Examinando por Materia "Recursos humanos"
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Ítem Los activos humanos como factores de Competitividad de la empresa y su tratamiento contable(Universidad EAFIT, 2002) Moreno, InésRico, José Miguel; Universidad de SevillaPublicación Análisis de los procesos de cumplimiento (compliance) en el área de recursos humanos de una empresa especializada en servicios y soluciones logísticas para el sector floricultor de Bogotá : riesgos, oportunidades y estrategias de mejora(Universidad EAFIT, 2024) Ruiz Pinto, Lizeth Camila; Osorio Lema, Edwin AlexisPublicación Condiciones laborales de las personas con VIH y/o sida en Colombia en la actualidad : análisis desde las recomendaciones de la OIT y su materialización en el entorno laboral colombiano(Universidad EAFIT, 2023) Gómez Tamayo, Víctor Daniel; Jaramillo Restrepo, Daniel; Cortés Ramírez, Jairo DanielThis monograph is based on the legal situation that is generated to workers suffering from HIV and/or AIDS diseases, a context in which there is a significant risk of violations of the fundamental rights of this population; in this way, it is established which have been the agreements and recommendations issued by the International Labor Organization, in order to identify if the Colombian state and individuals have promoted and ordered the implementation of labor guarantees and decent working conditions, to people who have or have had these diseases; using the analysis of the jurisprudence of the Constitutional Court in this regard, the investigation of the internal policies of the companies, and the collection of information through surveys, to end up finding that a notorious discrimination of this population still persists, strongly generated due to the general ignorance of the pathologies studied.Publicación Desafíos ligados a la transformación digital percibidos por un grupo de líderes de recursos humanos de organizaciones manufactureras en Antioquia(Universidad EAFIT, 2022) Pareja Álvarez, Laura Victoria; Villamizar Reyes, Milena MargaritaPublicación Diseño de un modelo de decisión para la retención del capital humano en el sector Business Process Outsourcing (Bpo) : el caso de Konecta-Colombia(Universidad EAFIT, 2021) Muñoz Mora, Cristian David; Muñoz Mora, Juan CarlosPublicación El reconocimiento en el discurso de la evaluación de desempeño : el caso de una gran empresa en Medellín(Universidad EAFIT, 2019) Oquendo Puerta, Sergio René; Muñoz Grisales, RodrigoPublicación Gestión humana en las organizaciones, una mirada desde la estrategia organizacional(Universidad EAFIT, 2022) Rocha Banda, Jennyfer Paola; Betancur Hurtado, Carlos MarioThe Human Resources department has played a crucial role in meeting the goals proposed by a company, therefore, it carries out with clarity and efficiency, the capabilities and faculties that derive from its participation, being a structured set of functions to achieve stable and accurate conditions, on the interests of the company and the department. It should also be noted that, over time, working conditions have become a bit asymmetrical due to the fact that individuality predominates over collectivity. However, throughout our study, we tried to find a reality equivalent to the feelings of the members of the company and the general interestsPublicación Gestión humana y el techo de cristal : estrategias para la igualdad en organizaciones colombianas(Universidad EAFIT, 2025) Moreno Linares, Alexandra; Piedrahita Vargas, CamiloThis document analyzes the phenomenon of the glass ceiling within the Colombian context and proposes strategies from human resource management to promote gender equity in organizations. Despite legal advancements, women continue to face invisible barriers that limit their access to leadership positions, driven by unconscious biases, gender stereotypes, and patriarchal structures. The study reviews national and international legislation, highlighting its limited implementation in organizational practice. Based on this diagnosis, strategies are proposed such as bias training, mentorship programs, family co-responsibility policies, inclusive language in recruitment processes, salary transparency, and flexible work arrangements. The conclusion emphasizes that gender equity requires deep cultural transformation and sustained institutional commitment, with human resource management playing a key role in breaking the glass ceiling and fostering more inclusive and equitable workplaces.Publicación Influencia de la dinámica de formación de los recursos humanos del Programa Nacional Cuna Más en la aplicación de la estrategia del componente de desarrollo y aprendizaje infantil, en las niñas y niños usuarios en la modalidad: servicio de cuidado diurno (SCD) en los locales de Segunda Jerusalén, distrito de Elías Soplín Vargas, provincia de Rioja 2018(Universidad EAFIT, 2022) Aguirre Tejada, Prince Luis; Vargas Sáenz, Mario EnriqueÍtem El Juego Estratégico En La Retención Del Personal Clave. Una Reflexión Crítica A Partir De La Teoría De Juegos(Revista Administración y