Gestión del Talento Humano

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End date: 2019Subject: search.filters.subject.MOTIVACIÓN

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    El empoderamiento del personal administrativo y trabajadores como herramienta en el desarrollo organizacional de la Universidad Técnica de Ambato
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Torres Espín, Gabriela Estefanía; Cruz Lascano, Mary Elizabeth
    For higher educational organizations it is important to have high levels of organizational commitment, an aspect promoted by empowerment as a tool of transfer and equality in decision making. In this regard, it is proposed to determine the relationship of the empowerment of administrative staff and workers as a tool in the organizational development of the Technical University of Ambato, taking as a reference the approaches of Robbins (2014), Hell Riegel and Slocum (2015), Ivancevich, et al (2016), who argue that; when talking about empowerment, reference is made to the delegation of authority and responsibility in the collaborators, with the purpose that the latter feel uniquely responsible and autonomous in their designated functions, which favors greater satisfaction, motivation and increase in self-esteem in the development of their functions. Assertive communication, team work and training directly influence the work performance of the staff, a restructuring of the administrative and academic units of the institution leads to a desired organizational development. To achieve the objectives set out in the institutions it is necessary to encourage teamwork, for which the training of leaders and the delegation of tasks will increase confidence in the members of the work units, generating empowerment and the capacity to make assertive decisions in the institution, compliance with the manuals issued by the university must comply with regulations of the institution and a revised Work Regulation. Generating new policies for the control and correct use of the image of the institution is one of the proposals that will generate an organizational and cultural change. Senior managers must have managerial skills for managing personnel. Achieving empathy in order to generate a good work environment is the task of all those who make up a work team, values and principles are an essential part of a person, hire integrated people, will make a difference.
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    Las actividades repetitivas en el desempeño laboral de los trabajadores del Gobierno Provincial de Tungurahua
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Armendáriz Larreátegui, Juan Manuel; Hurtado Yugcha, Jaqueline del Pilar
    This work presents an investigation about the relationship between repetitive activities and work performance. This study was carried out through a field investigation to the servants of the Provincial Government of Tungurahua and based on the survey carried out to 199 of them, important results were obtained that allowed to issue conclusions and recommendations. This study aimed to analyze the effects of repetitive activities and the level of complexity of these in relation to the work performance of workers, in addition to this it was possible to identify that there was a high index of lack of institutional commitment that analyzing with the levels of Motivation and incentives were identified that also influence performance. In the institution, workers have repetitive activities within their functions, which generates a problem in view of the fact that mistakes are made due to the fact that these activities are carried out mechanically, because by performing them on a daily basis they represent something already known and that they can even do it without being aware of it. In addition to this, a solution proposal was presented which, through a model of mindfulness, mindfulness, is a methodological tool investigated by Harvard University within its school of Psychology. With this aim is to reduce the identified indices, this tool within the emotional intelligence allows to generate concentration and awareness of all the activities that are carried out through the motivation of their creativity and the management of different solution alternatives for problems that can be present in the activities of workers. This model will last four months in which a chronogram, activities and responsible for the phases of the model was established, which is aimed at working in round tables between similar charges.
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    Metodología para evaluar la satisfacción laboral y el desempeño de los trabajadores en el Gobierno Autónomo Descentralizado de Biblián.
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Vélez Ochoa, María Soledad; Guamán Guevara, María Dolores
    The present work is carried out with the purpose of proposing a methodology for the improvement of the labor satisfaction and the performance of the workers of the Autonomous Decentralized Government of Biblián. Work well-being is one of the most important elements in the management of human talent in organizations, which is why we must work to exceed the expectations and needs of workers. The state of the art is first developed on the management of human talent, labor wellbeing, the satisfaction of workers and performance, which allows to build the theoretical framework that sustains from the scientific point of view of research. The diagnosis made in the GAD Biblián shows that there are insufficiencies that cause dissatisfaction in the workers as a child: the workers are not proud of the work that they do, they consider that the working conditions are not optimal, the relations between the bosses and subordinates must improve, the workers are not satisfied with the salary they receive, they consider that interpersonal relationships are not good and that they also do not participate in decision-making. It is proposed an improvement plan aimed at eliminating or mitigating all the elements that influence the satisfaction of the workers and therefore in their performance, the proposed actions will be taxed to the improvement of the satisfaction of the workers and their performance.
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    Implementación de un modelo de retención del talento humano en la empresa Plasticaucho Industrial S.A.
