Maestría Gestión de Talento Humano

URI permanente para esta colecciónhttp://hdl.handle.net/11634/33403

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La inteligencia emocional, competencia clave en la gestión del área de talento humano en el SENA
(dc. publisher, 2026-04-27) Díaz González María Angélica; Arias Pineda Diana Carolina; Céspedes Gil Alirio; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000045445; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001620908; https://scholar.google.com/citations?user=et8Kw4EAAAAJ&hl=es&oi=ao; https://orcid.org/0000-0002-5745-9598
This thesis explores the role of emotional intelligence (EI) in human talent management at SENA. Through a case study, it examines how EI impacts the quality of internal customer service within the Regional Capital District. It posits that higher emotional competence among public servants enhances their performance and user satisfaction. The research employs a mixedmethods approach, combining quantitative and qualitative methods, including the application of the MSCEIT test and surveys to staff. Findings indicate that EI is critical for fostering a positive work environment, promoting empathy, and improving customer service. Recommendations are made to incorporate EI into SENA's training and development programs.
Propuesta para optimizar el proceso de selección de personal mediado por la inteligencia artificial para ser incorporada en la empresa Alianza Fiduciaria S.A.
(dc. publisher, 2026-01-23) Martinez Urrego, Luisa Leonor; Hernandez Lozano, Olga Lucia; Cespedes Gil, Alcibiades Alirio; Universidad Santo Tomás
This work aims to explain the challenges of Human Management, the personnel selection process at Alianza Fiduciaria S.A. mediated by Artificial Intelligence, compared to how it operates today, which is through a platform called Somos Talento Alianza. This platform integrates some processes, leaving certain operational tasks manuals, which detracts time from strategy, generate rework, employee dissatisfaction, risks of impactful errors, costs in time and human resources, but above all, keeps the area technologically behind. This work will first be carried out by identifying the way of working at each stage of the selection process through structured interviews, and finally, we will generate a framework of recommendations, where we hope to contribute to the growth, development, and vision of the Human Management area through a proposal that will suggest the implementation of new tools for task management with quality, speed, and that provide a service that generates customer satisfaction, such as security and reputational protection for the employer. Therefore, it is necessary for the tools to be at the forefront of technology, in order to generate automations, integrations with other systems, in such a way that it achieves an ecosystem and facilitates communication between processes, between areas, allows for the maintenance of historical data, facilitating its analysis and decision-making for the senior management of Alianza Fiduciaria S.A.
Plan de fortalecimiento de la productividad a partir de la satisfacción laboral: Caso gerencia legalizadora en el Fondo Nacional del Ahorro
(Universidad Santo Tomás, 2025) Gómez Quevedo, Luz Elvira; Sierra Torres, Mónica Andrea; Méndez Beltrán, Jairo Andrés; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001324055; https://scholar.google.com/citations?user=f0pa5L4AAAAJ&hl=es&oi=ao; https://orcid.org/0000-0002-3367-7742
This thesis aims to propose a productivity-boosting plan based on the job satisfaction of the employees assigned to the Legalization Management of the National Savings Fund (FNA), recognizing that this area represents a strategic pillar for the entity's mission, managing critical processes such as the legalization and disbursement of mortgage loans. Therefore, the need to improve working conditions was identified as a way to optimize the productivity and well-being of all employees. The methodology used was qualitative, using the S4/28 instrument to a representative sample of 20% of the staff (40 employees). This allowed for the evaluation of key dimensions such as person-activity ratio, working conditions, perceived productivity, incentives, facilities, regulatory compliance, and leadership. Likewise, the block analysis identified strengths in structural and organizational aspects, but also highlighted critical areas for improvement in organizational climate, intrinsic motivation, and talent loyalty. This led to a proposal for the implementation of an improvement plan that includes actions aimed at promoting empathetic leadership, strengthening recognition and professional growth systems, improving equity in employee benefits, and ensuring a more harmonious and healthy work environment.
