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Objetivo: Esta investigación tuvo como finalidad analizar los motivos que incidieron en la rotación del personal en una empresa de alimentos colombiana para la mejora en el reclutamiento y retención de los empleados. Método: Se desarrolló un estudio descriptivo, longitudinal, retrospectivo y transversal de enfoque mixto, donde para la recopilación de la información se aplicaron las técnicas de la entrevista semiestructurada y la encuesta. Resultados: se encontró que los motivos de mayor influencia en la rotación de personal según la empresa corresponden al tipo de vinculación laboral y al cargo; y según los desvinculados a la carga de trabajo, salario, horarios laborales, desmotivación, insatisfacción y oportunidad de ascenso. Conclusiones: Se constituye la satisfacción y el tipo de contratación como aquellas dimensiones a tener en cuenta para minimizar la rotación de personal y generar un mejor bienestar.

Recensión del libro de Zeger van der Wal, The 21st Century Public Manager Challenges, People and Strategies, Palgrave, 2017, 392 pp.

Objetivo: identificar la educación y los planes de carrera interculturales como una necesidad de interés académico y organizacional en una sociedad globalizada donde confluyen culturas diferentes que intentan diferenciarse y sobrevivir. Método: se empleó una revisión documental crítica con base en procesos hermenéuticos de interpretación documental. Resultados: se resalta la importancia de los planes carreras con enfoque intercultural en las organizaciones para sacar provecho de las diferencias en el cumplimiento de los objetivos organizacionales y el crecimiento personal de los trabajadores. En este mismo sentido, la educación superior intercultural se consolida como generadora de conocimiento y de valores de inclusión y respeto a las diferentes cultural y sus diversidades. Discusión y Conclusiones: para la creación de planes carrera y de formación intercultural en las universidades y organizaciones se plantean tres preguntas: ¿Cómo plantear estrategias que integren diferentes entidades sociales?, ¿qué aspectos deben desarrollarse que involucren procesos de educación intercultural?, y ¿cómo innovar, procurando mantener los equilibrios necesarios, se fortalezca su identidad, su cohesión social, su cultura, y sean a la vez, partícipes del desarrollo? para buscar una respuesta se propone abordar la interculturalidad de forma multidimensional, principalmente desde el conocimiento propio de cada grupo cultural.

La gestión de recursos humanos es clave en los procesos de organización empresarial, diversas investigaciones validan los aportes que este realiza a la cultura y desarrollo organizacional. El propósito de este estudio es determinar la relación entre los recursos humanos y la gestión empresarial en la empresa Ingelectros Perú S.A. en Los Olivos-Perú. La metodología es de enfoque cuantitativo, tipo básica, de diseño no experimental, corte transversal y nivel correlacional. Para el estudio se realizaron encuestas a 100 trabajadores de la empresa Ingelectros Perú S.A., validando los instrumentos por juicio de expertos. Los hallazgos muestran un impacto positivo del recurso humano en la gestión empresarial, que emerge desde la compensación de las personas. Esta investigación aporta interesantes teorías para la construcción de estudios emergentes de los recursos humanos. Se concluye, que, en el avance de una cultura organizacional, que favorezca los objetivos organizacionales el recurso humano de la empresa, apoya a los procesos de optimización de la productividad.

Conhecer a perspectiva dos colaboradores é fundamental para alinhar uma boa Gestão de Recursos Humanos. Para tanto, buscou-se verificar se os colaboradores de organizações portuguesas percebem a presença de práticas de gestão alinhadas à Responsabilidade Social Corporativa (RSC) e se essas impactam o Desempenho Organizacional (DO). O delineamento metodológico adotado caracteriza-se como um estudo descritivo e quantitativo. Pela análise de regressão múltipla, dá-se ênfase a que o fator com maior impacto positivo sobre a percepção de desempenho da organização, ao proporcionar saúde e segurança no local de trabalho, foram as práticas de gestão econômico-financeira socialmente responsáveis (β=0,327) e as estratégias de negócios da organização alinhadas à responsabilidade social (β=0,277). Entre as práticas que impactam a interação e comprometimento da organização com a comunidade, pode-se enfatizar as estratégias de promoção da marca alinhadas aos princípios da RSC (β=0,305) e, novamente, as estratégias de negócios da organização alinhadas à responsabilidade social (β=0,266).

