Examinando por Autor "Saldarriaga Cossio, Eddy Catalina"

Mostrando 1 - 1 de 1
  • No hay miniatura disponible
    Ítem
    Percepción de líderes de gestión humana en torno a la retención de personal y su influencia en la estrategia organizacional
    (Universidad EAFIT, 2019) Alvarez Murillo, Natalia Andrea; Saldarriaga Cossio, Eddy Catalina; Henao Galeano, Carlos Mario
    Objective: to identify perceptions of human management leaders around personnel retention actions and their relationship with the organizational strategy, in order to understand their influence on the rotation of key talents; through the application of semi-structured interviews from a hermeneutic orientation. Method: by means of the documentary review on the different theoretical approaches associated to the research topic and the application of semistructured interviews from a hermeneutic method orientation, to obtain relevant information for the research. Research problem: to investigate how the areas of human management can be part of the strategy of the organization and not an area that performs actions isolated from the organizational strategy. The research problem was oriented from the following question: What are the benefits of including personnel retention actions in the organization's strategy? Population: managers and directive personnel of the human management areas of eleven Antioqueñas organizations. Results: The results found were the opportunity to identify the perceptions of human management leaders regarding personnel retention actions and their relationship with the organizational strategy. What are the benefits of including personnel retention actions in the organization's strategy? The benefits arise to give continuity to strategic proposals and projects, through a group called key talents or critical to face the challenges of the market, where it is necessary to implement policies of re-tention and loyalty of personnel, to remain aligned, motivated and eager to continue in business, when the key talents are identified, recognized and included in the strategy, the retention process is constant, systematic, clear, visionary, will allow the organization to establish succession and career plans that will make viable the mobility of the company and people. However, for companies that today do not have these talent retention plans and therefore not aligned with the business strategy, there is no coherent picture with the contribution of human talent to the organization, nor the weight that the loss of key talents of the organization has for the possibilities of future growth.