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

Abstract

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.