatch between responsibilities and compensation, and a concerning 93.75% indicating the willingness to resign for better salary offers. As a transformation proposal, the study outlines strategies based on three pillars: 1) Compensatory restructuring focusing on internal and external equity, including goal-based bonuses and non-monetary benefits; 2) Strengthening organizational culture through formal recognition programs and ethical leadership training; 3) Investment in workplace well-being with integration spaces and psychosocial support. Implementing these actions is projected to reduce turnover and enhance productivity, positioning Capital Salud EPS-S as a benchmark in sustainable Human Talent management for healthcare entities across Latin America. This analysis provides useful foundations for organizations in the health sector and highlights that investing in work environment and culture is key to achieving quality and sustainability.
Propuesta de mejoramiento del clima laboral en la empresa Pan Arte S.A.S. para el año 2025
Gutierrez-Rubiano, Leidy Valentina; Quevedo-Quevedo, Manuela Fernanda; Parra-León, Nydia
This work, arises from the need to understand how a good work environment can influence the fulfillment of the company's objectives, motivation and productivity of its employees. For this reason, the research question is formulated about the impact that the work environment has on organizational success, in order to develop an improvement proposal for the company Pan Arte S.A.S., in the year 2025. Similarly, within this work the general and specific objectives are established, in which its main feature is to design an improvement plan for a good working environment; in order to achieve this objective, a survey and an interview will be conducted, which will make the research mixed. In order to achieve this objective, a survey and an interview will be carried out, which will make the research a mixed one, in order to collect important information about the perception that exists within the company about the work environment; with this, we seek to find what are the weaknesses and strengths that the organization has and what aspects the organization has to strengthen. Finally, various strategies and actions that the company can implement to strengthen internal and external communication and encourage the participation of employees in the decisionmaking process are proposed. The objective of this initiative is to cultivate a more positive and participative work environment, which in turn benefits the well being of the employees and favors the fulfillment of Pan Arte S.A.S.'s objectives.
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.
Importancia del área de Talento Humano en cuanto a la rotación de personal y ambiente laboral de la empresa Jacora S.A.S
Arias-Suaza, Lizeth Fernanda; Barrios-Pacheco, Elit Farid; Pedraza-Arevalo, Angie Caterine; Quiñones-Chavez, Dayanna Paola; Benavides.Ortiz, Diana Janneth
This study addresses the importance of the Human Resources (HR) department in JACORA S.A.S and its relationship with employee turnover. It begins with a national economic analysis revealing underlying causes such as unemployment and high costs associated with hiring. Emphasis is placed on the significance of strategic HR management in creating a healthy work environment and achieving corporate goals. The research focuses on JACORA S.A.S, which is facing internal tensions due to the absence of an HR department.The research problem aims to understand how HR management influences employee turnover and the quality of labor relations. A fourmonth research process is proposed, focusing on employees with less than one year of tenure. The methodology includes a diagnosis of the current situation, identification of causes, development and implementation of retention strategies, measurement and monitoring, promotion of organizational culture and leadership, and continuous evaluation.
Tendencias y desafíos en la retención de auxiliares de cocina en la frutería Caffrut, para el primer semestre de 2024
Cordoba-Tapias, Javier Andres; Lemus-Diaz, Jose Wenceslao; Benavides-Ortiz, Diana Janneth
This research project is justified by the analysis carried out at the Caffrut S.A.S fruit store, which revealed a staff turnover rate of 42.85% among kitchen assistants during the year 2023. This alarming trend raises the need to understand its underlying causes. The importance of generating a deep immersion in the continuous rotation of this company's collaborators lies in the current concern of the management process at Caffrut S.A.S, given the significant economic effort required to satisfy the needs of the two actors in this process; employees and customers, promoting positive impacts on the environment, culture, and organizational climate. Furthermore, the economic implications of high turnover rates in the hospitality sector are substantial, considering the considerable investments made in recruiting and training employees, which may be threatened by attractive offers from competitors. Recognizing the economic impact of the HORECA (Hotels, Restaurants and Casinos) sector in Colombia highlights the importance of this study, with its significant contribution to national GDP and employment rates, particularly among young and female workers.
