La influencia del área de gestión del talento humano en las oportunidades de inserción laboral de los jóvenes Mokaná en el municipio de Usiacurí, Atlántico
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Fecha
2025
Autores
Banquez Martínez, Gabriela
Corpas Torres, Leslie Johana
Mendoza Verdeza, Isabella
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
La presente investigación analizó la influencia del área de Gestión del
Talento Humano en las oportunidades de inserción laboral de los jóvenes
pertenecientes al pueblo indígena Mokaná en el municipio de Usiacurí, Atlántico,
partió del reconocimiento de que esta población enfrenta barreras históricas y
estructurales que limitan su acceso equitativo al mercado laboral y que repercuten
en condiciones económicas y educativas marcadas por la inestabilidad, la falta de
proyección y la persistencia de brechas sociales. A partir de la revisión de
antecedentes se identificó que, aunque existen estudios que visibilizan las
dinámicas de resistencia cultural, el desarrollo social y los procesos de
emprendimiento dentro de la comunidad Mokaná, aún persiste una débil
articulación entre estas experiencias y las prácticas de gestión del talento humano
implementadas por entidades públicas y privadas del territorio, lo cual reduce el
alcance de los programas de empleabilidad orientados a jóvenes indígenas. La
metodología utilizada se basó en un enfoque cualitativo de carácter descriptivo e
interpretativo, apoyado en el paradigma histórico- hermenéutico y el enfoque
crítico-social, desarrollando un proceso de investigación acción que permitió la
participación activa de los jóvenes Mokaná. La recolección de información se
realizó mediante entrevistas semiestructuradas que facilitaron comprender las
percepciones, vivencias y expectativas relacionadas con la inserción laboral, así
como los obstáculos y oportunidades reconocidos desde la perspectiva de la
comunidad. En cada entrevista aplicada se evidencio la importancia de evidenciar
la problemática que se transformó de lo coyuntural a lo cotidiano e histórico,
escuchando las voces de los directamente implicados y afectados en el proceso
étnico cultural y social se permite buscar estrategias divulgadas por los mismos
jóvenes. Los resultados permitieron evidenciar la necesidad de fortalecer los
procesos de gestión del talento humano mediante enfoques diferenciales e
interculturales que reconozcan la cosmovisión y las particularidades
socioculturales de los jóvenes Mokaná, además de impulsar alianzas entre
instituciones educativas, organizaciones comunitarias y empleadores que amplíen
las rutas de acceso a empleos dignos y pertinentes, las ferias o rutas de apoyo al
emprendedor en esta época resulta ser una excelente alternativa con casos de
éxito, llamativos para los jóvenes que no limita su creatividad, su capacidad para el
desarrollo de habilidades y seguir formándose creando unidades de negocios y
hacia el futuro crear micro y grandes empresas.Por otro lado, cabe resaltar que los
enfoques en la gestión del talento humano específicamente en el área de
selección deben tener en cuenta en su clasificación o puntuación el nivel de
prioridad a los desarrollos académicos como espacios de investigación,
emprendimiento y liderazgo por encima del número de años de experiencia de un
joven de la comunidad. En conclusión, se determinó que la integración de políticas
y prácticas de talento humano con perspectiva intercultural constituye un elemento
fundamental para mejorar la empleabilidad juvenil en poblaciones indígenas, y se
propone avanzar en acciones de sensibilización organizacional, formación
pertinente y acompañamiento comunitario que contribuyan a construir condiciones
más justas, inclusivas y equitativas para la participación laboral activando las rutas
de emprendimiento desde los colegios, espacios de educación superior y
empresarial de los jóvenes Mokaná en Usiacurí.