Implementación de Buenas Prácticas en Talento Humano: Una Propuesta de Políticas Estructuradas para la Generación de Valor Económico en Coli Studio INC
(dc. publisher, 2025-09-13) Hernandez Villegas, Maria Salome; Vargas Rodriguez, Diana Milena; Mendez Beltran, Jairo Andres; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001324055; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001871351; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001835036; https://scholar.google.com/citations?user=f0pa5L4AAAAJ&hl=es&oi=ao; https://scholar.google.com/citations?user=9xdy9CEAAAAJ&hl=es&oi=ao; https://orcid.org/0000-0002-7687-5626
In a fast-changing and competitive business environment, many MSMEs prioritize immediate financial sustainability and postpone the development of solid human talent structures. This project, carried out under a professional and organizational consulting approach, addresses a specific need identified at Coli Studio Inc., a Phoenix-based company (USA) with developing HR processes. Based on theoretical frameworks, internal document review, and a semi-structured interview with the CEO, a human talent policy is designed and aligned with the organization’s strategic goals. The document argues that strategic talent management not only improves work climate and employee retention but also becomes a key factor for generating economic value and business sustainability. Additionally, it highlights the role of corporate governance as a connector between financial decisions and human development.
Sistematización de Experiencias Cumbre de Visionarios 2024: Colombia, un País sin Límites
(dc. publisher, 2024) De la Rue Cruz, Erika; Castillo Castro, Norha Ismaelina; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000802123; https://scholar.google.es/citations?hl=es&user=sdREdJsAAAAJ; https://orcid.org/0000-0002-9544-053X
The Systematization of Experiences from the Visionaries Summit 2024, under the theme "Colombia, a Country Without Limits," highlighted the vast potential for growth and transformation in the country in the face of global and local challenges. The theme emphasized Colombia's ability to overcome traditional barriers through visionary leadership, digital transformation, and gender equity. These elements were recognized as key to positioning Colombia as both a regional and global leader in strategic sectors. During the event, discussions centered on how digital transformation can not only enhance competitiveness but also democratize access to opportunities and reduce socioeconomic gaps. Gender equity was seen as an essential component to fostering innovation and social development. Additionally, transformational leadership was identified as the driving force that will enable Colombia to tackle challenges such as climate change, as well as new social, technological, and economic demands. The summit emphasized the importance of strengthening an ecosystem of collaborative innovation, with participation from the public, private, academic, and social sectors, to achieve real impact. The systematization of these experiences highlights how this event not only facilitated the exchange of ideas but also marked a turning point in the vision of a Colombia without borders, committed to innovation, social progress, and transformational leadership. This systematization reinforces the participants' commitment to implementing strategies that connect global opportunities with local challenges, positioning Colombia as a country in constant movement, ready to transcend its historical limitations.
Diagnóstico Organizacional Sistema de Identificación de Cargos "Dactilograma" de la Planta de Personal del SENA
(dc. publisher, 2024) Pineda Orozco, Alba Isabel; Peraza Moreno, Yeimy Natalia; Universidad Santo Tomás
Propuesta de Política de Gestión Estratégica para el Área de Gestión Humana de la Organización Controles Empresariales S.A.S.
(dc. publisher, 2024-04-03) Cepeda Reyes, Zue Andrea Mariana; Onofre Cortes, Camilo Arturo; Tovar Camacho, Angela Patricia; Céspedes Gil, Alcibiades Alirio; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000045445; https://scholar.google.com/citations?hl=es&user=et8Kw4EAAAAJ; https://orcid.org/0000-0002-5745-9598
The main objective of this consultancy is to propose a strategic management policy for the Human Management area in Controles Empresariales SAS. The importance of this topic arises due to the evidenced need to align the organization's guidelines and Human Management procedures, which impact on an optimal and e fficient workflow. During the methodological process, five components of the model for the modernization of the management of organizations (MMGO) related to the work of Human Management were applied: strategic direction, organizational culture, organizational structure, hum an management and innovation and knowledge; a review matrix of organizational policies was also carried out. As a result, it was evidenced that Controles Empresariales SAS, has a stage three in development, which, according to the MMGO refers to a company where the strategic roles are represented by expert and highly qualified professionals for the position, ther e is a formalization and a process of continuous improvement, which goes hand in hand with international quality standards. Similarly, its focus is on the formalization of processes and its culture is oriented towards the welfare of employees and the direc tives are directed towards the development of new products and services with more effective processes. Likewise, the policy matrix showed the absence of a specific policy for the area that integrates all the necessary processes. Due to the above, a policy was proposed that responds to the needs for the transversal participation of Human Management in the achievement of strategic objectives.