Experiencia del candidato en LHR Américas: estrategias para atraer y retener a los mejores talentos (agosto 2023 - abril 2024)
Cabrera-Jimenez, Diana Yasmin; Bernal-Quevedo, Michelle Alejandra María; Higuera-Calderón, Patricia; Alarcón-Mejía, Orlando; Ariza-Matamoros, Liz Katherine
During the period from August 2023 to April 2024, the company LHR Americas located in the city of Bogota, allowed the team to provide support with the aim of improving the candidate's experience in the selection process and at the same time strengthening the employer brand through the acquisition and implementation of the ATS software "Teamtailor”, which made it possible to streamline the process and attract the best talent. Likewise, various strategies were implemented to optimize each stage of recruitment, from the initial application to successful onboarding through surveys. These initiatives allowed for the simplification of application forms, assertive, clear and transparent communication with candidates, integration of technology to improve efficiency and personalization of the candidate experience. These changes not only improved the perception of the company among applicants, but also captivated highly qualified candidates, thus cementing LHR Americas' reputation as an employer of choice.
Análisis de causas de rotación en una empresa de abastecimiento del sector salud durante un periodo de cinco meses entre los años 2023 y 2024
Silva-Arias, María Camila; Perea-Montes, Chay; Lagunas-Pinzón, Aura María; Elles-Jaramillo, Simón; Ariza-Matamoros, Liz Katherine
This research project focuses on examining the causes of the high turnover rate experienced by Medife S.A.S., a company dedicated to the supply of inputs for the health sector, during a fivemonth period between 2023 and 2024. A qualitative action research methodology is used, using semistructured interviews as the main means of data collection. The target population consists of employees who left the company during the aforementioned period, with a nonprobabilistic sample of 73.6%. The data obtained is analyzed by categorization with the objective of identifying the key factors contributing to employee turnover. The purpose of this project is to provide knowledge to improve talent retention in the company and serve as a basis for future research on this topic.
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.
Documento técnico para el desarrollo de una herramienta tecnológica como fortalecimiento al proceso de evaluación del desempeño laboral dirigido a los empleados nombrados en provisionalidad en la Superintendencia de Servicios Públicos Domiciliarios – SSPD para el año 2023
Gil-Sierra, Luz Mery; Gutiérrez-Gómez, Yessica Rocío; Torres-Medina, María Camila; Rueda-Prieto, Natalia; Ariza-Matamoros, Liz Katerine
Public entities at the national level with administrative career systems must evaluate the job performance of their employees, including those on career tracks and employees on probation, but not those appointed provisionally. Despite this, the Administrative Department of Public Service states that entities can evaluate provisional employees using instruments designed for this purpose, without granting them career rights. In light of the above, the following research will be applied at the Superintendence of Public Utility Services and is focused on constructing a technical document for the development of a technological tool to strengthen the job performance evaluation process aimed at provisionally appointed employees. For the development of this work, a review of two hundred and three (203) formats was conducted, which are applied by the Superintendence for the job performance evaluation process, using a qualitative, descriptive approach methodology, which allowed identifying the most common errors, such as incomplete information, lack of evidence registration, loss of agreed commitments, among other significant failures. According to the findings, it was identified that the entity should consider the implementation of a technological tool for the application of job performance evaluations for provisionally appointed employees, in order to achieve timely monitoring of the evaluation process and ensure the data generated in the measurement regarding the performance of the employees.