En la actualidad, la Gestión de los Recursos Humanos muestra, sin perder la esencia de los enfoques tradicionales, una orientación cada vez más marcada hacia el conocimiento y su gestión. Ante el dinamismo y complejidad del medio externo las organizaciones se han visto obligadas a diseñar los procesos de capital humano para actuar proactivamente ante tales cambios. Uno de los riesgos a los que siempre se ven expuestas las empresas resulta la rotación o fluctuación del personal, un padecer que compromete la productividad y atenta contra la correcta gestión del conocimiento. En tal sentido, el presente trabajo tiene como objetivo diseñar un procedimiento para contribuir al análisis de la rotación del personal con una óptica hacia la gestión del conocimiento. Para lograr este propósito se indaga sobre las causas que provocan la fluctuación, sus efectos, entre otros elementos, así como las expresiones matemáticas para su determinación hasta arribar a una propuesta flexible y de sencilla aplicación que proporcione a quienes la desarrollen escoger las herramientas que posibiliten un estudio de mayor profundidad.

En este documento se identifican los beneficios del Voluntariado Corporativo para la gestión de Recursos Humanos presentes en la literatura científica, se los organiza en tres categorías (desarrollo de habilidades en los empleados, fortalecimiento del vínculo entre ellos y la empresa, creación de condiciones que mejoran su desempeño) y se presentan los resultados de una investigación que tuvo como objetivos: a) comprobar la ocurrencia de esos beneficios; b) determinar si la misma depende de factores estructurales de las empresas (tamaño, sector de actividad y origen del capital) y de factores relacionados con la gestión del voluntariado. Se trabajó con una muestra no probabilística de empresas que aplican el voluntariado en Uruguay, a las que se aplicó un cuestionario estructurado que incluyó ocho indicadores sobre beneficios. Se encontró, mediante test estadísticos, que los ocho beneficios están presentes en la experiencia de las empresas estudiadas y que su ocurrencia es independiente del perfil de las empresas, de la forma como se gestiona en ellas el voluntariado y del alineamiento de las actividades de voluntariado con las políticas de Recursos Humanos.

Objetivo: Determinar si la preocupación por la COVID-19, el apoyo social y la ansiedad son predictores de la depresión en enfermeras peruanas durante la emergencia sanitaria.Material y métodos: Estudio predictivo de corte transversal, realizado en 216 enfermeras peruanas, a quienes se aplicó la Escala de Apoyo Social en el Trabajo (EAST), la Escala de Preocupación por la COVID-19 (EPPC-Cov19), la Generalized Anxiety Disorder Scale-2 (GAD-2) y el Patient Health Questionnarie-2 (PHQ-2). Los datos se analizaron mediante coeficientes de correlación y modelos de regresión lineal múltiple.Resultados: Se reportaron correlaciones significativas entre la preocupación por la CO-VID-19, ansiedad y depresión. Los análisis de regresión muestran un ajuste adecuado del modelo (Prueba F = 76,064, p < .001), donde la preocupación por el contagio de la COVID-19 (β = ,316, p < .01) y la ansiedad (β = ,417, p < .01) son variables que predicen significativamente la depresión en enfermeras peruanas (R2 ajustado = .39). Asimismo, los valores t de los coeficientes de regresión beta de las variables predictoras son altamente significativas (p < 0.01).Conclusión: Se concluye que experimentar preocupación por el contagio de la COVID-19 y la ansiedad predicen la aparición de síntomas depresivos en enfermeras peruanas que se encontraron trabajando en el contexto de la emergencia sanitaria.