Organizaciones, 2013-01-01) Gonzales-Miranda, D.R.La retención de los empleados claves dentro de las empresas se ha convertido en un reto para el área de gestión humana, responsable de implementar y ejecutar estrategias que busquen disminuir su rotación. Este artículo presenta los resultados de unaPublicación Metodología para la clasificación de documentos de texto de hojas de vida basado en aprendizaje de máquina(Universidad EAFIT, 2023) Matamoros Villegas, Javier Leomar; Montoya Múnera, Edwin NelsonPublicación Miradas sobre la permanencia y la rotación en el trabajo(Universidad EAFIT, 2025) Jaramillo Campuzano, Gustavo Adolfo; Uribe de Correa, Beatriz AmparoPublicación Percepciones de operarios y administrativos frente a las posibles causas de rotación del personal operativo en una Compañía bananera de la zona de Urabá, Colombia(Universidad EAFIT, 2024) Ortega Salazar, María Camila; Medina Olaya, Paula Andrea; Macia Serna, María IsabelThe purpose of this research is to understand the perceptions of the operational and managerial staff of a banana organization in the Urabá sector to identify the possible causes of the current high levels of staff turnover. The above, to facilitate the creation of retention or compensation strategies consistent with the causes found in the work results. It is worth clarifying that for the previous year the turnover indicator was 50%, generating great concern for the organization due to the economic losses suffered, which is why it is of interest to investigate the reality of this problem. For this purpose, a qualitative research methodology was used, where through in-depth interviews with operators and administrators, it was possible to: identify the points of view regarding the topic, the opinions about the measures taken by the company to mitigate the problem and possible suggestions to the Human Resources area in addressing it. According to the findings, the banana company can generate strategies through a systemic approach that offers comprehensive solutions, according to the complex interaction of individual, organizational and contextual factors, recognizing the complex interconnection between them.Ítem Problemas y lógicas Diferentes en la gestión de los recursos humanos en Chile y en Europa(Universidad EAFIT, 1999) Montupil, Fernando; Universidad Libre de BruselasPublicación Sistema multi-agente para la preselección de candidatos en vacantes públicas de empleo utilizando inteligencia artificial generativa(Universidad EAFIT, 2025-10-22) Blandón Londoño, Cristian Mauricio; Álvarez Barrera, Claudia Patricia; Martínez Vargas, Juan DavidHistorically, recruitment processes have been carried out manually. In such processes, candidates go through a series of filters that vary depending on the specific requirements of each vacancy. As these procedures are not standardized, their duration can be extended, leading to an increase in unfilled positions and, consequently, negatively impacting organizational competitiveness. Identifying the ideal candidate for a job vacancy is a task that demands both time and resources. Today, this represents a significant challenge for organizations within the Human Resources sector, where each day spent searching for the right talent translates into operational costs. As a result, delays in recruitment activities directly affect the achievement of strategic organizational goals. Despite the growing adoption of Applicant Tracking Systems (ATS), these tools often face semantic limitations and do not easily adapt to local contexts—especially in countries like Colombia, where a significant portion of the population is employed informally. This reality hinders not only the objective assessment of candidate suitability but also increases the likelihood of evaluative biases. Recent studies have begun exploring the integration of multi-agent architectures with Large Language Models (LLMs) to automate pre-screening processes. In line with this, the present project proposes the implementation of a multi-agent system for candidate evaluation. By combining Natural Language Processing (NLP) techniques with LLMs, the system aims to analyze applicant and job posting data to support human resources professionals in determining candidate-job fit. The system will be designed to optimize evaluation procedures in recruitment, with the goal of reducing the average time required for candidate assessment and selection. Furthermore, implementation seeks to minimize manual operations and mitigate bias in the evaluation process, thereby contributing to the sustainable development of human capital. It is anticipated that this solution will increase the efficiency of recruitment workflows and promote greater alignment between the skills demanded by employers and those offered in the labor market. This, in turn, is expected to benefit both employers and job seekers, and indirectly support efforts to bridge the skills gap in the Colombian labor market—particularly in a context characterized by high levels of informality—by establishing fair and competency-based evaluation criteria.