Estrategias para mitigar la rotación del personal de la empresa X en la ciudad de Barranquilla
No hay miniatura disponible
Fecha
2025
Autores
Ariza Rueda, Valeryn Johana
Flórez Grimaldo, Nicole
Schifino Blanquicett, Nataly
Título de la revista
ISSN de la revista
Título del volumen
Editor
Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
La alta rotación de talento humano representa una problemática crítica y un desafío
significativo para las organizaciones, dado que, afecta negativamente en la
productividad, el clima laboral, la estabilidad organizacional y los costos operativos.
Esta investigación tuvo como objetivo principal diseñar una estrategia para mitigar
los niveles de rotación, partiendo del análisis de los factores internos y externos que
influyeron en la decisión de los colaboradores de abandonar la organización,
abordando la problemática de la alta rotación en la empresa X, ubicada en la ciudad
de Barranquilla. La investigación adoptó un enfoque cuantitativo - descriptivo, con
carácter aplicado, puesto que, se buscó resolver un problema específico
previamente identificado dentro de la organización, tal como, la rotación de
personal. En el estudio se encuestaron a 141 colaboradores activos dentro de la
institución de diferentes áreas funcionales, tales como, el área operativa,
administrativa y directiva, mediante un cuestionario estructurado con preguntas de
escala tipo Likert de cinco puntos. Este instrumento fue implementado a través de
la herramienta Google Forms, estuvo compuesto por 15 ítems agrupados en cuatro
secciones temáticas clave: factores internos, factores externos, causas de rotación
y estrategias de fidelización y retención. Los resultados obtenidos permitieron
conocer percepciones clave del personal.
The high turnover of human talent represents a critical problem and a significant challenge for organizations, since it negatively affects productivity, work environment, organizational stability, and operating costs. The main objective of this research was to design a strategy to mitigate turnover levels, based on the analysis of internal and external factors that influenced the decision of employees to leave the organization, addressing the problem of high turnover in company X, located in the city of Barranquilla. The research adopted a quantitative-descriptive approach, with an applied character, since it sought to solve a specific problem previously identified within the organization, such as personnel turnover. The study surveyed 141 active collaborators within the institution from different functional areas, such as the operational, administrative and managerial areas, by means of a structured questionnaire with five-point Likert-type scale questions. This instrument was implemented through the Google Forms tool and consisted of 15 items grouped into four key thematic sections: internal factors, external factors, causes of turnover and loyalty and retention strategies. The results obtained revealed key staff perceptions.
The high turnover of human talent represents a critical problem and a significant challenge for organizations, since it negatively affects productivity, work environment, organizational stability, and operating costs. The main objective of this research was to design a strategy to mitigate turnover levels, based on the analysis of internal and external factors that influenced the decision of employees to leave the organization, addressing the problem of high turnover in company X, located in the city of Barranquilla. The research adopted a quantitative-descriptive approach, with an applied character, since it sought to solve a specific problem previously identified within the organization, such as personnel turnover. The study surveyed 141 active collaborators within the institution from different functional areas, such as the operational, administrative and managerial areas, by means of a structured questionnaire with five-point Likert-type scale questions. This instrument was implemented through the Google Forms tool and consisted of 15 items grouped into four key thematic sections: internal factors, external factors, causes of turnover and loyalty and retention strategies. The results obtained revealed key staff perceptions.
Descripción
Palabras clave
Rotación del personal, Fidelización del talento humano, Clima organizacional, Gestión del talento humano, Estrategias de retención
