Maestría Gestión de Talento Humano
URI permanente para esta colecciónhttp://hdl.handle.net/11634/33403
Examinar
Envíos recientes
Ítem 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/0000-0002-9544-053XThe 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.Ítem 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 TomásÍtem 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/0000-0002-5745-9598The 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.Ítem 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/0000-0002-9544-053XThis 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.Ítem 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/0000-0002-9544-053XFRIOFAX 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.Ítem 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/0009-0003-3829-1528This 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 employerÍtem 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/0000-0001-6418-2358This 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, IPLÍtem 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=0001401217The 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.Ítem 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=0001744991The 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.Ítem 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/0000-0002-1431-5869Padiplast 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.Ítem 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/0000-0003-4760-7718This 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.Ítem 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/0000-0002-1431-5869The 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.Ítem 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=0001789979Sitel 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).Ítem 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/0000-0001-6268-6771The 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.Ítem 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_cAAAAJThe 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.Ítem Consultoría empresarial: Propuesta de modelo evaluación de desempeño en Comunidad religiosa católica de Bogotá D.C.(dc. publisher, 2022-06-22) Mosquera Palomino, Ivon Carolina; Quecán Herrera, Cristian Santiago; Nieto Charry, Tania Yisela; Sosa Espinosa, Myriam; Universidad Santo Tomas; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0000015697; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001993729; https://scholar.google.com/citations?hl=es&user=3BlWd2sAAAAJ; https://orcid.org/ 0000-0002-0247-6681This project proposes the development of a performance evaluation model for a Catholic religious community in Bogotá, which arises from the need to contribute to the corporate strategy identified from a DOFA Diagnosis addressed to the Human Talent area, the application of the MMGO instrument (Modernization Model for the Management of Organizations) and an interview with the Coordinator of Human Talent. The design and collection of information is proposed from group and individual accompaniment sessions to collaborators of the religious community at the operational, tactical and strategic levels, focused on the design of SMART objectives, which are final measurement inputs within the construction of the performance evaluation model. The performance evaluation model arises from the corporate strategic need to identify the compliance and performance of the collaborators, so in the end the construction of the deliverables is proposed, such as the performance evaluation format and the manual. of execution to the Human Talent Area. Subsequently, the approach of additional recommendations is generated; with the purpose of promoting the internal execution and the good process of adaptation of the evaluation model in the Community.Ítem Diseño e implementación del modelo CISS como estrategia para medir e intervenir el bienestar y la calidad de vida de los trabajadores de una organización(dc. publisher, 2021-10-07) Abella Rodríguez, Paola Andrea; Nieto Licht, Cesar; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001377807The following consulting proposal is due to an academic exercise of the Master's Degree in Human Talent Management at the Santo Tomás University. The current changes in the social, generational, economic, public health, technological advances, gender equality, among others, have led the organizations and of course the organization to which this consulting exercise is applied to accelerate the changes that were contemplated for the near future. Faced with these spontaneous changes, companies have two options: adapt to new contexts ensuring the provision of their services or stagnate in the same processes they already have, in the traditional way of managing people and continue operating without considering changing environments. Faced with the contingencies unleashed by the COVID-19 pandemic, it is pertinent for the organization under study to consider VUCA environments (Volatility, Uncertainty, Complexity and Ambiguity) to review how this pandemic impacts the well-being and quality of life of the workers of a company. This consultancy includes the design and implementation of the Self-determining model (CISS), as a strategy to measure and intervene the well-being and quality of life of workers, likewise, it also includes the development of a measurement instrument developed from said model, the interpretation of the data and the respective proposals as intervention measures aimed at generating improvements in the quality of life of the collaborators of this company.