Examinando por Materia "CAMBIO ORGANIZACIONAL - COLOMBIA"

Mostrando 1 - 12 de 12
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    Análisis de madurez en proyectos y diseño de una PMO en empresa Tecnas S.A. BIC
    (Universidad EAFIT, 2025) Orozco Arias, Diana Marcela; Gómez Salazar, Elkin Arcesio
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    Diseño de PMO para los proyectos tradicionales y grant en el BNC Centro Colombo Americano de Manizales
    (Universidad EAFIT, 2025) Sánchez Giraldo, Juan David; Díez Benjumea, John Miguel
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    Diseño de una PMO para la gerencia de oleoductos de Confipetrol
    (Universidad EAFIT, 2025) Chacón Serna, Natalia Isabel; Gómez Salazar, Elkin Arcersio
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    Estrategia para la implementación de la metodología BIM en una Pyme colombiana
    (Universidad EAFIT, 2025) Mosquera Asprilla, Ramón David; Botero Botero, Luis Fernando
    This research project focuses on acquiring new competencies in the BIM methodology as part of the process to obtain a master's degree in engineering at Universidad EAFIT. To this end, a study is conducted involving a small to medium-sized Colombian company, which undergoes an assessment of its BIM maturity and capability through the BIM Forum Colombia portal of the Colombian Chamber of Construction (CAMACOL). Subsequently, a BIM implementation proposal is developed, identifying the processes, people, and technologies required for its execution, based on the guidelines established in the BIM Forum Colombia implementation guides.
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    Experiencias aprendidas en procesos de transición de carrera u oficio – Outplacement en grandes empresas antioqueñas : el juicio calificado de expertos
    (Universidad EAFIT, 2025) González Londoño, Sandra Milena; López Gallego, Francisco Darío; N/A
    The objective of this research is to analyze career or occupational transition processes (Outplacement) in large companies in the Antioquia region, with the aim of identifying practices or lessons learned from the implementation of these processes. The methodology adopted for this study is based on a descriptive, cross-sectional qualitative approach, through individual interviews with professionals who are experts in the implementation of Outplacement. The study follows a non-experimental design and uses purposive sampling with eleven (11) interviewees. It is emphasized that this is a process whose success is not determined by the size of the company, but rather by the type of organizational culture in which the employee is immersed. Likewise, engaging in Outplacement offers a solution for the country both in psychosocial and financial terms, by delivering to society increasingly well-prepared professionals capable of facing change within the organizational world. From this same perspective, Outplacement should not be seen merely as a topic to earn accolades, but rather as a cultural matter, as it impacts the organizational climate by fostering employee security, a sense of self-worth, belonging, and love for the company.
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    Herramientas tecnológicas de talento humano : impacto en empresas latinoamericanas
    (Universidad EAFIT, 2025) Álvarez Moreno, Juan Felipe; Betancur Hurtado, Carlos Mario
    This research analyzes the impact of technological tools on human talent management in Latin American organizations. The implementation of technological platforms in human resources processes has transformed the way organizations manage their talent, enhancing both efficiency and strategic decision-making. These tools enable the automation and optimization of processes such as recruitment, selection, performance management, and professional development. This ensures that the right people are placed in the right roles, based on accurate and up-to-date data. Furthermore, technology facilitates access to relevant information, which drives the growth and development of human capital. The study highlights that technology not only improves operational efficiency but also strengthens the relationship between employees and the organization. The implementation of these tools allows for a more personalized and closer approach to management, addressing the needs and expectations of employees. However, the adoption of technology also presents challenges, such as the need to adapt existing processes and the resistance to change among staff. It is essential for organizations to conduct a thorough analysis of their needs and select the appropriate tools to maximize benefits. In conclusion, technological tools are essential for modern human talent management, providing competitive advantages to organizations that implement them effectively. This study underscores the importance of technology in transforming human resources processes and its positive impact on organizational performance.
