Repositorio Institucional Universidad EAFIT :: Examinando por Materia "CULTURA CORPORATIVA

Examinando por Materia "CULTURA CORPORATIVA - COLOMBIA"

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Alineación de las prácticas y procesos de RRHH con la estrategia organizacional
(Universidad EAFIT, 2025) Varela Agudelo, Luisa Fernanda; Avendaño Gómez, Alba Deisy; Uribe Marín, Ricardo
The present thesis focuses on the analysis of human resource management from a strategic perspective, aiming to demonstrate how this area can generate real value for the business. The research is based on theoretical reference models, including the Harvard Model, Dave Ulrich’s approach, Competency Management, and the Balanced Scorecard, which help understand the role of human talent in the sustainability and competitiveness of organizations. Based on a diagnosis applied to the selected organizational context, key issues were identified: staff turnover, demotivation, low connection between human resource management and corporate strategy, as well as limitations in training, development, and international adaptation. Based on these findings, a methodological proposal was developed incorporating a survey instrument grounded in Ulrich’s model and a semi-structured interview guide aimed at contrasting the application of the studied models in organizational practice. The proposed action plan is structured in phases that include diagnosis, design, implementation, monitoring, and feedback. This scheme seeks to strengthen organizational culture, enhance human talent, incorporate management metrics, and support strategic decision-making. In this sense, the work intends to demonstrate that human resource management—under an “outside-in” or strategic ally approach—transcends its operational role and becomes a fundamental pillar of competitiveness, innovation, and sustainable value creation.
Análisis de la entrevista laboral : percepciones de expertos sobre su eficacia para identificar la alineación organizacional
(Universidad EAFIT, 2026-05-27) Bedoya Giraldo, Juan Daniel; Gallego López, Francisco Darío
This research analyzed experts’ perceptions regarding the possible effectiveness of the job interview as a selection tool for identifying the alignment between candidates’ values, knowledge, competencies and practices, and organizational purposes. The general objective of the study was to analyze this effectiveness from a practical, academic, and managerial perspective. It was developed under a qualitative approach through semi-structured interviews conducted with ten personnel selection experts. The results revealed that the interview presents significant limitations derived from subjectivity, power asymmetry, candidates’ strategic preparation, and the difficulty of evaluating deeper dimensions such as cultural fit. Furthermore, it was found that the candidates’ emotional experience significantly influences organizational perception and the validity of the process. The conclusions state that the job interview is not sufficiently effective on its own, but it can become a highly valuable strategic tool when integrated with complementary methodologies, interviewer training, and more human and culturally coherent processes.
Aplicación del modelo ABC para la medición de la cultura de riesgo para la Corporación Autónoma Regional de Caldas “Corpocaldas”, año 2025
(Universidad EAFIT, 2025) Murillo Ballesteros, Germán Guillermo; Romero Orrego, David; Lasso Ramírez, Norma Constanza
The purpose of this research project is to develop the application process of the ABC Model for measuring risk culture in Corpocaldas. This is due to the fact that, despite the positive scores presented in the Furag evaluation for the year 2023, there is a perception within the entity that risk culture is not being presented as it should be. Therefore, and based on what Rodríguez (2019) stated regarding the ABC Model, the model is being applied in the entity. This is done using a mixed type of research with an exploratory and descriptive framework. The results demonstrate that, despite the instrument's score of 65, which can be considered high, it is necessary to strengthen aspects in the areas of attitudes, behaviors, and risk culture. Therefore, an improvement plan is presented to ensure its implementation and thus address what needs to be strengthened within the entity.
Cultura organizacional, experiencia del colaborador y fidelización : exploración de los antecedentes del ENPS en una fintech colombiana
(Universidad EAFIT, 2026-06-19) Correa Medina, Jessica Alexandra; Seco López, Jully Johoanna; Román Calderón, Juan Pablo; N/A
Purpose – This article analyzed the relationship between organizational culture practices and perceptions and the Employee Net Promoter Score (eNPS) in a fast-growing Colombian fintech company, with the aim of identifying which cultural dimensions have the greatest explanatory power regarding employee loyalty within the organization. Design/Methodology/Approach – The research team adopted a quantitative case study design with a longitudinal perspective, based on aggregated data from two measurement periods (two years) within the fintech company. Using a culture–eNPS matrix, the analysis integrated eNPS trends by department with five cultural dimensions: Values, General Culture, Leadership, Engagement, and Challenges. Findings – Organizational values were found to be a necessary but insufficient condition for sustaining eNPS. Immediate leadership and the management of everyday challenges—such as workload, communication, recognition, and fairness—emerged as the factors with the greatest explanatory power for the observed outcomes. Practical Implications – Comparing eNPS with cultural dimensions makes it possible to identify warning signs of deterioration before they result in employee turnover, enabling targeted interventions in leadership practices and operational conditions. Originality/Value – This study contributes evidence on organizational culture as an antecedent of eNPS, a variable that has received limited attention in the literature. The findings help integrate social construction theory with the concept of employee experience in the Latin American fintech context.
