Unidad de Posgrados FCA

URI permanente para esta comunidadhttp://repositorio.uta.edu.ec/handle/123456789/887

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Compromiso laboral y su relación en el desempeño de los funcionarios de la Dirección General del Registro Civil Identificación y Cedulación Zona 3
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Naranjo Cobo, Jeanette Alexandra
;
Vizuete Muñoz, Julio Mauricio
Nowadays the institutions require that human talent be strategically managed, it is notable that the external client demands efficiency in services, so those who direct the institutions of the public sector are obliged to generate commitment from those who assume the performance of functions. Thus, the management of human talent seeks for the staff to identify the institution and their work to show efficient performance. Nowadays, not only the tangible assets of the institutions are taken into account, but it is also essential to focus on the most important asset that is human talent. This is why the present investigation has great relevance because it is focused on the labor commitment and the performance of the officials of the General Directorate of the Civil Registry Identification and Cedulation Zone 3. The research framework is structured based on a critical analysis of the problematic study in the General Directorate of the Civil Registry Identification and Cedulation Zone 3; and it includes determining factors in labor commitment and performance to generate knowledge and an alternative solution to the problem posed. The proposed objectives reveal if there is a relationship between work commitment and performance; in the same way in what level these variables are currently. Then, studies already carried out regarding the subject matter were researched and analyzed and the concepts of the two variables mentioned above were argued with a strong theoretical basis. The methodology of the research was carried out through a qualitative approach because it is a social phenomenon that involves the description of certain characteristics related to the work commitment of the public institution staff previously mentioned. For statistical procedures, a quantitative approach was applied to obtain measurable data and truthful results. This study is feasible since it was approved by the directors of this institution for which all the information and data obtained reflect the reality of the institution. The importance of this research is to contribute to the solution of problems that are directly linked to commitment and performance by designing a proposal.
La capacitación del personal y el desempeño laboral
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Navarrete Villota, María José
;
Chávez Yépez, Howard Fabián
The issue of job training and its impact on the work performance of employees of Corporation Favorita C.A is novel, interesting and current, so the research on this reference was carried out. Finding training needs, which allow the development of viable alternatives to supplant these needs, constitute research purposes as well as proposals for the strengthening of work performance. For the investigative process, it was considered as a starting point, the study of the factors that affect the problem (causes and effects), as well as the antecedents that form the theoretical foundations; the diagnosis in the population and shows to know and determine indicators of work performance, which allow to develop alternatives such as the design of a comprehensive training system in the institution, to improve work performance. The research has a bibliographic and documentary source related to the two variables in order to obtain the theoretical foundation, as a basis for the beginning of the research work. The methodology used for the present investigation was a qualitative and quantitative approach, and the data analysis was performed in the Megamaxi to 100 employees that correspond to the representative sample of the total number of employees that are in the Institution. The compilation data was carried out through surveys using a standardized questionnaire as a tool, where the correlation between the two variables, the training and the work performance, could be established. Proposal is establishing processes in which different stages must be met, with emphasis on human and social development. The improvement of its resource in basic induction processes, career plan, evaluation, training and continuous training of its servers, on a par with the strategies and institutional development must be implemented, where the Institution may generate efficient and effective communication to strengthen the achievement of the objectives.
Modelo de gestión del talento humano y el desempeño laboral de los servidores de la Universidad Técnica de Machala.
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Correa Anchundia, Walter Eduardo
;
Mancheno Sáa, Marcelo Javier
The research work that was conducted at the Technical University of Machala, responds to the need to contribute and improve the work performance of the employees of the Technical University of Machala through the proper talent management. The research has a bibliographic and documentary source related to the two variables in order to obtain the theoretical foundation, as a basis for the beginning of the research work. The methodology used for the present investigation was a qualitative and quantitative approach, and the data analysis was performed in the UTMACH to 273 employees that correspond to the representative sample of the total number of employees that are in the Institution. The compilation data was carried out through surveys using a standardized questionnaire as a tool, where the correlation between the two variables, the management model and the work performance, could be established. The compilation data, contingency tables, bar graph, statistical analysis (Chi - square test) were evaluated. The management model proposal is establishing processes in which different stages must be met, with emphasis on human and social development. The improvement of its resource in basic induction processes, career plan, evaluation, training and continuous training of its servers, on a par with the strategies and institutional development must be implemented, where the Institution may generate efficient and effective communication to strengthen the achievement of the objectives
Evaluación del desempeño del talento humano y los procesos administrativos en Instituciones de Educación Superior
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Crisón Chávez, Paula Valeria
;
Jiménez Silva, Walter Ramiro
The present document represents the study of the administrative processes and its relation with the evaluation of the performance, in different departments at Universidad Técnica de Ambato, so that it would be possible to improve the working performance of the collaborators considering several aspects such as: psychological, motivational and of satisfaction. The frame of research, has great relevancy thanks to the bibliographical contributions both in the evaluation of the performance and in the administrative processes. The investigation relied on a sample of 236 collaborators to whom a questionnaire was applied, same that was validated using the method of the experts and with the statisticians' support executed in the statistical software SPSS. The analysis threw the following results: Cronbach’s alpha of 0.933, which demonstrates the reliability of the items proposed in the questionnaire. In addition, the analysis of Person’s of 0.774 suggests a moderated to high between the variables. With the information obtained it is considered necessary to propose the application of psychological, motivational and satisfaction evaluations, directed to the collaborators of Universidad Técnica de Ambato. Thus, it could lead to evaluate the performance and the possible factors that could interfere in the correct development of collaborator’s functions. This process will be carried out as complementary assessment aligned to the one conducted by the institution The application of the complementary instruments allowed to have a major knowledge on the collaborators and his their insights on their job positions. Then if there was a need for specialized help collaborators could be offered it at Departamento de Bienestar Universitario. Then, that department would be in charge of creating a program for the need identified, a follow up process and one for controlling it. In this way every dependency would work at synergy leading to an improvement on stability, satisfaction and performance of the collaborators.
