Maestría en Desarrollo Humano Organizacional (tesis)
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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 DaríoÍtem La Inteligencia Artificial aplicada al área de recursos humanos : una aproximación al estado del arte de la cuestión(Universidad EAFIT, 2024) Rodríguez Hernández, Sandra Milena; Orejuela Gómez, Jonny JavierThe objective of this Systematic Literature Review (RSL) is to establish the state of the art regarding the use of artificial intelligence in human management processes. The method used is classified into four phases, the research of the study of documentary type, descriptive and bibliographic review. Among the findings, the advantages and disadvantages of the use of AI were identified, as well as the major concepts used in each of the investigations, another result was the type of study that was developed with greater prevalence, in the same way it was identified which were the instruments of information collection, the participating subjects and the main findings. In conclusion, the findings demonstrate the positive impact that AI has had on organizations when it comes to managing human capital and in the research community it has generated great interest in the ethical dilemmas that it entails.Ítem Influencia del salario emocional en el bienestar de los funcionarios públicos del grado auxiliar, asistencial y oficinista del Centro Internacional de Producción Limpia LOPE y despacho del Sena, regional Nariño(Universidad EAFIT, 2024) Robledo Herrera, Ángela María; Muñoz Casanova, Ángela Rocio; Rubio Maya, Carlos AndrésThe proposed research seeks to highlight and identify how the administrative issue of human talent management related to emotional salaries in a national organization is addressed and applied within the public context, entities that usually develop their activities of welfare to their officials within the budget allocated after approval of the competent ministry and framed in rigid normative concepts that limit their field of application and sometimes it is difficult to size its real impact on the organization and welfare of staff. Normatively the state seeks to favor the development mainly of its officials or related personnel under the administrative career modality, by joining efforts within the civil service to ensure that benefits of both staff and their families, currently all actions are aligned under the premises of the IPPM Integrated Planning and Management Model, which considers servers as one of the most important resources for organizations. The National Learning Service, SENA, being an entity with great relevance in the mission of the Colombian state, is not alien to such strategies and seeks to define its own line of action that allows it to be a benchmark in terms of welfare programs for its officials and provide adequate and targeted spaces to contribute to the balance of its work development, professional and personal. It is important to analyze the use of the concept of emotional salaries in the public sphere, since there are differences in how it is applied in private enterprise, that they must comply with the formalism of the norm and face the controls of the entities responsible for evidencing its application and development. The present study seeks to show how appropriate is the welfare plan, incentives and emotional salary that must design and implement state enterprises to strengthen the welfare of their officials. This strategy is seen as an advantage over the regulation of private sectors where the welfare of their employees is an enforceable requirement, but optional to retain their human talent. In Colombia, admission to public employment by administrative career offers benefits for employees, one of the most outstanding is the job stability of this modality, so it could be considered from a vision of emotional salary. Public sector workers entering an administrative career are guaranteed secure and sustainable long-term employment. This gives them economic peace of mind and confidence that their employment is not subject to sudden or unexpected changes. In addition, job stability allows employees to focus on their professional development without the constant worry of losing their job. The motivation of public employees is achieved through a variety of incentives, ranging from the recognition of the best employee of the month to bonuses and rest days. (Cabrera, 2014, citado en Galvis-García & Cárdenas-Triana, 2016, p. 23). These schemes and incentives foster a positive work environment and can increase productivity and employee satisfaction in the public sector. It is important that in addition to salary, employees need to feel that they have opportunities for professional development and that their work is meaningful. It is interesting to measure through the process of interviews conducted with officials of the auxiliary, assistance and clerical level, who by their degree have the lowest economic recognition in the salary scale defined for SENA, therefore becomes an interesting study subject with which you can consider the application of the concept of emotional salary and its implications by participants, for which it is clear that there is a welfare plan and that State entities are obliged to implement it in the most effective manner.