Ítem La importancia del trabajo en equipo de los instructores del Centro de Gestión Administrativa SENA, Bogotá(dc. publisher, 2021-09-06) Fernández Rodríguez, Ana Mireya; Ocampo Guzmán, David; Universidad Santo TomásThe present project is carried out at the Administrative Management Center (CGA, for its Spanish syllables) of SENA in Bogotá, an entity recognized as "the most beloved by Colombians" which in many cases represents the only opportunity for progress and leverage to prosper in the personal and professional life of the Colombian population with fewer resources. The author proposed to determine the level of teamwork competencies of the instructors of the mentioned CGA, which currently has approximately 300 instructors. To start this consultancy, information was gathered about the external and internal context of the entity using regulations, documents and information from the Ministries of Labor, Education and directly from SENA. Three environmental analysis tools were selected: the PEST, the MMGO (Model of Modernization for the Management of Organizations) and the SWOT (Strength, Weakness, Opportunity, and Threat Analysis). For the development of the consultancy we used information recorded in the meetings minutes and follow-up committees, semi-structured interviews applied to coordinators and instructors and finally a 23-question survey answered by 216 CGA instructors. Based on the results obtained, a proposal is made for the implementation of a model called "Minimum Consensus" created from Coaching tools, with the objective of reaching agreements within the work teams of the CGA instructors so that the interaction in the teams is more empathetic and produces better results.Ítem Propuesta de un modelo de competencias gerenciales para los directivos de la división ciencias de la salud de la Universidad Santo Tomás para afrontar la transformación digital(dc. publisher, 2021-08-16) Abella Fajardo, María Andrea; Vega Galvis, María Carolina; Triviño Poveda, Gina Alexandra; Pérez Uribe, Rafael; Universidad Santo TomásAt present, organizations are focusing on the importance of developing managerial competencies, these have become essential in all work environments, since they are considered to contribute both to the collaborator in the development of their functions and to the organization to achieve of the strategic objectives and thus impact on their productivity and profitability, however human management in higher education leaders has not been investigated in depth. In that order of ideas, the objective of this research was: To formulate and present a model of managerial competencies for the leaders of the Bogotá Undergraduate Health Sciences Division of the Santo Tomás University This study was carried out through qualitative research developed from a methodology A case study, with a descriptive scope, where different qualitative information collection techniques were used, such as: the semi-structured interview, reality analysis through the DEBFORT and OCAI models, and the Leadership test based on results was applied. Ulrich, Zenger and Smallwood model. Where a context recognition was carried out, an understanding of the managerial competencies that the (6) leaders of the participating Division have against the phenomenon where a clear understanding of the phenomenon is obtained. Finally, it concludes with the proposal of a Managerial competencies model called Talent Connector, which accounts for 4 key competencies, each associated with managerial abilities, this model is considered to contribute to organizations in developing leaders with confidence in themselves, to consolidate committed and loyal teams, to transform realities oriented to a common good and finally to generate valuable knowledge. Therefore, it is a model that reaffirms the importance of developing competencies from the knowledge of knowing, knowing how to do and knowing how to be developed by integral leaders and humanist organizations, and thus contribute to being able to face the changes that this new era called digital transformation brings.Ítem Diseño de una herramienta diagnóstica para realizar la evaluación estratégica del departamento de gestión del talento humano de la Universidad Santo Tomás - sede Bogotá(dc. publisher, 2021-08-04) Rodríguez López, Luisa; Pineda Arévalo, José Ricardo; Saavedra Hernández, Adriana; Nieto Licht, César; Universidad Santo Tomás; https://scienti.minciencias.gov.co/cvlac/visualizador/generarCurriculoCv.do?cod_rh=0001377807The purpose of this document is to design a diagnostic tool to carry out the strategic evaluation of the Human Talent Management Department at the Santo Tomás University. Therefore, a measurement system is created, contemplated under four variables which are: Generator of quality of life, Generator of change, Generator of strategic results and Generator of collaborative relationships, these variables were created thanks to the contributions made by the authors who have previously carried out measurement studies in human management: Gregorio Calderón, Dave Ulrich and Cesar Nieto. 11 This measurement will be carried out on 32 collaborators who are part of the human talent management department, its methodology is quantitative where initially the instrument was validated by a group of experts. Finally, the evidenced results and some suggestions (action plan) for improvements in the Human Talent Management Department are illustrated.