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Galarza Rubio, Iván Mauricio; López Gómez, Andrés Francisco
    In the present work we want to explain the importance of human talent management in the company Plasticaucho Industrial and this is how to retain the strategic talent of the organization. This is a way to positively mediate its performance and meet the strategic objectives that it has. the company.. To achieve goal achievement, human talent management proposes the existence of a series of subsystems that influence the behavior and attitudes of employees, determining the outcome of employees, such as performance management, work environment, voluntary rotation, etc., and, with them, the achievement of the defined goals. In this link between the results of Plasticaucho Industrial and the Management of Human Talent, the good practices of human management established by the company is a primordial role because they allow the selection, development and retention of people with the best profile and potential to contribute to the performance of the company. However, although we recognize the strategic importance of these three subsystems; selection, development and retention, its study is so vast that it can hardly be covered in a single study; Therefore, this thesis focuses on the basis of the field of employee retention and its relationship with: the management of human talent.
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    Factores determinantes del clima organizacional en el desempeño laboral en empleados del sector textil
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Zambonino Cayo, Paulina de las Mercedes; Cisneros Parra, Pablo Enrique
    This work is intended to know the determinants of the organizational climate in the work performance of the textile company Pasteur; It also identifies, what are the factors that affect the climate. The research was of bibliographic-documentary type, it was also descriptive and exploratory. Once the instrument was structured, field research was applied through the survey technique to a universe of 67 employees and 5 managers, which by its small number did not require the extraction of a statistical sample, then the data were Systematized and verified through the use of the Phi coefficient or coefficient of correlation of Mathews with a 95% of significance level, 5% margin of error. Allowing to conclude that the organizational climate affects the performance of the workers, because the unsatisfactory environment presented by the organization, affect the behavior of each worker, through their individual perceptions, Conditioning the levels of motivation and work performance, which limit the effectiveness and success of the company.
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    El síndrome de Burnout y su impacto en la productividad laboral de los funcionarios del Distrito Educativo 18d01 en Ambato
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2017) Medina Moncayo, Andrea Natalia; Milla Toro, Sindy
    People associate, collaborate and interact in their work environments daily, spend most of their time, within their daily tasks, to meet personal and organizational goals. However, these events generate psychological processes that affect the individuals, groups and results of the institution. Burnout Syndrome is a disorder of a psychological nature that affects and impairs the work capacity of people, especially the relationships of their environment, affecting the quality of their work, job satisfaction, motivation, commitment, teamwork, cohesion, among others. In order to establish the impact of Burnut Syndrome on the labor productivity of officials of the 18D01 Ambato Educational District, a statistical analysis was carried out using the "MBI" tool (Maslash Inventory Burnout) to identify the rates of onset of syndrome burnout, as well as the degree of alteration in labor productivity using the questionnaire "Labor Productivity", applied to three study groups: teaching staff, administrative staff, and service personnel, with a population of 2135 people and a stratified sample of 325. According to the above, it was determined that the initially proposed relationships among the latent variables were corroborated using the "Chi-square" correlation method. Finally, the work concludes with recommendations that propose strategies that improve interpersonal relationships, job satisfaction, fatigue and frustration at work, through a proposal for prevention and reduction of the burnout syndrome that includes techniques that promote the improvement of quality of working life of officials of the 18D01 Ambato Educational District.
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    Las prácticas de alto rendimiento y el nivel de satisfacción del personal operativo de la Dirección de Vinculación con la sociedad de la Universidad Técnica de Ambato
    (Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2017) Navarrete Fonseca, Mario Fernando; Abril Freire, María Cristina
    The Directorate of Linkage to Society (DIVISO) of the Technical University of Ambato is located in the campus of Huachi Chico, the problem of study was the poor use of Practices of High Performance framed by the traditional management without innovation in the positions of Work, the investigation allowed to determine the impact of the use of the High Performance Practices in the level of satisfaction of the operative personnel. The methodology used is detailed below: the approach was quantitative because statistical models were used to test hypotheses, the research modalities were emphasized in the bibliographical and field with levels of correlational and explanatory research, the population was 49 collaborators. The results obtained when checking the hypotheses of study allowed to know the correlation that existed between the two variables, so that the calculated values R (Pearson's ratio coefficient) were: 0.286 in the relation between Justice [1] - Quality of working life [1], 0,502 Talent Management [1] - Labor Security [2] and 0.483 of Communication [1] - Quality of working life [1], We denote a positive correlation between the factors of both the independent variable and dependent variable. Therefore, it was considered Developing the Integral Plan of Human Talent.