Introduction: in the hospital environment, working conditions and good interpersonal relationships are necessary for the proper fulfillment of activities and for a healthy organizational climate, which positively impacts the health of the worker. Objectives: to identify difficulties and potentialities related to the organizational climate of nursing staff at a public hospital in the DF. Methods: this is a descriptive, exploratory study of a qualitative nature, carried out with 46 nurses. Data collection took place from October 10 to November 30, 2021. Data were analyzed using Bardin's content analysis: pre-analysis, material exploration and treatment of results, inference and interpretation. Results: it was possible to find three cores of meaning that were divided into three categories and fourteen subcategories: 1 - environment and working conditions (Shortage of human resources; Scarcity of materials and inputs; Scrapped equipment; Inefficient maintenance services); 2 - communication, relationship and work routines (Communication; Leader/employee relationship; employee/employee relationship; Internal flows and work routines); 3 - potentialities visualized - motivation to improve the work environment (Human Resources replacement policy; Management of materials, supplies and equipment maintenance contract; Meeting routine; In-service training; Bringing management closer to the edge; Professional appreciation). Conclusions: shortage of human resources, supplies and materials and the precarious conditions of the equipment were identified as potential generators of dissatisfaction in the work environment. Harmonious and assertive communication was required as a skill to be developed by all categories, which implies the need for strategies to develop the theme among the teams. Management strategies were considered to face and change the identified scenario. [ABSTRACT FROM AUTHOR]

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Copyright of Hachetetepé: Revista Científica de Educación y Comunicación is the property of Universidad de Cadiz and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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Copyright of Revista de Ciencias Sociales (13159518) is the property of Revista de Ciencias Sociales de la Universidad del Zulia Venezuela and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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Objective: To publicize the results regarding the general characteristics, human resources, materials and information systems of Spanish hospital pharmacy departments arising from SEFH’s 2019 Survey on the Situation of Spanish Hospital Pharmacy Departments. Method: An online questionnaire was sent to the heads of the 368 hospital pharmacy departments affiliated to SEFH. The questionnaire included 77 questions grouped into 8 dimensions. The information was collected between March and September 2019. Results: The overall response rate was 54.3%. Sixty-nine percent of hospitals were public and the most commonly reported hospital size was 101-250 beds. Nine percent of responding hospitals remained open round the clock and 57.5% did not offer a continued care service. A total of 41.9% of hospitals dispensed medications to outpatients in the afternoon and 52.7% of hospital pharmacy departments were accredited to some quality standard. The mean number of specialist pharmacists per pharmacy Department was 5.34 (SD: 6.22); 47% of pharmacists spent at least half their working day in a clinical unit. Hospital pharmacy departments had a mean of 0.3 (SD: 0.7) or 0:9 (SD: 1.4) automated storage and dispensing carousels, depending on whether they were horizontal or vertical, respectively. A total of 16.1% of beds were assisted by automated dispensing systems, a figure that reached 33.5% in hospitals with more than 1,000 beds. Three percent of hospital pharmacy departments had a robotized system for compounding chemotherapy medications and 24.8% had a raceability and safety system. Smart infusion pumps were used by 21.4% of hospitals. Electronic prescriptions were implemented in 98.8% of hospitals for inpatients and in 62% for outpatients. Conclusions: Spanish hospital pharmacy departments face a shortage of specialist pharmacists, although incorporation of such professionals to clinical units has doubled in the last few years. There has been an increase in the level of automation of the logistic processes involved in medication dispensing, but there is still significant room for improvement in the area of robotized dispensing and compounding traceability systems. This data could play an invaluable role in the design of future action plans.

Las organizaciones hoteleras buscan un mejoramiento continuo para la gestión del desempeño de sus colaboradores, en este escrito se brinda un diagnóstico y una descripción de la práctica a la mayoría de los hoteles afiliados a Cotelco en Villavicencio, Colombia. Esto permitió la generación de información necesaria para el aumento del desempeño individual y organizacional, utilizándose una metodología con un enfoque descriptivo, lo que permitió encontrar que en general las etapas del proceso de evaluación de desempeño están en condiciones óptimas para desempeñar su función a excepción de la etapa de planeación. Los métodos usados frecuentemente son investigación de campo, 360 grados, el de incidentes críticos, el de autoevaluación, el de frases descriptivas y el de clasificación, y se encontró que los hoteles inciden en casi siempre valorar el ser, saber y el hacer en el momento de evaluar.

