Maestría en Desarrollo Humano Organizacional (tesis)
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Publicación Análisis de la gestión de conocimiento en la línea de conocimiento digitales negocio en Bancolombia S.A.(Universidad EAFIT, 2025) Herrera Gómez, Andrés Felipe; Flórez Barrios, Sergio Andrés; Henao Calad, MónicaÍtem Diseño de una estrategia para promover la motivación del personal en salud en una unidad de cuidados intensivos del departamento de Sucre, Colombia(Universidad EAFIT, 2024) Escudero Oviedo , Vanessa; Forero Diaz, María Andrea; Macias Prada, John FernandoPublicación La desmotivación laboral en empresas de servicios en Medellín : la opinión calificada de diez líderes de gestión humana(Universidad EAFIT, 2025) Gómez Jaramillo, Melisa; López Gallego, Francisco DaríoÍtem Causas de rotación de personal en un call center con sede en la ciudad de Bogotá(Universidad EAFIT, 2024) Becerra Najar, Adriana Katherine; Giraldo Henao, CatalinaÍtem Afrontamiento de obstáculos, desafíos y facilitadores de las mujeres profesionales en el sector nuclear en Colombia, en búsqueda de la equidad de género(Universidad EAFIT, 2024) Barrero Jiménez, Carolina; López Gallego, Francisco DaríoPublicación Nivel de coherencia entre la cultura organizacional deseada y la manera como se estructura el proceso de mejoramiento del desempeño en organizaciones de la ciudad de Medellín y el Valle de Aburrá(Universidad EAFIT, 2024) Sánchez Restrepo, Sindy Yourley; Sanín Posada, AlejandroIn recent years, companies have increased their efforts to align organizational culture with strategic objectives, recognizing the impact this alignment has on both individual and organizational performance. This study aimed to assess the levels of alignment between the desired organizational culture and the structure of performance improvement processes in organizations in Medellín and the Valle de Aburrá. A mixed-method research approach was employed, combining qualitative and quantitative data. This approach revealed the desired culture of the participating organizations and how the performance improvement process is structured. Criteria were then established to contrast these two elements, allowing for an assessment of coherence levels. The results indicate a high level of incoherence between the desired culture and the structure of the performance improvement process. The findings suggest that the performance improvement process tends to be structured according to the organization’s actual culture rather than the desired culture, presenting a significant challenge for human resources departments. The study concludes with a discussion of the implications of these findings and offers recommendations for addressing them.Ítem Factores determinantes en la rotación de personal en GHL Hoteles(Universidad EAFIT, 2024) Zapata Carvajal, Sandra Milena; Betancur Hurtado, Carlos MarioÍtem Incidencia del trabajo en la construcción de la identidad personal : estudio en un grupo de profesionales de una gran empresa de seguros de Medellín(Universidad EAFIT, 2024) Rivas Restrepo, Natalia; Rodríguez Giraldo, Carolina; López Gallego, Francisco DarioPublicación 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 AlexisÍtem Factores que influyen en las decisiones para la adopción o rechazo del trabajo virtual en tres compañías de un grupo empresarial(Universidad EAFIT, 2024) Yepes Ramírez, Cristian Camilo; Giraldo Henao, CatalinaIn Colombia, for several years there has been a transition of organizations towards virtual work methodologies. These respond to different needs, both of employers and employees, and are configured today as an assertive response of the companies to the demands of a notoriously changing society. This project, by means of a qualitative research, sought to identify the important factors that may influence whether or not three companies belonging to a business group decide to implement virtual work. To this end, a literature review was conducted, in addition to three semi-structured interviews with leaders of the human resources area of each of them. The adoption of virtual work is influenced by internal and external factors. Internally, organizational culture and technology are crucial, while external events such as the COVID-19 pandemic have also driven this change. However, obstacles such as resistance to change and technological issues can hinder the transition. Effective strategies include implementing appropriate technology and promoting a flexible organizational culture. In this sense, it is essential to adapt policies to the specific needs of each organization to ensure the success of virtual work.Ítem Inteligencia artificial y aprendizaje de personas en la industria del business process outsourcing : cambios y desafíos en Bogotá, Colombia(Universidad EAFIT, 2024) Rodríguez Suárez, Carolina; Bernal Ruiz, Oscar David; Macias Prada, John FernandoThis work addresses the integration of artificial intelligence (AI) in people's learning processes within Business Process Outsourcing (BPO) companies. Using a qualitative methodology with interviews and focus groups, the study examines how artificial intelligence tools are changing conventional teaching and skill development practices. Investigates the perceptions of BPO employees in different positions on how AI is positively affecting their professional training and has become a support for people's learning in their qualification processes, highlighting both the advantages and obstacles they face. The findings reveal that although AI has revolutionized people learning through teaching methodologies, providing personalized solutions that promote greater retention and job adaptation, the effective implementation of these technologies still faces significant obstacles such as the need for AI training and adjustments in teaching strategies. training. The findings emphasize the importance of developing learning programs that optimize the use of AI to improve employee loyalty and performance in high-turnover environments such as BPO.