Maestría en Desarrollo Humano Organizacional (tesis)
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Ítem 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 PabloÍtem Favorecimiento de políticas y programas de compensación en las intenciones de permanecer en la organización de cargos de mandos medios de una empresa del sector industrial(Universidad EAFIT, 2024) Pabón Labrador, Marcela Lucía; Rámirez Hoyos, Cindy Mirley; Betancur Hurtado, Carlos MarioThe purpose of this document is to demonstrate that the implementation of compensation policies and programs in organizations through the area of human management involves the execution of different strategies through which not only the worker is compensated but, as proposed below, will determine the permanence intentions in this case of workers who hold middle management positions in a company in the industrial sector; Likewise, through this research we will see how these coexist and develop with other policies and factors that play a leading role in the area such as staff retention, motivation and benefits. A perspective is addressed that is aimed at continuing to promote the human management area as a strategic partner of management, based on the fact that workers are the most important part of the organization and at the same time receiving through the information collection method used. valuable data that shows that compensation must be in accordance with the particular needs of the worker; This does not necessarily imply a greater financial expense but rather an in-depth study and analysis to understand its significance. Finally, it is also known that a worker's intentions to remain are supported by the creation and implementation of compensation and benefits policies that show which variables, in turn, would be influencing their intentions to remain or promoting or not promoting their retention in the company. organization.Ítem Factores de satisfacción laboral en la intención de rotación de personal del área de seguridad de la Mina El Porvenir del Líbano – Tolima(Universidad EAFIT, 2024) Mosquera Moreno, Igor; Isaza Villa, Juan Carlos; Sanín Posada, John AlejandroÍtem Análisis comparativo de los factores motivacionales y la satisfacción laboral en profesionales de una empresa de tecnología en Colombia(Universidad EAFIT, 2024) Cardona Flórez, Santiago; Román Calderón, Juan PabloÍtem ¿Un nuevo aislamiento social? Un abordaje de la incidencia del teletrabajo en la dimensión psicosocial, el desempeño y la cultura organizacional vivenciada por teletrabajadores en Colombia(Universidad EAFIT, 2024) Quintero Velásquez, Julián; Orejuela Gómez, Jonny JavierObjective: To identify the impact of telecommuting as a form of labor flexibility on the psychosocial dimension, performance, and organizational culture among telecommuters in Colombia. Method: A quantitative exploratory cross-sectional study was conducted using convenience sampling through a structured web-based self-report questionnaire. A total of 262 valid questionnaires were collected. Results: The data obtained suggest that telecommuting tends to have a particularly positive impact on the more individual aspects of telecommuters, reflected in performance and the subjective psychosocial dimension, while collective or social components that require the presence of others such as culture and the more social factors of the psychosocial dimension showed a tendency towards a greater negative impact of telecommuting, although they were also classified with a sufficient percentage to be considered as having a positive impact of telecommuting overall. Conclusions: Work as a human phenomenon, humans as social beings, and the vital role of social relationships in work warn of telecommuting as a spatial labor flexibility modality that tends to isolate and individualize collective goals into smaller or individual nuclei. Understanding the nature of telecommuting through the lens of humans as social beings allows for addressing and anticipating phenomena that go against human nature, with consequences for both workers and the organizations they comprise.Ítem Significados del trabajo según mujeres colombianas empleadas en el sector TI y el sector salud en edades entre los 18 y 28 años : un estudio comparativo(Universidad EAFIT, 2024) Pérez Marín, Yerli Cristina; Jiménez Rodríguez, Julián Alexander; López Gallego, Francisco DaríoThe present qualitative study focuses on exploring the meanings attributed to work by Colombian women aged 18 to 28 years employed in the information technology (IT) and healthcare sectors. Using the Meaning of Work model (MOW, 1987), this study is based on dimensions such as the centrality of work, societal norms and beliefs about work, work goals, recognition of work outcomes, and identification with the work role, from which questions were also formulated for the information collection instrument. The research context covers the historical evolution of the concept of work and further explores the definition of the concept of meaning from various theoretical notions, highlighting the relevance of the understanding of the concept of work among young people, especially in Generation Z. In the IT sector, work is perceived in a multifaceted way, as a means of emotional stability and personal development. On the other hand, in the healthcare sector, it is experienced as an essential obligation for economic independence and professional learning. Both sectors share the pursuit of self-realization. However, autonomy stands out in IT, while social interactions do in healthcare. The results highlight how important identification with the job role is for job satisfaction. The differences between sectors highlight the need to understand and address variations in job perceptions. It is concluded that these differences are critical to creating balanced work environments by addressing individual needs. Overall, this study contributes to the understanding of the meanings of work among young women, providing a basis for future research and improvements in work management.Ítem La felicidad en el trabajo como dispositivo de manipulación para el incremento de la productividad(Universidad EAFIT, 2024) Monsalve Zapata, Jennifer; Moreno Valero, Fabian; Sanín Posada, AlejandroThis article critically examines the growing emphasis on workplace happiness and its potential use as a manipulation tool in organizations. Happiness is a complex and ambiguous concept, with multiple definitions that make its scientific study difficult. However, it has sparked great research interest and has been linked to better organizational performance and productivity. The article analyzes whether these happiness initiatives really operate as manipulation devices. Through a content analysis in 4 companies, practices promoted in the name of happiness are identified that could constitute manipulation mechanisms such as: use of reasoning, personal charm, carryover and halo effects, good humor and rewards. The findings suggest that the pursuit of happiness can be distorted in the service of organizational agendas. It is concluded that further research and ethical application of this knowledge is required to avoid falling into manipulative practices.Ítem Evaluación de la efectividad de la enseñanza : análisis desde la mirada de estudiantes, profesores y directivos(Universidad EAFIT, 2023) Gómez Sepúlveda, Andrés Felipe; Montes Gutiérrez, Isabel CristinaÍtem Relación entre el bienestar laboral y la retención del talento humano del nivel operativo de una empresa del sector privado de salud del Oriente Antioqueño(Universidad EAFIT, 2023) Cañizares Arias, Natalia; Mazuera Mejía, Mónica; Betancur Hurtado, Carlos MarioA problem that is growing in the health sector, specifically in the private sector, is the attraction and retention of talent, as it is becoming one of the main challenges that are part of an operational management plan that is in direct line with the strategy of the business. For many positions, labor demand exceeded supply, thus generating competition for talent in the sector. Continuity in learning, in the service provided by the sector and the impact that rotation generates is limited not only to specific operational positions, but also to an organizational need, with the aim of generating a competitive advantage over the competition. The objective of this research was to investigate about the relationship between work well-being and the retention of human talent, to people at the operational level of a company in the health sector in Eastern Antioquia. To achieve this, a quantitative and qualitative methodology, by means of which the analysis of the retirement interviews from the years 2022 and 2023 was consolidated, and 15 semi-structured interviews under the hermeneutic method were tabulated. The results allow us to affirm that there is no direct relationship or formal staff retention strategies, which questions the effectiveness and the scope of the well-being program designed by the institution, while accentuating the work reality of constant and uncontrollable mobility.Ítem Habilidades blandas para el trabajo en equipo en una cooperativa de ahorro y crédito de Ocaña, Norte de Santander(Universidad EAFIT, 2023) García Amaya, María Stefany; Roman Calderón, Juan PabloÍtem Relaciones de poder y equidad salarial : la percepción de mujeres directivas de grandes empresas del Valle de Aburrá(Universidad EAFIT, 2023) González Arias, María Adela; Gallego Sierra, Sara; López Gallego, Francisco Darío