Propuesta Optimización del Clima Organizacional en el Colegio FSA de Bogotá Colombia: Estrategias para el Desarrollo del Talento Humano
(dc. publisher, 2024-04) Acero Rivera, Jennifer Estefanía; Bermúdez Manzanares, María Victoria; Pico Luna, Francy Magaly; Castillo Castro, Norha Ismaelina; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000802123; https://scholar.google.com/citations?hl=es&user=sdREdJsAAAAJ; https://orcid.org/0000-0002-9544-053X
This consultancy titled “Proposal to optimize the organizational climate at the Fernando Soto Aparicio school in Bogotá Colombia: strategies for the development of human talent” seeks to understand the perception of the work climate among teachers and propose recommendations for its improvement, which can have a positive impact. in job performance and absenteeism, based on three objectives which seek to analyze, examine and apply strategies that influence the organizational climate of the teachers of said institution. To achieve this, a measurement of the work environment and a socio-demographic characterization of the teachers was carried out, where during the analysis, some subgroups were considered for the satisfaction questions, where each section was evaluated individually and then compared with the disability variable, which reflects the absenteeism of teachers in the institution. Based on them, structured recommendations are made to the institution to mitigate the problem presented. Keywords: Work environment, Teaching performance, Human Talent, Staff teacher, District Educational Institution.
Estrategias de Gestión del Conocimiento para Optimizar la Eficiencia Operativa en FrioFax
(dc. publisher, 2024) Mosquera Fonseca, Leonardo; Diaz Serrano, Alexander; Castillo Castro, Norha Ismaelina; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000802123; https://scholar.google.com/citations?hl=es&user=sdREdJsAAAAJ; https://orcid.org/0000-0002-9544-053X
FRIOFAX LTDA. is a Colombian company that has international representation for its high-quality refrigeration equipment, as well as for its services in the installation and maintenance of machinery, for this reason, what is sought with this consultancy is to carry out a diagnosis of how Finds the organization using the MMGO matrix model. Once the model was applied in the company, important results were obtained that allowed the establishing of strategies aimed at strategic direction for knowledge management. Therefore, this work was carried out to create the appropriate scenario to connect collaborators with the strategic objectives of FrioFax, establish knowledge management programs to measure operational results through management and performance indicators and, definitely ensure that management supports the processes that must be monitored with the appropriate structure, thereby allowing optimization of operational efficiency in the company.
Consultoría Propuesta de Programa de Atención para Pre Pensionados de la Empresa Vidrio Andino S.A.S
(dc. publisher, 2024-04-09) Clavijo Zuluaga, Andrés Felipe; Garaviz Alvarado, Nelson Fernando; Martínez Ávila, Clara Yamile; Osorio Pulido, Camilo Andrés; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0002085160; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0002124469; https://orcid.org/0009-0003-3829-1528
This document outlines a comprehensive proposal for the development of a pre retirement program tailored for the employees of Vidrio Andino SAS company. The primary aim of this program is to furnish the company with insights into the nearing retirement age employees, enabling necessary action plans to ensure generational renewal, knowledge transfer, and business continuity. Additionally, it aims to provide support and preparation for employees transitioning into retirement, addressing specific needs in psychological, occupational, financial, and administrative areas For the development of the proposal, an initial review was conducted using the HRSM (Human Resources Systems Management) application to identify individuals in the pre retirement process, focusing on those within the next ten years of reaching retirement age. Subsequently, a survey was designed and administered to characterize participants' perspectives and requirements regarding the retirement process. Following this, semi-structured interviews were conducted to delve into subjective factors related to this life change. The main findings indicate that participants experience mixed emotions, ranging from positive ones such as peace of mind and excitement, to negative emotions like anxiety and uncertainty. Moreover, there were signs of misinformation regarding the legal and administrative prerequisites of the pension procedure, alongside an absence of financial planning for the transition. Addressing the identified needs, the program proposes comprehensive retirement preparation strategies involving company allies, including: dual counseling for pension guidance, which is mandated to begin ten years prior, workshops for psychosocial adaptation and fostering a new vision for the future, training in social and interpersonal skills, activities to maintain occupational balance, and personal financial education on planning and economic management.It is anticipated that the introduction of this organized program will enable a smooth transition into retirement, fostering the welfare and contentment of the employees. Additionally, benefits for the company will be reflected in terms of labor productivity, preservation of organizational knowledge, and strengthening of its brand as a responsible and humanized employer
