Examinando por Materia "CAPITAL INTELECTUAL - ADMINISTRACIÓN"

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    Diagnóstico para la sostenibilidad empresarial : una herramienta para contribuir a la generación de valor compartido en Colombia
    (Universidad EAFIT, 2025) Torres Gutiérrez, Juan Felipe; Álvarez Delgado, Susana
    This thesis aims to develop a methodological tool to support Colombian private-sector companies in transitioning towards sustainable business models through the integration of strategies focused on creating shared value. Based on a literature review and a comparative analysis of thirteen national and international certification standards, a diagnostic questionnaire was designed comprising five key dimensions: governance and sustainable strategy, environmental management and resource efficiency, human capital and labor practices, social impact and community engagement, and innovation and shared value creation. The questionnaire enables organizations to identify their maturity level in sustainability, assess organizational strengths and gaps, and receive specific technical recommendations per dimension. The research is grounded in a robust conceptual framework that interconnects corporate social responsibility, sustainability, social enterprise, and shared value creation, demonstrating their mutual reinforcement and relevance to the Colombian business context. As a result, the study delivers a practical, flexible, and context-sensitive tool applicable to both large corporations and small and medium-sized enterprises. This proposal aims to bridge the gap between sustainability discourse and its real-world implementation, contributing to the transformation of traditional business models into more inclusive, responsible, and resilient enterprises.
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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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    Incidencia del trabajo remoto en la cultura organizacional : la experiencia de 12 trabajadores de la línea media de áreas de gestión humana del sector TI
    (Universidad EAFIT, 2025) Pino Burgos, Dahyana; Taborda Mejía, Jennifer Catalina; López Gallego, Fracisco Darío
    The strengthening of organizational culture has been closely linked to in-person work. However, the 2020 pandemic prompted a shift toward remote and hybrid work models, presenting new challenges for keeping organizational culture alive, especially among those who no longer share a physical workspace. This research aimed to analyze the impact of remote work on the experience of organizational culture in IT sector companies in Medellín, from the perspective of 12 mid-level human resources professionals. A qualitative, descriptive, and cross-sectional methodology was used, through structured interviews with informants experienced in organizational culture. Among the findings, a decrease in communication patterns and a negative impact on employees’ sense of belonging were identified, although effective strategies led by consistent leaders were also observed, aiming to preserve organizational culture in virtual environments.