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    Incidencia del cambio organizacional en la construcción y reconstrucción de la identidad profesional de los colaboradores del sector minero de oro colombiano
    (Universidad EAFIT, 2025) Gil Hidalgo, María Clara; Sanín Posada, Alejandro
    Organizational change has ceased to be an exception and has become a constant and dizzying norm, which in turn is a determining factor for the longevity and consolidation of companies in the market over time. This phenomenon is intensified in sectors such as mining due to situations like corporate restructurings, the implementation of new technologies, expansion projects, emerging policies, and an endless list of challenging circumstances. These not only pose challenges but also directly impact the human component, their roles, job stability, and professional identity. The objective of this study was to understand how these aforementioned organizational movements affect the construction and reconstruction of the professional identity of employees in the Colombian gold mining sector, bearing in mind that identity is not static, but rather a dynamic process that is shaped and built through different interactions with the work environment, teams, leadership, and organizational culture. Within the framework of this research, reference data was collected using the qualitative information gathering method of interviews. The main finding reveals that change is a destabilizing agent for people, but it also serves as a driver for empowerment, the reevaluation of their professional purpose, the development of knowledge, competencies, and strategic vision that integrates with their roles within the organization. Additionally, employees who go through change processes experience intense emotions that, after the transitions, allow them to emerge with greater clarity and definition regarding their reconfigured identity, their work mission, the transformation of their motivations, and the strengthening of their resilience. Professionals in the mining sector not only survive changes, but they also transform within a solid or rigid industry, where their mobile anchor is their professional identity, which functions as a flexible axis of constant reconstruction and evolution
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    Lecciones aprendidas del proyecto Epik en el área administrativa de Educación Continua de la Universidad EAFIT, durante el periódo 2021-2024
    (Universidad EAFIT, 2025) Botero Jaramillo, Lina Marcela; Vásquez Piedrahita, Natalia; Ospina Jiménez, Juan Pablo; Henao Arango, María Cecilia
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    Madurez digital de los procesos : determinar la ruta de transformación digital para apalancar la estrategia digital de una compañía
    (Universidad EAFIT, 2026) Cortes Roa, Melba; Velásquez Cuartas, Jhon Orlando; Giraldo Hernández, Gina María
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    Prácticas aconsejables y desaconsejables en el proceso de apropiación de la cultura corporativa, por parte de las personas en empresas de Colombia : el juicio calificado de 15 expertos
    (Universidad EAFIT, 2025) Saldarriaga Bustamante, Maria Clara; Correa Higuita, Alejandra; Restrepo Guzmán, Julián; López Gallego, Francisco Darío
    This research focused on the analysis of advisable and inadvisable practices that facilitate or hinder the appropriation of corporate culture in Colombian companies, with the aim of providing useful tools for leaders, human resources directors, and consultants in the process of corporate culture appropriation. Corporate culture is understood as a cornerstone of organizational life, shaping behavior, strengthening identity, and aligning strategic objectives with the employees’ experience. The study addressed the following research question: What are the advisable and inadvisable practices for the appropriation of corporate culture by individuals in Colombian companies? This thesis adopts a qualitative methodological design, drawing on the expert judgment of fifteen specialists in human resource management and organizational development. Their contributions were compared with theoretical frameworks to identify both advisable and inadvisable practices for the appropriation of corporate culture by employees in Colombian companies. The findings highlight practices that obstruct cultural appropriation, including the unilateral imposition of culture, tolerating leadership that is inconsistent between stated values and daily actions, implementing initiatives without a prior diagnostic assessment, insufficient allocation of resources, and undervaluing the role of culture in strategic management. Conversely, the research demonstrates that appropriation is facilitated through employee participation fostered by cultural ambassadors, the use of rituals and symbols that strengthen collective identity, strategic communication, visible and consistent leadership, and the alignment of human resource processes with organizational values. Ultimately, the appropriation of corporate culture is achieved through its daily enactment and the coherence between discourse and practice.
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    Propuesta formativa diplomado fortalecimiento de las Organizaciones de la Sociedad Civil (OSC) en Colombia
    (Universidad EAFIT, 2025) Fernández-del-Toro, Jair Leandro; Arias Montoya, Andrés Felipe
    This research project aims to propose a training proposal aimed at developing and strengthening the technical, organizational, and managerial capacities of Civil Society Organizations (CSOs) in Colombia. Recognizing the fundamental role these organizations play in promoting citizen participation, defending rights, and achieving sustainable development, the initiative seeks to address the structural and knowledge limitations that affect their performance and impact in the regions. The proposal is structured into four theoretical and practical training modules, which address key topics such as the fundamentals of CSOs, the Enabling Environment and Development Effectiveness in CSOs, the organizational model, and good practices of CSOs. Each module has been developed using a participatory approach and adapted to the Colombian context, prioritizing active learning methodologies and peer-to-peer exchange. This initiative is based on an institutional strengthening approach that recognizes the specificities of CSOs and promotes their autonomy, sustainability, and capacity for advocacy. As a result, it is expected to improve organizational effectiveness, enhance social leadership, and contribute to strengthening the country's social fabric.