Objetivo. Identificar y sistematizar la evidencia empírica disponible sobre factores e intervenciones que inciden en las condiciones y medio ambiente de trabajo para incrementar la atracción, captación y retención de recursos humanos en salud en el primer nivel de atención de áreas rurales, remotas o desatendidas. Métodos. Revisión rápida de revisiones, seleccionadas según criterios de pertinencia, elegibilidad e inclusión con búsquedas en bases de datos electrónicas, de literatura gris y manual. Se empleó el AMSTAR I para evaluar la calidad de revisiones sistemáticas y un análisis temático para síntesis de resultados. Resultados. Se incluyeron 16 revisiones, una de las cuales contenía a su vez 14 revisiones. Del total, 20 revisiones analizaron factores y 9 evaluaron efectividad de intervenciones. La evidencia sobre factores es abundante, pero de limitada calidad. Los factores individuales, familiares y la “exposición rural previa” se asociaron a mayor captación; factores organizacionales y del contexto externo fueron gravitantes en la retención. El trabajo en red y el apoyo profesional incidieron en la captación y retención. La evidencia sobre efectividad de intervenciones fue limitada, en cantidad y calidad. El tipo de intervención más frecuentemente empleada fueron los incentivos. Conclusiones. La evidencia sobre factores que se relacionan positivamente con la captación y retención de trabajadores en el primer nivel de atención de áreas rurales, remotas o desatendidas es suficiente y debería ser tenida en cuenta al diseñar intervenciones. La evidencia de calidad sobre la efectividad de intervenciones es escasa. Se requieren más estudios controlados con rigurosidad metodológica, particularmente en las Américas.

Introducción: El éxodo del personal médico a partir del triunfo de la Revolución cubana en 1959 estableció las premisas para un acelerado programa de formación de recursos humanos en salud. Se implementa el Sistema Nacional de Salud con el surgimiento y ampliación de facultades de medicina en las provincias. Paralelamente se produce en 1960 la primera ayuda médica internacional en Chile, denominándose oficialmente como Colaboración Médica Internacional el 23 de mayo de 1963. Desarrollo: Se describen, por etapas, las particularidades del desarrollo de la colaboración médica internacional cubana en el período desde los años 60 hasta la década de los 90, caracterizadas por su comportamiento creciente en dependencia de las transformaciones en el orden político, económico y social, diversificadas en diferentes modalidades y ampliadas en concordancia con las potencialidades del sistema de salud cubano y la ampliación de las relaciones bilaterales y solidarias con los organismos internacionales y con los países del llamado Tercer Mundo. Conclusiones: La Colaboración Médica Internacional cubana es una expresión de la solidaridad vigente en la política exterior del gobierno revolucionario cubano; su propio desarrollo favoreció la aparición de las diferentes modalidades de colaboración y su diversificación en relación con la atención a las necesidades de los pueblos en todo el mundo. Es un resumen de los más puros sentimientos del internacionalismo y una vía para potenciar la práctica médica, la prestación de servicios y el fortalecimiento indiscutible de la formación de los recursos humanos en salud. Introduction: The exodus of medical personnel since the triumph of Cuban Revolution in 1959 established the premises for an accelerated training program for human resources in health. The National Health System is implemented with the emergence and expansion of medical universities in the provinces. At the same time, the first international medical aid was produced in Chile in 1960, officially being called International Medical Collaboration on May 23, 1963. Development: The particularities of the development of Cuban international medical collaboration in the period from the 60s to the 90s are described, by stages, characterized by their growing behavior depending on the transformations in the political, economic, and social order, diversified in different modalities and expanded in accordance with the potentialities of the Cuban health system and the expansion of bilateral and solidarity relations with international organizations and with the countries of the so-called Third World. Conclusions: The Cuban International Medical Collaboration is an expression of the solidarity in force in the foreign policy of the Cuban revolutionary government; its own development favored the appearance of different collaboration modalities and their diversification in relation to the attention to the needs of the peoples throughout the world. It is a summary of the purest feelings of internationalism and a way to promote medical practice, the provision of services, and the indisputable strengthening of the training of human resources in health.

