Incidencia de la retención de empleados en la rentabilidad de la empresa transporte Sánchez Polo S.A
Fecha
2022
Autores
Albarracín Mendoza, Yenifer
Barbosa Hernández, Nicolasa Isabel
Campos Jiménez, Karla Andrea
Título de la revista
ISSN de la revista
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Editor
Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
Esta investigación tuvo como propósito analizar cómo la retención de empleados afecta
directamente a la rentabilidad de la compañía Transporte Sánchez Polo S.A, considerada una
empresa que se dedica a realizar operaciones de logística, como transporte terrestre,
almacenamientos y administración de inventarios y soluciones especializadas, entre otras. A través
de diversas estrategias de retención, la empresa ha logrado reducir significativamente su índice de
rotación y retener a empleados con talento excepcional. Sin embargo, a pesar de este éxito
aparente, la empresa se enfrenta a un problema crucial y desconcertante: la falta de comprensión
sobre la efectividad individual de las estrategias de retención implementadas y su impacto directo
en la rentabilidad de la empresa. La investigación se llevó a cabo utilizando un enfoque cuantitativo
y de tipo correlacional. El enfoque cuantitativo permitió utilizar un instrumento de tipo encuesta
para la recolección de datos, y de esta forma identificar patrones y relaciones significativas entre
la retención de empleados y la rentabilidad.
Los resultados de la investigación indican que la retención de personal en Transportes
Sánchez Polo S.A. contribuye a disminuir los costos asociados con la pérdida de conocimiento
intangible o know-how. Esto se logra al enfocar las estrategias de retención en la formación del
personal y al complementar el plan de formación anual con un plan de carrera y sucesión. Este
enfoque facilita una transición efectiva entre el empleado que se retira y su reemplazo,
especialmente en roles críticos. A pesar de esto, no se observó un impacto claro de la retención de
empleados en la reducción de los costos de contratación. Esto se atribuye principalmente al hecho
de que los costos de este proceso son mínimos en comparación con la rentabilidad de la empresa,
sugiriendo que su impacto es poco significativo.
Como resultado de esta investigación, se concluye gracias al análisis factorial realizado
que la dimensión de desarrollo profesional de los empleados y la dimensión de un liderazgo
efectivo contienen las estrategias fundamentales que mejoran la rentabilidad y por ende, la
productividad, los costos, aumentan la satisfacción y el compromiso de los empleados, fomentan
la innovación y mejoran la reputación de la empresa. Todos estos factores contribuyen
positivamente a la rentabilidad a largo plazo de la organización. La identificación y evaluación
precisa de estas estrategias permitieron a la empresa a tomar decisiones, asegurando su éxito en un
mercado cada vez más competitivo.
This research aimed to determine the impact of employee retention on the profitability of Transportes Sánchez Polo S.A, a company specializing in logistics operations such as ground transportation, storage, inventory management, and specialized solutions. Through various retention strategies, the company has successfully reduced its turnover rate and retained exceptionally talented employees. Despite this apparent success, the company faces a crucial and perplexing issue: a lack of understanding regarding the individual effectiveness of implemented retention strategies and their direct impact on company profitability. The research was conducted using a quantitative and correlational approach. The quantitative approach involved using a survey instrument for data collection, thereby identifying patterns and significant relationships between employee retention and profitability. Research findings indicate that employee retention at Transportes Sánchez Polo S.A. contributes to reducing costs associated with the loss of intangible knowledge or know-how. This is achieved by focusing retention strategies on employee training and complementing the annual training plan with a career and succession plan. This approach facilitates an effective transition between departing employees and their replacements, especially in critical roles. However, a clear impact of employee retention on reducing hiring costs was not observed. This is primarily attributed to the minimal costs of this process compared to the company's profitability, suggesting its impact is relatively insignificant. As a result of this research, it is concluded through the conducted factorial analysis that the dimensions of employee professional development and effective leadership contain fundamental strategies that enhance profitability, productivity, cost management, employee satisfaction, and engagement. They also foster innovation and improve the company's reputation, all of which contribute positively to the organization's long-term profitability. The precise identification and evaluation of these strategies have empowered the company to make decisions, ensuring its success in an increasingly competitive market.
This research aimed to determine the impact of employee retention on the profitability of Transportes Sánchez Polo S.A, a company specializing in logistics operations such as ground transportation, storage, inventory management, and specialized solutions. Through various retention strategies, the company has successfully reduced its turnover rate and retained exceptionally talented employees. Despite this apparent success, the company faces a crucial and perplexing issue: a lack of understanding regarding the individual effectiveness of implemented retention strategies and their direct impact on company profitability. The research was conducted using a quantitative and correlational approach. The quantitative approach involved using a survey instrument for data collection, thereby identifying patterns and significant relationships between employee retention and profitability. Research findings indicate that employee retention at Transportes Sánchez Polo S.A. contributes to reducing costs associated with the loss of intangible knowledge or know-how. This is achieved by focusing retention strategies on employee training and complementing the annual training plan with a career and succession plan. This approach facilitates an effective transition between departing employees and their replacements, especially in critical roles. However, a clear impact of employee retention on reducing hiring costs was not observed. This is primarily attributed to the minimal costs of this process compared to the company's profitability, suggesting its impact is relatively insignificant. As a result of this research, it is concluded through the conducted factorial analysis that the dimensions of employee professional development and effective leadership contain fundamental strategies that enhance profitability, productivity, cost management, employee satisfaction, and engagement. They also foster innovation and improve the company's reputation, all of which contribute positively to the organization's long-term profitability. The precise identification and evaluation of these strategies have empowered the company to make decisions, ensuring its success in an increasingly competitive market.
Descripción
Palabras clave
Organizaciones, Retención, Rentabilidad, Estrategias, Satisfacción laboral, Organizations, Organizations, Retention, Profitability, Strategies Job