Influencia de la compensación financiera como factor motivacional del trabajador en el sector seguros
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Molina Narváez, María José
;
Moreta Herrera, Carlos Rodrigo
This document represents the study of financial compensation and its relation to work motivation, within the different departments of companies in the insurance sector, so that it is possible to improve the work motivation of employees considering various aspects such as: financial, psychological , motivational and satisfaction. The research framework has great relevance thanks to the bibliographic and documentary contributions both in the labor motivation and in the financial compensation, the research had a sample of 150 collaborators from different areas to whom three questionnaires were applied, the same ones that were validated with the help of statisticians executed in statistical software SPSS, yielding the following Cronbach's Alpha results: Sociodemographic survey of 0,61; Test 1 of 0,66; Test 2 of 0,81 which demonstrates the reliability of the items proposed in the questionnaires, in addition to the Pearson correlation variance analysis of 0,325 which indicates a moderate to high correlation of the variables: financial compensation and motivation labor. With the data obtained, it is considered necessary to propose the application of a monetary and non-monetary labor compensation plan internally in the organizations of the insurance sector, which will allow raising the levels of work motivation of the employee; This process will be carried out without diminishing the current activities carried out in each company. The application of the complementary instruments allowed to have a greater knowledge about the collaborators and their satisfaction in front of their positions, and in case of being necessary some type of professional help, it is possible to resort to the Human Talent department of each company of the insurance sector, for design new work compensation plans, which will allow each area to be integrated and improve the job satisfaction that is presented in each employee.
Gestión del talento humano y la calidad de servicios en el Ministerio del Ambiente Sede Provincia de Napo
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
León Lara, Roxana Elizabeth
;
Sevilla Galarza, María Soledad
Human talent has increasingly become visible in public entities, linked to the importance of providing citizens with services with quality and warmth. The present investigation is based on the study of Hunan Talent Management and the quality of services, in the Ministry of the Environment, Napo Province, because of its nature as a public entity, its main business name is to provide service to users who live in the cantons that make up the province of Napo in the environmental management competition. The research work has an emphasis on generating improvement strategies in the quality of service to the user based on a human talent management model whose research focus is qualitative- quantitative. The main contribution is part of the bibliographic information that contributes with important concepts, similar works and research based on quality and service. As a data collection technique and surveys were applies to 86 servers of the Ministry of the Environment, province of Napo, corresponding to one hundred percent of its personnel, in the same way surveys were applied to 244 users belonging to the sample, obtaining in this way the primary information, the analysis is based on the application of Cronbach’s alpha in the 0.907 that demonstrates the high reliability of the applied survey, contributing the analysis of Pearson´s correlation variance in a 0,695, thus demonstrating the nobility between the variables: human talent management and quality of service. The statistical analysis allowed identifying the problem areas in the service as: training, induction, motivation, among others. Finally, the research work proposes strategies in the creation of a code of institutional ethics, a training plan, recover institutional values and implement suggestions boxes, all aimed at improving the quality of services to the user
El contrato psicológico como vector del compromiso organizacional en el sector industrial alimenticio
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Safla Sandoval, Juan Pablo
;
Guamán Guevara, María Dolores
The present research work is focused on analyzing the results obtained through psychological contracts regarding the organizational commitment oriented to the industries in charge of the production of food products, for which the study has been guided in the Bioalimentar company located in the city of Ambato. The productivity capacity within an organization contributes directly to the development of the same, for this reason the Organizational Commitment is immersed, which allows to maintain considerable levels of interaction in the scope of mutual expectations between the collaborators and the company. The development of human talent is the key to achieving the vision, that's why it is proposed to carry out research, involving the two variables because by fulfilling the psychological contract expected by the people who work in the company, it will be possible to obtain from them the highest job performance, which will translate into a firm commitment to the institution and its objectives. The investigative process is catalogued as a field analysis, which sought to collect the largest amount of reliable information, since the researcher was in contact with the company where the problem originates and who used the technique of direct observation and survey the administrative operating personnel of the company Bioalimentar. Through which it became evident that the psychological contract does contribute to the organizational commitment of the collaborators of the company Bioalimentar. Through the use of a socio-demographic data sheet with which information related to gender, age and years of service was collected, among others. Similarly, the Rosario Hernández (2002) and Elizabeth Montoya's Organizational Commitment questionnaire (2014) has been adapted to measure the variables Contractual Psychology Contract. Formats are available in the annexes to this document. However, at certain points of organizational commitment, several of the collaborators feel compelled to do pressure work for the people working around them. Furthermore, it is established that the profit levels offered by the company are not adequate for a large part of the percentage of collaborators. Therefore, we propose actions to improve the psychological contract through which an increase in organizational commitment can be achieved in the entity.