A avaliação de desempenho pode se apresentar como importante instrumento para os gestores locais do Sistema Único de Saúde (SUS) no momento da formulação de estratégias para o desenvolvimento profissional dos trabalhadores. Esta pesquisa tem como objetivo principal analisar as avaliações anuais de desempenho dos trabalhadores nas equipes de Atenção Primária da Secretaria Municipal de Saúde de Porto Alegre – RS, no ano de 2016. Propõe-se a identificar as necessidades educacionais que emergem a partir dos resultados das avaliações de desempenho e que demandam novas práticas. Para tanto, foi utilizada uma abordagem quantitativa e descritiva. O estudo foi realizado a partir das avaliações funcionais dos trabalhadores da Atenção Primária do município de Porto Alegre que a tenham realizado no ano de 2016, totalizando 1.288 avaliações de diferentes categorias profissionais. Os dados foram obtidos sem a identificação dos participantes. Na análise, emergiram quatro necessidades educacionais principais que demandam novas práticas: (i) dificuldade dos trabalhadores em saúde de promover a mobilização e a participação da comunidade na efetivação do controle social, reforçando a importância da formação e/ou efetivação dos Conselhos de Saúde; (ii) participação infrequente nas ações de educação na saúde para os trabalhadores da Unidade de Saúde e pouca contribuição nos processos de ensino-aprendizagem desenvolvidos no âmbito local; (iii) identificação de parceiros e recursos na comunidade que possam potencializar ações intersetoriais; e (iv) frequência insuficiente de realização de atividades de educação em saúde com a população. Os dados disponibilizados permitiriam um desdobramento ainda maior de informações a serem analisadas, porém, devido à concentração desprendida no enfoque proposto, os autores detiveram-se nos itens com resultados mais expressivos. Torna-se fundamental um planejamento estratégico a fim de possibilitar que os dados provenientes das avaliações de desempenho sejam anualmente analisados e utilizados para aperfeiçoamento contínuo da gestão local dos trabalhadores da saúde.

The objective of the research was to analyze labor productivity in the District Directorate of the Ministry of Transport and Public Works of Cañar - Ecuador. Methodologically it was based on a descriptive type with non-experimental field design, the population universe being made up of all the servers and workers of the District Directorate of the Ministry of Transport and Public Works of Cañar, that is, 61 people who are providing their services In the institution. The innovation of available resources through the implementation of new technology, systematization of processes and constant training of the servers strengthen user satisfaction and institutional image over time. The designed tool is essential to measure whether the performance of public servants is in accordance with departmental planning, its results can be presented through reports to management levels.

The objective of the research was to analyze job performance in the Municipality of Girón based on Teamwork and Communication. It was developed from a non-experimental and descriptive field design, taking as a population sample 78 public servants who work in the Municipal Government of Girón. 93.6% of workers state that the work teams in the institution should be improved. The implementation of the different work teams within the municipality will help public servants to be more committed and perform in an articulated way to improve the processes and achieve the objectives of the institution, which leads us to greater productivity similar to the one that would be achieved individually. Working in a team can help you understand the abilities, constraints, and reasoning of team members in different situations.

The research objective is based on analyzing intellectual capital as a knowledge management tool in the savings and credit cooperative Erco Ltda. It was descriptive in scope of a transversal nature, the population universe was made up of a total of 143 administrative collaborators, direct service with the client. The savings and credit cooperative Erco Ltda. Has a training plan, however, this is not known to its employees, which is due to the lack of preparation of technological tools and a clear planning of the productive impact that it may have. Faced with the great changes that the cooperative is currently experiencing, officials must develop new skills as skills to be able to adapt to these technological and innovation changes, but these skills must be developed with a correct investment made by the hierarchical command superior to all its wings. of the business.