Formulación del Estilo de Liderazgo en la Organización Verde Citrón S.A.S
(dc. publisher, 2023-12-18) Celis Valbuena, Olga Lucía; Cabaleiro Cuentas, Luis David; Paz Ortega, Wilson Andrés; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001370833; https://scholar.google.com/citations?hl=es&user=iV_ehn8AAAAJ; https://orcid.org/0000-0001-6418-2358
This thesis refers to a consulting process for the company Verde Citrón, whose The general objective was to build a leadership style proposal that would encourage the improvement of business strategy processes. The scope of the project was established through its components and recommendations for future implementation and maintenance by the enterprise. To this end, firstly, a diagnostic phase was carried out using three tools: the model of modernization of organizations, a semi-structured interview and the inventory of model of modernization of organizations, a semi-structured interview and the inventory of leadership practices; leadership practices; Second, an analysis was made of representative and representative leadership theories Second, an analysis was made of representative and representative leadership theories its coincident components and, finally, the mixture between diagnosis and theory, with the its coincident components and, finally, the mixture between diagnosis and theory, with the The components of leadership were established with their behaviors The components of leadership were established with their behaviors observables, an exercise that responded to the requirements of the management team and to different circumstances that were being perceived, such as the lack of a chain of command, inconveniences in the communication, among others As a result, a leadership style tailored to the company, based on needs, was obtained identified perceptions, the perceptions of the operational and management team, and the opportunities for improvement that the The company needs, taking into account the stage of the life cycle in which it is. More today that it is never necessary not to be carried away by theories that may or may not be on the rise, but to understand the circumstances surrounding the company and its formal and informal practices, in order to to truly build a leadership style that is easily incorporated and in which those who will implement it have been actively involved. Keywords: Leadership Style, Organizational Diagnosis, MMGO, IPL
Diagnóstico de la Gestión Estratégica del Talento Humano en la Secretaría Distrital de Seguridad, Convivencia y Justicia y su Relación en el Compromiso Laboral de los Servidores Públicos
(dc. publisher, 2023-11-10) Jaimes Martínez, Mónica Julieth; Nieto Licht, Cesar Alfredo; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001377807; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001401217
The changes of globalization in the work context have had an impact on the development of the individual and their way of relating to the working conditions of organizations, which implies a continuous transformation in the Strategic Management of Human Talent –GETH. This consultancy is oriented towards a diagnosis of the human management of the District Secretariat of Security, Coexistence and Justice and the multidimensional factors associated with work commitment, through a quantitative methodology with correlational scope and non-experimental design. As main results, a greater development was identified in the purposes of humanistic culture and strategy with results in the strategic management of the human talent of the entity, where aspects associated with the promotion of an organizational culture based on ethical behaviors and transparency, good treatment and respect, from the internal dimensions of the area, personnel administration presents greater progress based on regulatory compliance from connection processes, payroll and legal elements of the employment relationship. With respect to work commitment, the “myself” dimension was identified with the highest incidence, which includes the categories of sense of purpose, pride and contribution to the organization; on the contrary, the “leaders” dimension presents a low level of perception. Likewise, a very strong positive correlation was identified in the commitment mainly with the subcategories of pride, resources, development, well-being and comprehensive care towards the collaborator; however, at a general level the dimensions of the strategic management of human talent present a direct relationship positively, between the dimensions of the systemic processes with the dimensions of organization and work, it is conclusive to affirm that the strategic management of the Human Talent of the entity must strengthen the career plan in the work cycle, which allows for comprehensive development, recognition, well-being and organizational leadership that allows the alignment of institutional strategic objectives with the higher purpose of employees, which has an impact on work commitmen.
