Diseño de un modelo de gestión para las prácticas de talento humano promotor de innovación, en las medianas empresas comercializadoras de automotores, repuestos y servicios relacionados, afiliadas a FENALCO, seccional Córdoba
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Fecha
2019
Autores
Díaz Ballesteros, José Luis
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
En esta investigación se tienen como antecedentes internacionales, los siguientes: Valencia (2018), estudio descriptivo de la Gestión del Talento Humano (GTH) en las pequeñas y medianas empresas que comercializan servicios y equipamiento para centros de datos en Quito-Ecuador; Olivo (2017), estudio que se centró en determinar la relación entre la GTH y el desempeño laboral del personal del IST en el Distrito de los Olivos-Perú; Galarza (2016), que tuvo como objetivo analizar la gestión del talento humano en las pequeñas y medianas empresas del sector manufacturero de Quito para presentar un esquema de mejora; Pico (2015), hizo un estudio en Quito-Ecuador que tuvo como objetivo definir estrategias organizacionales que favorecieran la innovación en la gestión del talento humano en el sector comercial minorista a partir de la utilización de las TIC ; Danna-Buitrago, Alarcón y Gómez (2017), realizaron un estudio binacional México- Colombia que tuvo como objetivo evaluar el alcance de las prácticas y políticas de recursos humanos en dos hoteles de Puebla y Bogotá. En el contexto nacional los
antecedentes investigativos provienen de: Cubillos, Montealegre y Cáceres (2018), investigación que tuvo como objetivo interpretar las prácticas de gestión humana en los restaurantes populares de la ciudad de Ibagué-Colombia; Iglesias-Navas, Rosero y Castañeda (2017), estudio que se centró en determinar los factores de gestión del talento humano que contribuyen a la generación de innovación en las pymes de la industria alimentaria de Barranquilla; Agudelo (2015), estudio que permitió conocer cómo las organizaciones del Valle del Cauca realizan la gestión del talento humano para definir acciones de mejoramiento y por último Barrios, Gallego, López y Restrepo (2015), investigación que tuvo como objetivo general caracterizar las prácticas exitosas en gestión humana en doce organizaciones de diferentes sectores económicos (servicios, industrial, solidario y transporte) y tamaños de la ciudad de Medellín.
Es así como esta investigación se centró en el diseño de un modelo de gestión para las prácticas del talento humano, promotor de innovación en las medianas empresas del sector comercializadoras de automotores, repuestos y servicios relacionados afiliadas a FENALCO seccional Córdoba, fundamentado en bases teóricas de las prácticas de talento humano como fuente de innovación de acuerdo al contexto social y empresarial de la región objeto de estudio, se realizó un diagnóstico de las prácticas de gestión del talento humano de las empresas participantes y brinda además la formulación de un plan para la mejora. Para ello, se identificaron las siguientes unidades de análisis; a) Administración de personal; b) Administración de recursos humanos; c) Gestión y/o Dirección del talento humano; d) Planificación de la estrategia; e) Dotación de personal; f) Desarrollo del talento; g) Administración de la remuneración; h) Relaciones laborales e i) Ambiente de trabajo. La metodología se realizó en tres fases: la primera, consistió, en el acercamiento con los directivos de FENALCO y los Gerentes de las empresas participantes para precisar la necesidad y el problema de investigación; en la segunda fase se desarrolló la perspectiva teórica y postura de autores, utilizando la técnica de revisión documental y la tercera fase mediante una inmersión empresarial con fundamento en el análisis
cualitativo, utilizando como técnica una entrevista semiestructurada en las 5 empresas que constituyeron el universo.