Ítem Diversidad e inclusión : perspectiva de género en organizaciones multiculturales(Universidad EAFIT, 2024) Henao Vélez, María Clara; Sandoval Guerrero, Leidy Joanna; Uribe de Correa, Beatriz AmparoThis research explores the importance of diversity and inclusion from a gender perspective in the workplace, focusing on multicultural organizations. It addresses three main objectives: to examine how women perceive the inclusion of a gender perspective, to identify practices that promote this inclusion, and to understand the value women attribute to such practices. The results reveal an inconsistency between organizational discourse and the practical implementation of gender policies, highlighting the need for greater involvement of Human Resources in designing and applying these policies to truly transform organizational culture. Additionally, specific challenges are identified for organizations to effectively integrate academic concepts with everyday work practices, advancing towards genuine and sustainable inclusion.Ítem El profesional de gestión humana y su relación con el pensamiento estratégico y la toma de decisiones(Universidad EAFIT, 2024) Álvarez Gaviria, María Isabel; Betancur Hurtado, Carlos MarioÍtem Vivencias de los colaboradores de distintos niveles jerárquicos de una institución de educación superior de la ciudad de Medellín en torno a los cambios organizacionales y el bienestar laboral(Universidad EAFIT, 2024) Gaviria Carvajal, Leidy Carolina; Valencia Roldán, Carolina; Betancur Hurtado, Carlos MarioÍtem Compensación laboral de los empleados de la base operativa en la unidad de negocios, Alimento Balanceado para Animales (ABA) del Grupo Bios(Universidad EAFIT, 2024) Bedoya Muñoz , Vanessa; García Palacio, Eliana María; López Gallego, Francisco DaríoThe aim is to know the labor compensation practices or benefits that the workers of the operational base of the Balanced Animal Food (ABA) business line of the Bios Business Group are better valued because they contribute to a better quality of life for the employee. To obtain and analyze this information, it is proposed to conduct a survey of ABA (Balanced Animal Food) workers and thus be able to identify if currently the benefits granted by the companies have a positive impact according to the perception of the level found. . each respondent. Finally, identify opportunities for improvement with benefits that are considered useless or that are less known or used by workers.Ítem 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 Diagnóstico de bienestar laboral en el área de talento humano de la Alcaldía de Envigado 2012 – 2023 y alternativas de optimización(Universidad EAFIT, 2024) Correa Silva, Sebastián; Londoño Ochoa, Laura; López Gallego, Francisco DaríoThis document presents the results of an investigation that aimed to diagnose the work well-being practices implemented and best valued in the Mayor's Office of Envigado between 2012 and 2023, with the purpose of proposing legally, technically and financially viable alternatives for improvement in the GTH of the entity. This study was approached from a case study of a territorial public entity, such as the Mayor's Office of Envigado, seeking to understand through its experience, how it faced the changing challenges of human talent management and workplace well-being. hoping that lessons, reflections and contributions can emerge from there that influence future best management practices and well-being programs in the public sector.Ítem Análisis de la percepción de compensaciones y beneficios que contribuyen a la permanencia de empleados en EAFIT Bogotá(Universidad EAFIT, 2024) Sarmiento, Sandra Milena; Paz Bohórquez , María Alejandra; Betancur Hurtado, Carlos MarioÍtem Evolución de la literatura académica sobre la segmentación de personas como estrategia para personalizar la experiencia de empleados en organizaciones de América Latina(Universidad EAFIT, 2024) Bedoya Maldonado, Mariana; Giraldo Henao, CatalinaThe contemporary business environment demands innovative strategies to manage human talent and enhance employee experience. In this context, employee segmentation and customization of their experience emerge as fundamental approaches to optimize organizational performance and promote employee satisfaction and engagement. This research project aims to analyze the evolution of academic literature on people segmentation as a strategy to personalize the employee experience in Latin American business organizations. The systematic literature review will encompass both academic and non-academic sources, with the objective of understanding the trajectory of people segmentation, identifying challenges and opportunities in its implementation in Latin American contexts, and proposing a framework for its effective application. It is recognized that the customization of talent experience can improve employee satisfaction and engagement, which in turn can lead to greater productivity and profitability for organizations. The importance of integrating practical methods, such as data analysis, feedback, and the design of specific professional development programs, to effectively implement people segmentation is highlighted. This project will contribute to the body of knowledge in human talent management by providing a detailed understanding of how organizations can adapt their strategies to meet the individual needs of their employees and enhance their workplace experience based on previous experiences or recently conducted studies.Ítem Retos de la inclusión laboral : la experiencia de doce líderes afrodescendientes en Colombia(Universidad EAFIT, 2024) Garrido Gallego, Natalia Patricia; López Gallego, Francisco Darío