Objetivo. Avaliar a efetividade da estratégia de combinação de tarefas dos profissionais de saúde, e do enfermeiro na Atenção Primária de Saúde. Método. Revisão sistemática da literatura alinhada com as recomendações do protocolo dos Principais Itens para Relatar Revisões Sistemáticas e Metanálises, incluindo estudos observacionais e de intervenções, sem estabelecimento de período de publicação, independentemente do país de origem e publicados nos idiomas espanhol, inglês e português. As buscas ocorreram nas bases de dados eletrônicas da MEDLINE, CINAHL, LILACS, EMBASE e Web of Science. Resultados. Incluídos 18 estudos, dos quais 6 foram desenvolvidos nos Estados Unidos; 3 na Holanda; 2 no Reino Unido; um na África do Sul, Austrália, Coreia do Sul, Escócia, Haiti e Japão; e um estudo com desenho observacional prospectivo em 8 países. Os estudos relataram que, a combinação de tarefas entre os profissionais de saúde, possibilita melhor aproveitamento de recursos materiais, otimização do tempo gasto no atendimento, retenção do paciente no tratamento, melhora na qualidade do trabalho com diminuição dos níveis de sofrimento psicológico do enfermeiro e comprometimento e satisfação com o trabalho. Conclusão. A expansão de tarefas do enfermeiro, assim como de outras categorias de profissionais da saúde, a combinação de tarefas, bem como o desenvolvimento de equipes interprofissionais, são estratégias que podem ser empregadas em situações de escassez de recursos humanos e de má distribuição em áreas urbanas e não urbanas com resultados positivos na melhoria da atenção em saúde da população e satisfação dos profissionais e clientes.

La empresa familiar se puede entender como una organización compleja, atravesada por un vínculo familiar que direcciona la política empresarial, sus objetivos y metas. En ella la propiedad, su gestión y su posterior sucesión son áreas que, clásicamente, evidencian los problemas que más comúnmente se han estudiado, y los cuales determinan la continuidad de la organización más allá de la segunda generación. Objetivo: identificar estudios realizados sobre empresas familiares desde diferentes disciplinas en el periodo de 2007 a 2019. Método: Se realizó bajo la metodología de revisión sistemática, mediante la búsqueda de artículos en las bases de datos Dialnet, Redalyc, Scielo e IDEA. Resultados: las áreas académicas comerciales, financieras y de mercadeo lideran la investigación relacionada a las empresas familiares. Se visualiza que la sucesión, las relaciones entre los propietarios y la relevancia de las empresas familiares en la economía en general han sido los temas más abordados, mostrándose como una oportunidad de mejora y de aporte por parte de las disciplinas interesadas en las empresas familiares. Por otro lado, la posibilidad de generar modelos de análisis de los procesos de GTH en las EF se articula como una oportunidad para responder a las necesidades específicas de este tipo de empresas.

El presente artículo trata de conocer el perfil de las empresas más valoradas para el desempeño laboral en España y determinar la posible influencia que tienen en la valoración total. Para ello, se parte del ranking de las 100 empresas con mayor valoración publicado anualmente por la Revista de Actualidad Económica en el período 2013-2016. En un primer paso, se realiza un análisis descriptivo de los promedios de valoración de las empresas agrupándolas por su nacionalidad, la región en la que tienen su sede, el sector económico, el tamaño y su cotización en el mercado bursátil. En un segundo paso, mediante modelos de regresión múltiple, se tratará de establecer si estas características influyen en la valoración total. A pesar de los estudios realizados por diversos autores, no existe ninguno que analice diversas variables objetivas de las empresas para conocer sus perfiles y su posible influencia en el valor total. Los principales hallazgos serían que la mayoría de las empresas más atractivas para trabajar tienen carácter internacional (17 países); predominan los sectores financieros y actividades profesionales, científicas; ubicadas principalmente en la capital del país (76,8%); de gran tamaño y que cotizan en bolsa. Se concluye que sólo el tamaño y la cotización en bolsa, influyen en la valoración total de las empresas. Destacamos como principales contribuciones, la novedad de este tipo de estudios a través de métodos cuantitativos y un mayor conocimiento sobre el perfil de las empresas más atractivas para trabajar en España.|| The present article intends to study the profile of the most valued companies regarding their labour performance in Spain. It also tries to determine the influence that this profile’s characteristics have on the overall rating. For that purpose, we analyse the 100 companies, taken from the ranking published by the Journal of Actualidad Económica (RAE in Spanish), with the highest value every year between 2013 and 2016. As first step, a descriptive analysis of the averaged valuations of the companies is made, grouping them by their nationality, the regions where the companies have their headquarters, their economic sector, their size and their market/share price. Secondly, using multiple regression models, the influence of these characteristics (as independent variables) on the total value (as a dependent variable) will be analyzed and quantified. Despite the studies carried out by some authors, none of them has analyzed objective variables of the companies to know their profiles and their possible influence on the total value. The main findings show that the majority of the most attractive companies have an international character (17 countries); also, that the predominant sectors are the financial ones and those that develop professional and scientific activities, located in the capital of the country (76.8%) with a big size and listed on the market. It concludes that only the size and the market/share price could influence the total valuation of the companies. We highlight as main contributions the newness of this type of study using quantitative methods and a higher knowledge of the profile of the most attractive companies to work for in Spain.

