Ingeniería de Empresas-Tesis de Pregrado

Permanent URI for this collectionhttps://dspace-test.ucuenca.edu.ec/handle/123456789/87

Browse

Browsing Ingeniería de Empresas-Tesis de Pregrado by Author "Arévalo Armijos, Francisco Andrés"

Filter results by typing the first few letters
Now showing 1 - 1 of 1
  • Thumbnail Image
    Item
    Gestión del talento humano como factor de mejoramiento del desempeño laboral y clima organizacional en la empresa Distribuidora Laura Narváez, para el periodo 2023, en la ciudad de Cuenca
    (Universidad de Cuenca, 2024-03-21) Arévalo Armijos, Francisco Andrés; Moscoso Calle, Nubia Silvana
    Human talent management in organizations is a key management process that allows to develop, attract, retain and motivate the talent a company needs for its operation. Distributor Laura Narvaez considered appropriate the need to implement a human talent management model that allows to measure and improve work performance and organizational climate. Through the analysis of the current management of the human talent of the organization (analysis of job profiles by competencies and dictionaries of competencies and behaviors), the process of evaluation of performance by competencies was defined under the methodology of Martha Alles, where 58 collaborators participated to whom the level of development of the competencies was evaluated to know their performance. It was found that in general, the organization presents an average performance of 72% in the development of its competencies. In talent management, the study of the organizational climate was included to know the level of satisfaction of the collaborators (favorable and unfavorable perceptions) in nine dimensions that structure the climate according to the methodology of the authors Litwin & Stringer. The results obtained from 55 collaborators showed that seven out of nine climate variables are perceived favorably. The results of both evaluations were part of a correlational study to find out if there is a significant relationship between climate and performance variables. A p-value of 0.309 was obtained, indicating no significant relationship between variables. Finally, nine strategies were proposed, one per dimension, as a plan to improve the working environment.