Ítem Prácticas aconsejables y desaconsejables que influyen en la solución de conflictos interpersonales : percepción de empleados de una empresa del sector energético de los Estados Unidos(Universidad EAFIT, 2024) Castrillón Franco, Vanessa; López Gallego, Francisco DaríoThis research analyzes interpersonal conflicts in a leading company in the energy sector in the United States, highlighting the importance of effectively managing conflicts during a crucial transition period towards more sustainable energy sources and technological changes. The main objective of this study is to investigate advisable and inadvisable practices influencing the resolution of interpersonal conflicts among employees in the operational base of a United States-based energy sector company, aiming to understand their impact on work performance and organizational efficiency, and thereby contribute to the development of a more effective conflict resolution model. The methodology adopted for this study is based on a descriptive and cross-sectional qualitative approach, through individual interviews with employees from the operational base of the energy sector, employing a non-experimental design and purposive sampling of fifteen (15) employees. The United States-based energy sector company funded this research.Ítem Implicaciones de la transformación digital en las prácticas de un grupo de profesionales de gestión humana de Medellín(Universidad EAFIT, 2024) López Trespalacios, Rey Steevenson; Amaya Casallas , Astrid Bethsaida; Orejuela Gómez, Jonny JavierÍtem Estrategias para el abordaje del síndrome de Burnout en los colaboradores de ocho (8) organizaciones públicas y privadas del sector salud del departamento del Cesar en postpandemia(Universidad EAFIT, 2024) Garzón Gómez , Tilcia Esther; Román Calderón, Juan PabloÍtem La comunicación asertiva en oposición y el desempeño laboral en un hotel de la ciudad de Cartagena(Universidad EAFIT, 2024) Alvis Yepes, Carolina Vanessa; Galán Estrada, Deisy Milena; López Gallego, Francisco DaríoÍtem Contribución de la calidad de vida en el trabajo como estrategia de fidelización : estudio en el sector financiero colombiano(Universidad EAFIT, 2024) Corredor Corredor, Liced Emilcen; Zuluaga Marín, Alexandra; Betancur Hurtado, Carlos MarioNowadays, companies are facing various challenges linked to the human resources management, with employee retention being a dilemma of maximum relevance for organizational leaders. Employee loyalty is one of the most important reasons to maximize Quality of Work Life (QWL). The present study explores the definition of QWL, empirically explores the most important concepts that determine a good QWL, for employees in the financial sector in Colombia, together with the importance of compensation among the other factors that make up QWL. With this information, a employee loyalty scheme is proposed. The results suggest that the most important dimensions both to maximize Quality of Life at Work and to increase employee loyalty are Work Environment, Job Satisfaction and Job Security, Compensation and Rewards, and Organizational Culture and Climate.Ítem Factores que inciden en la apropiación de la evaluación de desempeño(Universidad EAFIT, 2024) Saldarriaga Jaramillo , María Adelaida; Agudelo Arango , Rubén; Uribe de Correa, Beatriz AmparoThis research explores the perceptions of employees from medium and large companies in Medellín, with the purpose of examining the factors that influence the adoption of performance evaluation. This study begins with a brief historical overview of evaluation, revealing that evaluative practices have been incorporated into organizations since the 18th century and have evolved considerably over time in a constant quest for precision and effectiveness. Through a literature review, theoretical foundations of performance evaluation are explored, along with their practical implications in the workplace. To achieve the objective, a qualitative study is conducted, collecting data through semi-structured interviews. The data collected and analyzed suggest that, although there is a perception of the usefulness of performance evaluation, factors such as subjectivity, lack of knowledge among human resource management professionals, the role of the leader, and emotions with negative connotations hinder its adoption. Additionally, this experience highlights the need for organizations to rethink evaluative practices and review their organizational structures and cultures to promote participation and the successful achievement of performance evaluation goals.Ítem Intervenciones sinérgicas y fortalecimiento de la cultura organizacional : un enfoque polifacético en empresa de alimentos y bebidas(Universidad EAFIT, 2024) Ávila González, Andrés Leonardo; Ramírez Orozco, Andrés Felipe; López Gallego, Francisco DaríoThe leading food and beverage company in the Colombian market, with a 111-year history. It is part of the Ardila Lulle Organization, a leading business group in Latin America. The research objectives were aimed at finding out employees' perceptions of the practices of well-being at work, personal growth and development, and leadership, which the organization has systematically implemented for several years, but for which it has not implemented formal mechanisms to evaluate their results. An exploratory methodology with a descriptive approach, using semi-structured interviews, was used to collect data on this perception. The work provided information that made it possible to identify areas for improvement in the practices under study, which were provided exclusively to the company.Ítem Desarrollo de talento ágil en la organización(Universidad EAFIT, 2024) Cardona Tavera, Nataly; Roman Calderón, Juan Pablo