El síndrome de Burnout y el compromiso organizacional en el personal administrativo en los centros de Educación Superior
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Medina Masabanda, Rodolfo Sebastián
;
Jordán Vaca, Jorge Enrique
The topic of the investigative work is the burnout syndrome and the organizational commitment of the administrative staff from the higher education centers, the main objective is to know how work wear affects the commitment of the administrative staff in their organizations, for which proceeded to obtain primary and secondary information through information collection instruments such as Maslach and Jackson burnout syndrome questionnaire (MBI), and the Meyer & Allen questionnaire to measure the level of commitment that administrative staff have with the institutions where they work, the data was obtained in the universities of Ambato, from the same information obtained an exploratory factor analysis was carried out, analyzing the main components from which the most relevant ones were chosen and with this the Pearson statistic was applied to check the existing correlation between the variables, reaching a positive media correlation showing that there is a correlation between the variables, for which reason the null hypothesis was rejected to give place to the proposal that has been the possible solution to the problem investigated.
Valuación de puestos y su impacto en el rendimiento del talento humano en la Dirección Financiera del GAD Municipalidad de Ambato
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018)
Lozada Romo, Andrea Giovanna
;
Cisneros Parra, Pablo Enrique
The general objective of the actual research was to determine how the valuation of workplace affects the performance of the staff of the Financial Department of Ambato City Hall. A mixed approach was used, with a descriptive, correlational and cross sectional scope. It evaluated 32 workplaces through the points method, and the work performance was determined by the Senres-Eval-03 form. The Labor Ministry established these two parts from which six of the workplaces have a restructuring in their occupational grade; four of them have a reduction in their occupational grade and salary, and two workplaces have a promotion of the occupational grade and salary. Finally, the hypothesis was verified, the group of variables included that reflects the valuation of workplaces turns out to be significant in the performance of the human talent. Thus, through a regression analysis the t value is greater than the t of tables. It indicates that only two of the variables of the multiple regression model turn out to be significant, and the rest of the variables do not turn out to be statistically significant. Thereby, the null hypothesis is accepted, which means that the group of workplace valuation variables affects the work performance. Thus, with this analysis, the proposal must be the development of job position profiles for the standardization of workplaces and the replacement of the workforce by technology, automating activities in the workplace.
La gestión por competencias y su relación con los métodos de valuación de puestos de los funcionarios de la empresa pública - Empresa Municipal de Agua Potable y Alcantarillado de Ambato
(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2017)
Jácome Lizano, Andrea Vanessa
;
Abril Freire, Maria Cristina
The present work was taken from a problem in the Public Company - Municipal Water and Sewerage Company of Ambato, which has provided total openness for the development of this research work, where it was determined that the main problem is focused on Management by Competences and its relation with the Methods of Valuation of Positions, and through questions the level of affectation to the productivity of its collaborators was determined that interferes highly the fulfillment of the Institutional Strategic Planning. In this framework, it is aimed at increasing the performance of its human capital and the institution by properly managing human talent that involves all administrative processes, the objective of this research is to determine the level of work skills of each sub-process of human talent, and according to that analysis, look for alternatives that help mitigate the lack of competencies within administrative processes. Considering as the main resource of the company the human talent, the profiling is proposed by competence that is the description of the main activities carried out in a job and the skills required to cover said position. Defining competencies as the set of knowledge, skills and abilities that allow a collaborator to perform effectively, has been considered as basic negotiation skills, initiative, self-confidence, strategic thinking, leadership, flexibility. Under these considerations, for the EP-EMAPA-A to have competency profiles is the starting point to start a management of human talent based on competencies; which has two effects, on the one hand the company benefits from having qualified personnel in terms of knowledge and skills related to their jobs; and, on the other hand, the employees of the institution will have greater opportunities to develop professionally as it facilitates their promotion, stability and development of their abilities through an efficient valuing of positions.

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