The academical background of this research originates in the international context from the works of; Valencia (2018), descriptive study of Human Talent Management (GTH) in small and medium-sized companies that sell services and equipment for data centers in Quito-Ecuador ; Olivo (2017), a study that focused on determining the relationship between the GTH and the work performance of IST staff in the District of Olivos-Peru; Galarza (2016), which aimed to analyze the management of human talent in small and medium enterprises in the manufacturing sector of Quito to propose an improvement scheme; Pico (2015), conducted a study in QuitoEcuador aimed to define organizational strategies that favored innovation in the management of human talent in the retail commercial sector by the use of ICT; Danna-Buitrago, Alarcón and Gómez (2017), conducted a binational study between Mexico-Colombia aimed to assess the scope of human resources practices and policies at two hotels in Puebla and Bogotá. In a national context, the academical framework comes from: Cubillos, Montealegre and Cáceres (2018), research that aims to interpret human management practices in popular restaurants in the city of Ibagué-Colombia; Iglesias-Navas, Rosero and Castañeda (2017), a study that focused on determining the human talent management factors that contribute to the generation of innovation in SMEs in the food industry of Barranquilla; Agudelo (2015), a study that allowed us to know how the organizations of Valle del Cauca carry out the management of human talent to define improvement actions and, finally, Barrios, Gallego, López and Restrepo (2015), a research whose general objective was to characterize successful practices in human management in twelve organizations from different economic sectors (services, industrial, solidarity and transport) and sizes of the city of Medellín. This research focuses on the design of a management model for the practices of human talent, to promote innovation in medium-sized companies in the automotive, spare parts and related services sector affiliated with Córdoba sectional FENALCO, based on theoretical bases of Human talent practices as a source of innovation according to the social and business context of the region under study, a diagnosis of human talent management practices of the participating companies was made and also provides the formulation of an improvement plan. For this, the following units of analysis were identified; a) Personnel administration; b) Human resources administration; c) Management and / or Direction of human talent; d) Strategy planning; e) Staffing; f) Talent development; g) Remuneration administration; h) Labor relations and i) Work environment. The methodology was carried out in three phases: the first one consisted of the approach with the directors of FENALCO and the Managers of the participating companies to specify the need and the research problem; In the second phase, the theoretical perspective and author's position was developed, followed by a documental review and the third phase through a business immersion based on qualitative analysis, using a semi-structured interview as data gathering technique in the 5 companies that constituted the universe.
The academical background of this research originates in the international context from the works of; Valencia (2018), descriptive study of Human Talent Management (GTH) in small and medium-sized companies that sell services and equipment for data centers in Quito-Ecuador ; Olivo (2017), a study that focused on determining the relationship between the GTH and the work performance of IST staff in the District of Olivos-Peru; Galarza (2016), which aimed to analyze the management of human talent in small and medium enterprises in the manufacturing sector of Quito to propose an improvement scheme; Pico (2015), conducted a study in QuitoEcuador aimed to define organizational strategies that favored innovation in the management of human talent in the retail commercial sector by the use of ICT; Danna-Buitrago, Alarcón and Gómez (2017), conducted a binational study between Mexico-Colombia aimed to assess the scope of human resources practices and policies at two hotels in Puebla and Bogotá. In a national context, the academical framework comes from: Cubillos, Montealegre and Cáceres (2018), research that aims to interpret human management practices in popular restaurants in the city of Ibagué-Colombia; Iglesias-Navas, Rosero and Castañeda (2017), a study that focused on determining the human talent management factors that contribute to the generation of innovation in SMEs in the food industry of Barranquilla; Agudelo (2015), a study that allowed us to know how the organizations of Valle del Cauca carry out the management of human talent to define improvement actions and, finally, Barrios, Gallego, López and Restrepo (2015), a research whose general objective was to characterize successful practices in human management in twelve organizations from different economic sectors (services, industrial, solidarity and transport) and sizes of the city of Medellín. This research focuses on the design of a management model for the practices of human talent, to promote innovation in medium-sized companies in the automotive, spare parts and related services sector affiliated with Córdoba sectional FENALCO, based on theoretical bases of Human talent practices as a source of innovation according to the social and business context of the region under study, a diagnosis of human talent management practices of the participating companies was made and also provides the formulation of an improvement plan. For this, the following units of analysis were identified; a) Personnel administration; b) Human resources administration; c) Management and / or Direction of human talent; d) Strategy planning; e) Staffing; f) Talent development; g) Remuneration administration; h) Labor relations and i) Work environment. The methodology was carried out in three phases: the first one consisted of the approach with the directors of FENALCO and the Managers of the participating companies to specify the need and the research problem; In the second phase, the theoretical perspective and author's position was developed, followed by a documental review and the third phase through a business immersion based on qualitative analysis, using a semi-structured interview as data gathering technique in the 5 companies that constituted the universe.
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Palabras clave
Innovación, Prácticas estratégicas, Prácticas funcionales, Gestión del talento humano, Administración de recursos humanos, Medianas empresas, Innovation, Strategic practices, Functional practices, Human talent management, Human resources management, Medium enterprises
