La Gestión del conocimiento como estrategia para la retención del talento humano en empresas pymes de la industria metalmecánica sector industrial ubicadas en la ciudad de Barranquilla- Atlántico
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Fecha
2021
Autores
Del Real Viana, Isaura
Munive Castro, Kelis
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Ediciones Universidad Simón Bolívar
Facultad Administración y Negocios
Facultad Administración y Negocios
Resumen
En la actualidad de nuestro país las pymes y medianas empresas
emplean el 80% de la población, y representan el 90% del sector productivo en
toda Colombia, es decir, cuentan con una amplia participación en el entorno
empresarial, (Redacción El tiempo, 2019) (¿Cómo fortalecer la competitividad de
las pymes para 2020?, 2019) No obstante, es evidente que la forma empírica en la
que sus fundadores gestan estas compañías quienes cuentan con la experticia en
su oficio, pero carecen de una visión empresarial, genera un impacto negativo en
la administración de sus recursos, puesto que se desarrollan bajo la necesidad y la
presión de formalizar su actividad económica para poder operar en el territorio,
más no con un enfoque gerencial que sea su derrotero. Hoy en día son muchas
las empresas que reconocen que tienen dificultades para retener a sus mejores
talentos, por tal motivo, ha surgido la necesidad de trabajar arduamente hacia esta
parte de la gestión del talento humano: la retención de talentos, entendiéndose
como un conjunto de estrategias que las empresas emplean para proveer,
desarrollar y fidelizar el recurso humano idóneo que permita atender a las
necesidades de la organización.
Hoy en día se ha observado que el enfoque hacia la transferencia del
conocimiento, es decir, planes de capacitación y entrenamiento es un motivante
para el desarrollo y retención de talentos. Es por ello que de manera
mancomunada la retención de talentos en las empresas debe ser complementada
con el rol estratégico que puede ejercer la gestión del conocimiento.
Se logró evidenciar que son muchos los autores que han decidido direccionar sus
estudios e investigaciones hacia la implementación de guías y modelos de gestión
del conocimiento, apuntando a la creación de una conexión entre el capital
humano y el conocimiento organizacional. No obstante, están en deuda de
generar una simbiosis entre la gestión del conocimiento y la retención del talento
humano como estrategia de desarrollo empresarial. Por ende, el objeto de estudio
de esta investigación, será determinar cómo la Gestión del conocimiento puede
tomarse como una estrategia para la retención y desarrollo de talentos y como la
organización se estructura para aumentar, distribuir y compartir el conocimiento
entre todos los empleados.
Currently in our country, Pymes and medium-sized companies employ 80% of the population, and represent 90% of the productive sector throughout Colombia, that is, they have a broad participation in the business environment, (Redacción El tiempo, 2019 ) (How to strengthen the competitiveness of Pymes by 2020 ?, 2019) However, it is evident that the empirical way in which their founders manage these companies, who have the expertise in their trade, but lack a business vision, generates a negative impact on the administration of their resources, since they are developed under the need and pressure to formalize their economic activity in order to operate in the territory, but not with a managerial approach that is their course. Today there are many companies that recognize that they have difficulties in retaining their best talents, for this reason, the need has arisen to work hard towards this part of the management of human talent: the retention of talents, understood as a set of strategies that companies use to provide, develop and retain the ideal human resource that allows meeting the needs of the organization. Nowadays, it has been observed that the approach towards the transfer of knowledge, that is, training and training plans, is a motivator for the development and retention of talents. That is why, jointly, the retention of talents in companies must be complemented with the strategic role that knowledge management can play. It was possible to show that there are many authors who have decided to direct their studies and research towards the implementation of guidelines and knowledge management models, aiming at the creation of a connection between human capital and organizational knowledge. However, they are in debt of generating a symbiosis between knowledge management and the retention of human talent as a business development strategy. Therefore, the object of study of this research will be to determine how Knowledge Management can be taken as a strategy for the retention and development of talents and how the organization is structured to increase, distribute and share knowledge among all employees.
Currently in our country, Pymes and medium-sized companies employ 80% of the population, and represent 90% of the productive sector throughout Colombia, that is, they have a broad participation in the business environment, (Redacción El tiempo, 2019 ) (How to strengthen the competitiveness of Pymes by 2020 ?, 2019) However, it is evident that the empirical way in which their founders manage these companies, who have the expertise in their trade, but lack a business vision, generates a negative impact on the administration of their resources, since they are developed under the need and pressure to formalize their economic activity in order to operate in the territory, but not with a managerial approach that is their course. Today there are many companies that recognize that they have difficulties in retaining their best talents, for this reason, the need has arisen to work hard towards this part of the management of human talent: the retention of talents, understood as a set of strategies that companies use to provide, develop and retain the ideal human resource that allows meeting the needs of the organization. Nowadays, it has been observed that the approach towards the transfer of knowledge, that is, training and training plans, is a motivator for the development and retention of talents. That is why, jointly, the retention of talents in companies must be complemented with the strategic role that knowledge management can play. It was possible to show that there are many authors who have decided to direct their studies and research towards the implementation of guidelines and knowledge management models, aiming at the creation of a connection between human capital and organizational knowledge. However, they are in debt of generating a symbiosis between knowledge management and the retention of human talent as a business development strategy. Therefore, the object of study of this research will be to determine how Knowledge Management can be taken as a strategy for the retention and development of talents and how the organization is structured to increase, distribute and share knowledge among all employees.
Descripción
Palabras clave
Gestión del conocimiento, Retención de talentos, Knowledge management, Talent retention