Gestión del talento humano en la empresa Austroriego Cia Ltda de la ciudad de Loja.

In the current era of information and knowledge, the major challenge for organizations is to achieve their objectives, within a context of high competition, rapid development and growing demands of customers or users. "In these conditions, only organizations that are able to articulate strategy and human talent will survive, hence if we ask ourselves: Can human talent management techniques really impact on the results of a company? The answer is a definitive "yes"1, "therefore this research work consists of knowledge and proposals that will contribute to the improvement and progress of the organization, through proper application of "HUMAN TALENT MANAGEMENT IN THE COMPANY AUSTRORIEGO CIA. LTDA" in the city of Loja. The purpose of this research is to implement the knowledge imparted in the university classroom and contribute to the business development of the city of Loja, and in particular the company Austroriego Cía. Ltda reach with the proper and efficient implementation of Human Resource Management, the highest levels of competitiveness, efficiency and effectiveness in achieving its objectives. For the present study I counted with the collaboration of managers and Austroriego company staff, in all 10 people who will be the total study population, as well as mentoring and support of engineers Cesar Gonzalez and Rodrigo Culcay, who are university teachers. The methods used are deductive, inductive and analytical, once the information was collected in a first approach to the company through direct observation, I made the choice of topic through brainstorming and further development of the problems matrix and the causes and effects diagram that served to identify the main problem which is the lack of Human Resource Management and possible situations that bother the company’s personnel management. Then, surveys were applied to the employees, and also an interview to the manager of the company, that after the tabulation, analysis and interpretation allowed meeting the current reality of the company where 30% indicate that there are not departments within the company. The 40% are paid $ 270 dollars, which is for most of the employees. 80% of employees point out that they do not know what department they belong to. 60% of its staff works under contract and only the manager has an official position. The function each of the employees performs has concordance with the position they occupy. Most employees were informed of the vacancy through personal referrals. 50% of employees have completed higher education. 40% of employees have been working in the company between 1 to 3 years. The company does not have a welcoming handbook. 50% of employees apply their resume and an interview at the moment of selection. The company does not have a training plan, which is very important for the growing of employees in their fields. 90% of employees indicate that they do not receive any kind of motivation on the part of the company, within each job position evaluation, each employee has their own factors according to the position they occupy in the field work. With these results proceeded to develop the proposals which include recruitment models, selection, hiring, induction with a welcome handbook, training plan, plan of motivation, as well as the assessment of each job and also performance evaluation of each employee in the company.

• Hovedforfatter: Piedra Cartuche, Verónica (author)
• Format: bachelorThesis
• Sprog: spa
• Udgivet: 2012
• Fag: INGENIERIA COMERCIAL; GESTIÓN DEL TALENTO HUMANO; EMPRESA AUSTRORIEGO
• Online adgang: http://dspace.unl.edu.ec/jspui/handle/123456789/20456