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

Abstract

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.