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 los factores organizacionales asociados al ausentismo laboral en la Empresa Ciudadela Comercial Unicentro durante el año 2025
Bustos Pinzon Daniela Catalina; Corchuelo Diaz Norma Constanza; Nydia Parra León
This 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.
Análisis de los factores de la resistencia al cambio organizacional, que llevan al cierre a las PYMES en la ciudad de Pereira durante los años 2020 al 2025 - Analysis of the Factors of Organizational Resistance to Change that Lead to the Closure of SMEs in Pereira from 2020 to 2025
Sandoval Castaño Nathalia; Astudillo Rivera Andrea; Pérez Martínez Martha Janneth; Delvasto Ricaurte Esperanza
This research analyzes how resistance to organizational change affects the adaptability and sustainability of small and medium-sized enterprises (PYMES) in Pereira during the period 2020-2025, using Mallas y Gaviones Risaralda S.A.S. The purpose was to identify the factors that influence resistance to change and establish their relationship with organizational permanence and competitiveness. This research was conducted using a qualitative approach, with a non-experimental, longitudinal design and an explanatory scope. The information was obtained through semi-structured interviews with employees at different levels and was supplemented with a document review. The results showed that resistance to change is associated with cultural factors, organizational habits, uncertainty, and leadership styles; however, they also showed that adequate human talent management, accompanied by communication, training, and participation processes, would favor organizational adaptation. It is concluded that the strategic management of continuous improvement is a determining factor in strengthening business sustainability, promoting innovation, and improving the responsiveness of PYMES to the challenges of such a dynamic and changing business environment.
Estrategias de bienestar laboral para la disminución de rotación de personal en la empresa Vector Ltda. para el año 2025
Gómez-lopez-Saidy-Tatiana; Huérfano-Rios-Stefany-Carolina; Aguillón-Pardo-Carlos-Alfredo; Nydia Parra León
Vector Ltda, an armored vehicle company, is experiencing a series of significant events, including high employee turnover, particularly in the administrative and maintenance departments. This turnover is caused by job dissatisfaction, low salaries, excessive workload, and a lack of recognition. The main objective of this project is to propose employee well-being strategies for 2025, focused on growth, a sense of belonging, and work contribution. The aim is to transform turnover from a weakness into a strategic investment opportunity in human capital. The theoretical framework defines turnover, according to Chiavenato, as a critical indicator of corporate health and its connection to the satisfaction of human needs according to Maslow's hierarchy of needs. The study methodology is mixed (quantitative and qualitative) with a nonexperimental, cross-sectional design. Various instruments were applied to the company's 20 employees. Data collection is based on an anonymous survey using the Uwes (Utrecht Work Engagement Scale) model to measure engagement (vigor, dedication, and absorption), complemented by qualitative studies to provide a deeper interpretation of the turnover rates. Key intervention strategies include implementing a recreation plan to reduce burnout and strengthen loyalty, developing an efficient financial budget to avoid administrative overloads, creating a detailed job description manual to reduce ambiguity, and a psychosocial support program to strengthen resilience and mental health.
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
Rosero-Botina, Angela Johana; Ariza-Matamoros, Liz Katherine
This 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.
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
Parra-Cuestas, Julio Cesar; Arias-Matamoros, Liz Katherine
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.

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