Diseño de una PMO para una empresa del sector manufacturero
(Universidad EAFIT, 2026) Posada Villegas, Alejandro; Henao Arango, María Cecilia
Diseño del área de gestión humana para una pequeña empresa de Barranquilla
(Universidad EAFIT, 2026-05-13) Hoyos Aristizábal, Sara; Villamizar Reyes, Milena Margarita
This research aimed to design a sustainable and viable human resource management area proposal, tailored to the real conditions of a small company in Barranquilla, Colombia, dedicated to the manufacture and commercialization of hair care products. The study adopted a qualitative approach with a descriptive scope, and information was collected through semi-structured interviews applied to both administrative staff and employees of the organization. The analysis was organized around four categories: personnel selection, induction, training, and workplace wellbeing. The results showed that the company has human resource management practices that are positively perceived by its workers, but operate informally and without documented standardization to ensure consistency. A relevant gap was identified between the perception of the administrative team, which describes more structured processes, and the experience reported by employees, who in several cases described incomplete induction processes, predominantly informal recruitment channels, and the absence of a formal workplace wellbeing program. The training process received the highest ratings from both sources, although unaddressed training gaps were also identified. Based on this diagnosis and the theoretical review conducted, three formal protocols were designed: one for selection and recruitment, one for induction and training, and one for workplace wellbeing, which together constitute the initial structure of the human resource management area proposed for the organization. Each protocol was designed considering the available resources of a small enterprise, with the purpose of being functional, sustainable, and adapted to the particular context of the organization studied.
Estrategia para la retención de talento en el proceso de producción de Incolmotos Yamaha
(Universidad EAFIT, 2025) Machado Cadavid, Ángel Santiago; Plata Durán, Laura Nathalia; Betancur Hurtado, Carlos Mario
Gestión del conocimiento como eje articulador del relevo generacional en empresas familiares
(Universidad EAFIT, 2026-04-06) Barbosa Moreno, Felipe; Mesa Moreno, Isabella; Díez Gaviria, Ana Cecilia
This research addresses knowledge management as a central element of generational succession in family-owned SMEs, a particularly relevant topic in the Colombian context due to the role these organizations play in maintaining the continuity of the productive fabric and in generating economic and social value. The study begins by recognizing that a significant portion of the knowledge that sustains the operations and competitive advantage of these companies is tacit, empirical, and concentrated in founders or in a few key actors, which increases the risk of knowledge loss when leadership is transferred to the next generation. In order to design a Core knowledge management pathway during generational succession, the research is supported by three conceptual pillars: family business, generational succession, and knowledge management, with special attention to the relationship between tacit and explicit knowledge. Using a qualitative approach with an exploratory and descriptive scope, and guided by an action-research orientation, the study examines two family-owned SMEs from the Aburrá Valley: Motopartes de Colombia SAS and Multivasos SAS. Data are collected through semi-structured in-depth interviews, knowledge inventories, and thematic analysis. The study seeks to characterize barriers, facilitators, and gaps in knowledge flows, as well as to identify tools that support its capture, transfer, and retention. Overall, it proposes an applied approach to articulate business continuity, preservation of legacy, and the strengthening of capabilities in the second generation.
Gestión del conocimiento como impulsor de innovación un enfoque de investigación- acción en el área de I+D de Prebel S.A. BIC
(Universidad EAFIT, 2025) Pérez Marulanda, Manuela; Osorio Montoya, Barbara Patricia
Organizational knowledge is a strategic asset that integrates skills, experiences, and practices, whose management requires its mobilization and sharing to drive innovation. In a company such as Prebel S.A. BIC, this aspect becomes highly relevant; however, its potential to generate real value is not yet clear. This research aims to propose knowledge management strategies that foster innovation within Prebel’s R&D area. The study was conducted using an action-research approach within a qualitative, exploratory, and participatory framework. The methodology combined a literature review on the subject, organizational context research, and intervention, which constituted the action. This integration made it possible to analyze the current state of knowledge management within the organization and, at the same time, raise awareness of knowledge as a strategic asset. As a result of this process, strategies are proposed across three knowledge horizons. The first horizon seeks to reframe knowledge to strengthen current capabilities. The second horizon is oriented toward the amplification of knowledge and the creation of new capabilities. Finally, the third horizon focuses on challenging uncertainty and anticipating the future through knowledge, exploring initiatives that project the organization into the long term. Through this action, cohesion within the team was achieved, along with the first collective activities aimed at intentionally mobilizing knowledge.