Estrategias de Intervención para la Cultura Organizacional, a partir de la Aplicación del Instrumento de Evaluación Organizacional (OCAI) de Cameron y Quinn
(dc. publisher, 2023-09-13) Arteaga Muñoz, Lizeth Lorena; Guarnizo Paez, Angela Patricia; Reina Castro, Jorge Arturo; Guzmán Martínez, Fabricio José; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001744991
The purpose of this consultancy work is to establish intervention strategies for the organizational culture of the entity Capital Salud EPS-S, for this purpose a descriptive qualitative approach research was conducted, using the model of Values in competencies of Cameron and Quinn, under the application of the organizational assessment instrument OCAI, whose definition of its acronym is Organizational Culture Assessment Instrument; this instrument consists of a questionnaire that was applied to 172 workers, which evaluates 6 dimensions and after that, they are classified into the four types of organizational culture: clan, adhocratic, market and hierarchical. The study population consisted of a significant sample of employees of the entity Capital Salud EPS-S, located in the Bogotá branch and with different hierarchical levels. From the results of the application of the instrument it was possible to corroborate the current predominant organizational culture in the entity, which correlated with the organizational culture established in the strategic approach of the entity. Based on the analysis carried out, it is concluded with the proposal of intervention strategies for the organizational culture of the entity Capital Salud EPS-S Bogotá Branch, which serve as a basis for the entity to strengthen the organizational culture, and in turn, contribute to the achievement of the objectives that are part of the entity's strategic planning.
Modelo de Gestión por Competencias para la Gestión Estratégica de Talento Humano en Padiplast S.A.S
(dc. publisher, 2023-09-11) Padilla Suárez, Diego Alejandro; López Martinez, Karen Johana; Durán Gamba, Marta Gisela; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001436567; https://scholar.google.com/citations?hl=es&user=7q2XqqwAAAAJ; https://orcid.org/0000-0002-1431-5869
Padiplast SAS is an SME company with 47 employees, located in the city of Bogota, in the industry of thermoformed and die-cut plastics. In the course of the year 2020 and during the current year, the company has as projection to capture new clients at national level, reason for which, it is necessary to strengthen the administrative and human resources processes, in order to guarantee a favorable environment in the development of the labor activities for the collaborators, maintaining the levels of satisfaction of the external clients. As a previous diagnosis, it is evident that the company does not have a division of functions defined at the administrative level; many functions are in charge of only one person in the human resources area, generating an excessive workload; there are delays in the selection and hiring processes; also, there are high rates of turnover, absenteeism, and unjustified abandonment of positions. A qualitative methodological approach is proposed through the application of the Modernization Model for Organizational Management (MMGO Matrix) in order to carry out a situational analysis of the organizational components with an integral vision, taking into account the level of development of competitive elements (strategy, human resources, etc.). The data collection technique used was observation, interview and survey, and the instrument was a questionnaire. Within the consulting service it is proposed to achieve during the year 2023 the implementation of a competency-based management model, which allows a correct functioning of the strategic processes of the company's human talent. By structuring and defining the job profiles and the needs of the processes, it is intended to reduce the level of desertion and turnover, since the collaborators are provided with an understanding of each of their roles, which favors communication and integration of work teams, eliminating imbalances in workloads, omissions and the risk of having a disjointed and unproductive work team.