This research analyzed the influence of Human Talent Management on the job placement opportunities of young people from the Mokaná indigenous community in the municipality of Usiacurí, Atlántico. It began with the recognition that this population faces historical and structural barriers that limit their equitable access to the labor market and result in economic and educational conditions marked by instability, a lack of career prospects, and persistent social inequalities. A review of existing literature revealed that, although studies highlight the dynamics of cultural resistance, social development, and entrepreneurial processes within the Mokaná community, a weak connection persists between these experiences and the human talent management practices implemented by public and private entities in the region. This, in turn, reduces the reach of employability programs aimed at indigenous youth. The methodology used was based on a qualitative approach of a descriptive and interpretive nature, supported by the historical-hermeneutical paradigm and the critical-social approach, developing an action research process that allowed the active participation of the Mokaná youth. Data collection was conducted through semi-structured interviews that facilitated understanding the perceptions, experiences, and expectations related to labor market integration, as well as the obstacles and opportunities recognized from the community's perspective. Each interview highlighted the importance of understanding the problem, which has evolved from a situational issue to a daily and historical one. Listening to the voices of those directly involved and affected in the ethnic, cultural, and social process allows for the identification of strategies shared by the young people themselves. The results highlighted the need to strengthen human talent management processes through differential and intercultural approaches that recognize the worldview and sociocultural particularities of Mokaná youth. Furthermore, it emphasized the importance of fostering alliances between educational institutions, community organizations, and employers to broaden access to decent and relevant jobs. Entrepreneurship fairs and support programs at this time proved to be an excellent alternative, showcasing attractive success stories for young people that do not limit their creativity or their capacity to develop skills and continue their education by creating business units and, in the future, establishing micro and large enterprises. On the other hand, it is worth highlighting that approaches to human talent management, specifically in the area of selection, should prioritize academic developments such as research, entrepreneurship, and leadership over the number of years of experience a young person from the community has when ranking or scoring candidates. In conclusion, it was determined that integrating human talent policies and practices with an intercultural perspective is fundamental to improving youth employability in indigenous populations. Therefore, it is proposed to advance organizational awareness-raising, relevant training, and community support initiatives that contribute to building fairer, more inclusive, and equitable conditions for labor market participation by activating entrepreneurship pathways for young Mokaná people in Usiacurí, starting in schools, higher education institutions, and businesses.
This research analyzed the influence of Human Talent Management on the job placement opportunities of young people from the Mokaná indigenous community in the municipality of Usiacurí, Atlántico. It began with the recognition that this population faces historical and structural barriers that limit their equitable access to the labor market and result in economic and educational conditions marked by instability, a lack of career prospects, and persistent social inequalities. A review of existing literature revealed that, although studies highlight the dynamics of cultural resistance, social development, and entrepreneurial processes within the Mokaná community, a weak connection persists between these experiences and the human talent management practices implemented by public and private entities in the region. This, in turn, reduces the reach of employability programs aimed at indigenous youth. The methodology used was based on a qualitative approach of a descriptive and interpretive nature, supported by the historical-hermeneutical paradigm and the critical-social approach, developing an action research process that allowed the active participation of the Mokaná youth. Data collection was conducted through semi-structured interviews that facilitated understanding the perceptions, experiences, and expectations related to labor market integration, as well as the obstacles and opportunities recognized from the community's perspective. Each interview highlighted the importance of understanding the problem, which has evolved from a situational issue to a daily and historical one. Listening to the voices of those directly involved and affected in the ethnic, cultural, and social process allows for the identification of strategies shared by the young people themselves. The results highlighted the need to strengthen human talent management processes through differential and intercultural approaches that recognize the worldview and sociocultural particularities of Mokaná youth. Furthermore, it emphasized the importance of fostering alliances between educational institutions, community organizations, and employers to broaden access to decent and relevant jobs. Entrepreneurship fairs and support programs at this time proved to be an excellent alternative, showcasing attractive success stories for young people that do not limit their creativity or their capacity to develop skills and continue their education by creating business units and, in the future, establishing micro and large enterprises. On the other hand, it is worth highlighting that approaches to human talent management, specifically in the area of selection, should prioritize academic developments such as research, entrepreneurship, and leadership over the number of years of experience a young person from the community has when ranking or scoring candidates. In conclusion, it was determined that integrating human talent policies and practices with an intercultural perspective is fundamental to improving youth employability in indigenous populations. Therefore, it is proposed to advance organizational awareness-raising, relevant training, and community support initiatives that contribute to building fairer, more inclusive, and equitable conditions for labor market participation by activating entrepreneurship pathways for young Mokaná people in Usiacurí, starting in schools, higher education institutions, and businesses.
Descripción
Palabras clave
Jóvenes Mokana, Inserción laboral, Gestión del talento humano, Formación, Usiacurí- Atlántico.