Incidencia del teletrabajo híbrido en la cultura organizacional y las prácticas de liderazgo : percepciones de los directivos de talento humano en empresas del Área Metropolitana de Medellín
(Universidad EAFIT, 2026-05-18) Álvarez Patiño, Ángela María; Giraldo Henao, Catalina; N/A
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.
Integración de la dimensión estratégica y operativa de la gestión de conocimiento para potenciar la innovación
(Universidad EAFIT, 2025) Londoño Bedoya, María Isabel; Osorio Montoya, Barbara Patricia
There are numerous studies on knowledge management as a fundamental enabler for achieving innovation. However, despite the literature, tools, and resources, organizations still lack a solid connection between knowledge management and innovation that allows initiatives to materialize. Therefore, this research aims to develop a knowledge management action framework that enhances innovation in organizations. The research is based on a systematic literature review and a comparative analysis of classic and emerging approaches, with the aim of articulating and connecting perspectives, leading to the construction of the framework. This framework is composed of an understanding of knowledge management from two dimensions: strategic and operational. The first includes enablers such as leadership, culture, metrics, technology, and processes, while the second corresponds to the operational activities of these enablers based on the organization's multi-scale knowledge. However, it is the deliberate integration of these two dimensions that makes knowledge management fundamental to enabling collective intelligence and strengthening innovation.
La inclusión laboral en personas con discapacidad : factores que favorecen o limitan la empleabilidad digna de personas con discapacidad en Colombia
(Universidad EAFIT, 2026-05-01) Tamayo Zapata, Laura; Guerrero Díaz, Leslie Juliet; Uribe Ochoa, Beatriz Amparo
Currently, the labor inclusion of people with disabilities in Colombia remains a challenge that requires the development of structural and comprehensive measures. Despite the regulatory progress that has enabled the country to establish a robust legal framework, attitudinal, cultural, and organizational barriers continue to significantly limit access, retention, and professional development in decent employment. In this context, the research conducted, based on a descriptive and qualitative approach, focused on analyzing both facilitating and limiting factors related to labor inclusion. The study used information gathered through semi-structured interviews conducted with human resource leaders and people with disabilities, both employed and unemployed. The findings show that real inclusion does not depend exclusively on legal compliance by companies, but rather on cultural transformations, genuinely committed leadership, and the implementation of coherent organizational policies with a true willingness to hire valuable talent regardless of potential limitations. Therefore, labor inclusion should be understood from a human development perspective, where work represents dignity, autonomy, and the opportunity to build a life project.
Lecciones aprendidas en la gestión de proyectos de diversidad e inclusión en empresas privadas colombianas : un análisis basado en testimonios de expertos
(Universidad EAFIT, 2025) Flórez Ibáñez, María José; González Restrepo, Juana María; Osorio Lema, Edwin Alexis
This undergraduate thesis analyzes the lessons learned in managing Diversity and Inclusion (D&I) projects in Colombian private companies, using a mixed-method approach that combines expert interviews with surveys of project leaders and key actors. Through the case study of “Por Talento” by Comfama and collected testimonies, the research identifies common barriers, effective strategies, and practical recommendations to improve the planning, implementation, and evaluation of inclusive projects. The study reveals that committed leadership, continuous training, accessible design, post-inclusion support, and impact measurement are fundamental pillars for building equitable and sustainable work environments. It concludes that strategically managed D&I not only enhances organizational development but also contributes to Colombia’s broader social transformation. Key words: Diversity and inclusion, Project management, Lessons learned, Case
Lineamientos de gobernanza y sucesión generacional en una empresa familiar del sector cafetero colombiano : hacia un futuro sostenible
(Universidad EAFIT, 2026) Correa Pulgarín, Camilo; Vásquez Ocaña, Oscar David; Macias Prada, John Fernando
Más allá del papel : significados de la inclusión y su chispa creativa en el día a día organizacional
(Universidad EAFIT, 2025) Zabaleta Castillo, Katy Sileni; Suárez González, Shirley Patricia; Macia Serna, María Isabel
This research addresses the relationship between organizational inclusion and innovative behavior, based on the premise that the mere existence of diversity and inclusion policies does not guarantee meaningful inclusion experiences for employees. It argues that the true effectiveness of such policies is reflected in how they are experienced and understood in everyday work life, creating a crucial gap between institutional discourse and subjective experience. Through a qualitative hermeneutic-interpretive approach, the study seeks to understand the meanings that employees attach to inclusive practices, considering dimensions such as a sense of belonging, individuation, and psychological safety as conditions that enable the emergence of innovative behaviors. The analysis focuses on a company in the manufacturing and trade sector in Medellín, characterized by a creative organizational culture focused on human talent and with strengthened inclusion policies, to identify how these translate into experiences that influence the creative spark of the employees. The findings of this research contribute to the field of organizational human development by offering a deeper understanding of inclusion as a lived experience and not just as a normative guideline, highlighting its potential to promote equitable, innovative, and sustainable work environments.