Plan Estratégico de Cultura Organizacional para la Comisaria Primera de Familia de Tunja, 2022-2023
(dc. publisher, 2023-09-01) Hernandez Yaquive, Yaneth; Pérez Uribe, Rafael Ignacio; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000298808; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001339616; https://scholar.google.com/citations?hl=es&user=UkPqJ_cAAAAJ; https://orcid.org/0000-0003-4760-7718
This consultancy entitled "Strategic Plan of Organizational Culture for the First Family Commissioner of Tunja, 2022-2023" has as its main axis to formulate an action plan aimed at improving the organizational culture in the aforementioned public entity, For its realization will be used the model of Modernization for the management of organizations (MMGO) and the model GEC (Corporative Strategic Management) which allow an internal and external analysis of the organization for the prior identification of opportunities and threats (OPAM), weaknesses and strengths (DEBFORT), for the characterization and analysis of the same, it is necessary to generate open and assertive dialogues with employees and also with users. For the development of this consultancy, it is necessary to apply a mixed methodology, through digital questionnaires, which has the function of collecting data and then the analysis of the GEC model. Based on this, the action plan "Happy Environment" is designed, which is focused on improving the organizational climate of the public entity in question.
Propuesta de un Plan de Capacitación en Sar Energy Alineado a la Estrategia Corporativa.
(dc. publisher, 2023-01-12) Menjivar Nuñez, Delmer Isaí; Cuellar Gómez, Karen Guiovanna; Duran Gamba, Marta Gisela; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001436567; https://scholar.google.com/citations?hl=es&user=7q2XqqwAAAAJ; https://orcid.org/0000-0002-1431-5869
The consultancy was carried out in the company Sar Energy SAS, where a member of the team of consultants works, and has been able to demonstrate a deficiency in the training program for employees in the administrative areas of the company. This consultancy has the purpose of being able to contribute to the continuous improvement of the training process and likewise, to manage the growth and professional and intellectual development of the administrative staff, implying that their work in the company has the same importance as the operational area, in addition to contributing to the fulfillment of the corporate strategy. The proposal of a training plan was generated through the collection of primary data with the information that the company has and secondary data through the implementation of surveys, in order to show how important the training and education program is for collaborators, and likewise highlight those aspects that interest them most and may be most relevant in the performance of their duties, such as technical skills and/or soft skills.
Consultoría empresarial: People Analytics en el proceso de selección para la empresa Sitel de Colombia
(dc. publisher, 2021-12-16) Rincón González, Víctor Andrés; Calixto Sandoval, Nancy Patricia; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000288780; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001789979
Sitel is a multinational company with presence in more than 27 countries and over 96,000 employees worldwide, dedicated to Business Process Outsourcing (BPO). Sitel de Colombia has been serving clients of foreign companies that outsource their customer service processes for more than 23 years, and the subsidiary has been growing at an annual rate of 44% in its employee base in the last 5 years, which has been a challenge for the Human Resources Department to have a team of people and a recruitment and selection process that responds to these needs, were they analyze a monthly average of 12,000 applicants. However, starting from the premise of continuous improvement in that every process is susceptible to improved, the objective of this consultancy was to diagnose the current state of the recruitment and selection process, to formulate an improvement proposal based on People Analytics in Sitel Colombia. For this, the current recruitment and selection process was analyzed, against international quality standards of the BPO, the performance and tenure of the Agents in the company was compared through a statistical analysis against the results obtained in the psychological tests and in the English test in the selection process, along with their sociodemographic data, to finally formulate a proposal to improve the recruitment and selection process. From the methodological point of view, this consultancy was proposed as an exploratory and descriptive research, with a mixed approach, which allows obtaining a greater variety of perspectives to analyze qualitative and quantitative data, resulting from the application of various data analysis tools used in the consultancy. From the theoretical point of view, this consultancy was based on the statistical analysis of processes and data analytics in human resources (People Analytics). Finally, the consultancy was Ad honorem, that is, it was executed without receiving any economic remuneration for the consultant from Sitel, but this didn’t limit its quality or scope since all the knowledge acquired by the Consultant in the Master of Human Talent Management of the Santo Tomas University. Only for academic purposes, it was estimated that this project required a dedication of two hundred and seventy-two hours (272), for a total of forty-one million two hundred twenty-three thousand eight hundred pesos (COP 41,223,800).