Estrategia de bienestar y capacitación para fomentar la fidelización a la organización en empresa de prestación del servicio integral de aseo y servicios complementarios proyección para el año 2023
Lozano-Varela, Leidy Karina; Ariza-Matamoros, Liz Katherine
The main objective of this document was to propose a welfare and training strategy to a company providing comprehensive toilet service, having as its source and information base different activities previously carried out within the company and the personnel who were part of it in 2022 such as surveys of personnel who decided to resign, surveys of work climate, performance evaluations, including this information for the year 2022, the previous thing arose as a result of the identification that the company did not have a proposal or plan of training and well-being that aimed to give fulfillment to the requirements in the different norms and also to identify a number of important withdrawal in the support charges company as are collection assistants, operators.
Análisis de tendencias efectivas de retención de personal para aplicar en empresas bogotanas en el año 2023
Ortiz-Ibañez, Jazmin; Chogo-Santana, Karen Lorena; Reyes-Betancur, Claudia Marcela; Espinosa-Cuervo, Sandra Stefania; Parra-León, Nydia
Currently, there are changes in the business environment, forcing organizations to reinvent themselves and counteract paradigms in human talent management. Some companies have successfully retained their staff, while others face difficulties due to turnover or resignations, so one of the main challenges organizations encounter is employee retention, for this reason, it becomes a significant challenge for the human resources area to contribute to the implementation of strategies that minimize employee turnover and ensure job stability. The objective of this research is to identify the most recurring reasons influencing employee turnover and, concurrently, to highlight trends implemented by other companies that have proven effective in retention, enabling those companies to achieve brand positioning, competitiveness, profitability, and recognition in the labor market, leading to cost reduction and increased productivity in the workplace.
Estrategias para la retención del personal orientado a disminuir la rotación de la empresa Américas BPS durante el año 2023
Malfitano-Cárdenas, Cristian Leonardo; Doncel-Castro, Andrea Milena; Reatiga -Carreño, Ingrid Katerine; Velasquez-Turga, Jennifer Catherine; Parra-León, Nydia
In this work we will carry out the identification and analysis of the main causes that generate high personnel turnover in the Américas BPS Company during the last quarter of 2023. In order to obtain the required data, tools such as surveys and interviews will be used that reflect the current situation of the company to subsequently generate conclusions and recommendations that can mitigate the impact of the constant change of collaborators. Personnel turnover causes loss of economic resources in the company since hiring expenses such as medical examinations, affiliations, training, etc. arise, and it also represents work overload for the personnel who carry out these processes. Within this work, it will also be possible to demonstrate the level of satisfaction that the collaborators have with the conditions provided by the company and whether they meet the expectations and real needs of the collaborators. It is important to keep in mind that the company's human resources are one of the main factors for it to be in constant growth and to obtain the desired results. For this reason, it is necessary to know the main characteristics of the population and thus establish strategies that are consistent with their own needs
Análisis de los beneficios de las nuevas tecnologías implementadas al proceso de reclutamiento de personal a partir del Covid-19 en grandes empresas colombianas en el 2023
Bareño-Pinzón, Laura Natalia; Orjuela-Garzón, Paula Katalina; Pinzón-Galeano, Fabio Andrés; Parra-León, Nydia
This document analyzes the benefits of the new technologies implemented in the personnel recruitment process as of Covid-19 in large Colombian companies in 2023. Thus, the evolution of the recruitment process is briefly described, making known the new technological tools to be implemented, and the virtual scenario where large Colombian companies operate; as well as the main benefits of the adaptation of these technologies to the recruitment process in postpandemic times are mentioned. For the purpose of the research, the bibliographic matrix was applied as a data collection instrument under the qualitative methodological approach, and through the descriptive scope, the general and the specific objectives were answered; for this, fifteen research or academic documents were selected with special emphasis on the contribution that each article provides to the current research, relating them to the stated objectives. Subsequently, the results were analyzed, and explained in the context of the study’s approach regarding the implementation of new technologies to the recruitment process based on the relevant literature obtained through documentary review, evidencing the broad scope of talent, the efficiency in the preselection of candidates and the automation of administrative tasks. Concluding that these advances have proven to be fundamental in a constantly evolving labor world, they allow reaching candidates in a faster and more effective way in a virtual environment.

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