Mejores prácticas y lecciones aprendidas de expertos en empresas en Colombia
(Universidad EAFIT, 2025) Jaramillo Torres, Nicolás; López Gallego, Francisco Darío
This study explores hybrid work leadership in companies operating in Colombia through a qualitative, exploratory research design based on semi-structured interviews with twelve leaders experienced in managing hybrid teams. The research problem is framed within the post-pandemic reconfiguration of work, which accelerated the adoption of models combining in-person and remote modalities, requiring leaders to redesign coordination practices and agreements. The objectives focused on gathering experiences, identifying valued and counterproductive practices, and ranking them according to their perceived impact. The conceptual framework integrates classical and contemporary contributions (e.g., Daft, Baker, Burns, Goleman) and theories such as the managerial grid, Likert’s systems, situational leadership, contingency, and path-goal models, all of which help to understand how leadership roles adapt in hybrid settings. Methodologically, the study followed a qualitative approach with a non-experimental, cross-sectional, and exploratory design, ensuring informed consent, data custody, and confidentiality. The findings from the interviews were complemented by a ranking questionnaire in which the twelve experts (using a 1–5 scale) prioritized practices emerging from the interviews. Among the “best practices,” the most prominent were managing by results and maintaining structured and frequent communication, followed by building trust and autonomy, and providing continuous feedback. Other relevant practices included establishing clear ground rules, applying agile methodologies and tracking boards, fostering recognition and well-being, maintaining purposeful in-person rituals, ensuring flexibility in the hybrid model, and defining inclusive norms for all team members. Conversely, the “worst practices” identified by the experts included mandatory in-person attendance without purpose, micromanagement, hyperconnectivity and digital surveillance, exclusion of remote workers, excessive meetings, information leaks, distrust of remote employees, rigidity in hybrid models, and fully virtual onboarding for new team members. Overall, the results suggest that effective hybrid leadership balances operational clarity with responsible autonomy, avoiding intrusive control or purposeless physical presence.
Metodología Faro : Facilitando el Aprendizaje Reflexivo Organizacional
(Universidad EAFIT, 2025) Rico Flórez, Catalina; Arias Giraldo, Juan Esteban; Vélez Castiblanco, Jorge Iván
In the knowledge economy, an organization's ability to manage tacit knowledge is a decisive factor for its innovation, sustainability, and adaptation in complex contexts. However, a gap persists between the theory and practice of managing this type of knowledge due to the difficulty of designing methodologies that activate it and make it transferable in organizational life. This research aims to close this gap through the design and implementation of the FARO methodology, an experiential approach that integrates improvisation and theater as a vehicle for building living Ba environments. The research was conducted with a team of ten leaders from St. Even (Medellín, Colombia), through seven weekly two-hour sessions, framed within the action research methodology and complemented by autoethnographic and hermeneutic approaches. The fieldwork revealed a significant shift: although the initial goal was to foster the development of the “wise leader” (phronesis), the findings showed that the true potential lay in the creation of an experiential Ba, understood as a relational and symbolic space where trust, creativity, self-knowledge, and collective learning emerge. The results reveal that the FARO methodology facilitates creative awakening, comprehensive self-awareness, and the building of authentic connections, elements that enhance the quality of shared tacit knowledge and project it toward innovation and the common good. The main contribution of this thesis lies in offering a theoretical and practical framework that enables organizations to become schools for learning about humanity, where knowledge is transformed into personal, collective, and cultural development.
Modelo de gestión de indicadores que contribuya a la toma de decisiones y al mejoramiento continuo en una empresa del sector minero-energético
(Universidad EAFIT, 2025) Giraldo Peláez, María Cristina; Giraldo Hernández, Gina María; Bedoya Cardona, Nelson de Jesús
Percepciones de los colaboradores de la empresa PULSO Tiempo de Hombres sobre los cambios estratégicos y su impacto en la motivación y el bienestar laboral
(Universidad EAFIT, 2025) Cabrera Caicedo, Sara María; Betancur Hurtado, Carlos Mario

Examinando por Materia "CULTURA CORPORATIVA - COLOMBIA"

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