Evaluación del proceso de reclutamiento y selección implementando inteligencia artificial
(dc. publisher, 2022-12-28) Fracica Ovalle, Natalia; Rozo Bejarano, Andrés Felipe; Camargo Salas, Francisco Alfonso; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001520173; https://orcid.org/0000-0001-6268-6771
The process of recruitment and selection of personnel is processed in the area of Human Talent Management (HRM), and is considered a critical factor of organizational success, motivated by management skills, roles and responsibilities defined in the job descriptions, under a focus of operational needs within business processes, in the same way, under the new digital era of the 4.0 revolution, the territory related to the skills and competencies of human talent under the T-shaped formats are the starting point for the consolidation of changes in organizational paradigms, which is why implementing software like Genoma.work, based on IA, would allow increasing the quality of hiring, selecting candidates with the best fit for the required position, since it helps to eliminate biases, through gamification, likewise the candidates will have a pleasant experience with improvement feedback, and as a key point the time will be minimized s of response maximizing resources, since, regardless of the number of candidates, the system will carry out the pre-selection of eligible candidates, that is, regardless of whether they are 5 or 1,000, according to the defined parameters. The need to have a profile that covers the competencies required both academically and empirically, under a professional target-oriented to service quality, and the agile era, requires improving both the recruitment of valuable candidates and the management times for the selection of the shortlist of candidates, for this, the process requires to evolve and adapt to both agility and technology since the investment of excessive time can generate a risk of losing the ideal candidate to fill the vacancy or need generated in the organization. Therefore, this consulting work has as its fundamental purpose, to present the evaluation and feasibility of the applicability of artificial intelligence for the automation of the recruitment and selection process in the area of GTH in AF SERVICIOS DE INGENIERIA, identifying both the real needs and the shortcomings of the process, under an evaluation of the impact, the criticality at the operational level, as well as the value and benefits provided to the organization with this implementation. In order to achieve the defined purpose, we apply an evaluation based on descriptive documentary research, using the current administrative procedure to-be, to create an As-is prototype with the improvements determined with the automation of the process, based on the analysis of data and information on the sequence of sequential and chronological actions that must be executed, as well as the management times per action, being the main tool for obtaining the expected results. Within the analysis strategies used, there are structural organization chart, to-be procedure, and documentary records on the automation under IA of the technology consulting, as well as the levels of security of the information that it applies, which allows obtaining a description of the results with greater clarity, concluding that the implementation of IA in the process of recruitment and selection of human talent generates value to the organization through the maximization of resources and minimization of time and costs, as well as it will allow achieving a selection of eligible candidates objectively.
Formulación de un Plan de Modernización e innovación para la Gestión de la cultura organizacional en la Empresa SUR SALUD IPS S.A.S.
(dc. publisher, 2022-12-20) Rangel Sosa, Yoladis; Pérez Uribe, Rafael Ignacio; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000298808; https://scholar.google.com/citations?hl=es&user=UkPqJ_cAAAAJ
The objective of this master's degree work is to present the formulation of a Modernization and Innovation Plan for the management of organizational culture in Empresa Sur Salud IPS S.A.S. Accordingly, the specific objectives are: 1) to propose, based on a first diagnosis proposed by the MMGO, some strategic changes in the organizational culture that prevent Sur Salud from the risks of the health system, 2) formulate a modernization plan and innovation in organizational culture based on the results of the MMGO diagnosis of Sur Salud and 3) provide a decision-making tool to strengthen the organizational culture in this IPS. The basic methodology applied in this work is descriptive and analytical based on the application of the MMGO. As results, the corresponding diagnosis and the disposition of the MMGO model are provided for use in the monitoring of the studied company and it is proposed to implement the modernization and innovation plan for the management of organizational culture, emphasizing the fact that the Culture component Organizational turned out to be one of the lowest rated, with 36.98. For this reason, the implementation of the development of special face-to-face or virtual sessions was recommended so that the role and participation of management as a leader in the creation, promotion and maintenance of a culture of work harmony is evidenced with indicators throughout the company; the practice of five workshops with the leaders of the IPS to strengthen their leadership capacities and the biannual development of the diagnosis with the respective periodic improvements of the organizational culture.

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