Companies have set their sights on their strengths and used them to leverage brand positioning, sales, productivity and profitability. Financial services entities are within the group of companies aimed at developing collective knowledge so that their know-how does not disappear when a collaborator leaves the team, for this reason, this article aims to investigate how knowledge management is being managed in the Azuayo Garden Savings and Credit Cooperative and if it has the conditions to apply succession plans within its organizational structure. The research was carried out under a non-experimental design with a mixed approach and qualitative and quantitative analysis; applying investigation techniques such as the survey addressed to the entity's employees and interviews with high-ranking officials. The results have generated a proposal for application in the cooperative

The updating of the Cuban economic and social model has generated a series of needs associated with the training of specialists in human resources management of the work directorates for having the social mandate to assess, assess and control methodologically the provisions and regulations established by the Ministry of Labor and Social Security in labor and salary policy. A vision of the current situation of the training process is presented in the specialists in human resources management of the work addresses in Pinar del Río, from the application of a group of methods that were essential, such as the analysis of documents, the interview and the survey, where theoretical references are revealed from a bibliographic consultation of the bibliography and a group of considerations of different authors is taken into account, based on the dialectic- conjugation of the pedagogical and labor processes under an e teaching-learning focus. In this regard, the main objective of the article was to make an approach to the historical evolution of the training process for materialist specialists, the historical-cultural approach, the man-society relationship, general pedagogy and Professional Pedagogy. This study as a valid option to improve the training process of specialists in human resources management of work addresses.

Desde los albores de la existencia humana, el sufrimiento, como constante antropológica, se ha constituido en una de las preocupaciones fundamentales de los hombres. Se le ha prestado atención constante, pero ello no ha de ser óbice para que no sigamos haciéndolo. La Filosofía puede contribuir a aportar luz a este concepto en nuestros días, en tanto en cuanto el problema del sufrimiento, a pesar de haber recibido respuestas muy distintas en las distintas épocas del pensar humano, parece persistir. Con el presente artículo buscamos aproximarnos al concepto del sufrimiento desde la luz que aportan algunos de los paradigmas filosóficos relevantes, al objeto de identificar algunas aplicaciones prácticas que favorezcan una gestión de recursos humanos más adecuada, tanto desde un punto de vista ético, como desde el lado de la rentabilidad empresarial. Ofrecemos por tanto propuestas para una gestión de recursos humanos responsable, sostenible y eficiente, de la mano del pensamiento filosófico.

Esta publicación, pretende exponer los resultados obtenidos del estudio de las Pequeñas y Medianas empresas radicadas en la Provincia de Santa Cruz, cuyo objeto principal era vislumbrar la manera en que estas administran y vinculan el Planeamiento Estratégico, la Innovación, el uso de las tecnologías de información y sus Políticas de Recursos Humanos. Se buscó establecer si el empresario PyME identifica que existe este vínculo entre ellas y por tanto busca armonizarlas y condiciona las políticas empresariales adoptadas en función de los factores expuestos. El trabajo se enfoca en establecer una síntesis de algunos de los aspectos más relevantes que se han logrado aislar de los relevamientos, encuentros, colaboraciones, entrevistas y encuestas que se han ejecutado a lo largo del tiempo de vida del proyecto. Siendo Santa Cruz, la segunda provincia en extensión de la nación y con solo 60 años desde su constitución como tal, se ven impresa en ella características particulares, a la organización territorial, al desarrollo de la actividad económica, educativa y cultural, como también a las políticas públicas implementadas destinadas a crear las condiciones necesarias para el nacimiento y desarrollo empresarial

O objetivo desta pesquisa foi a aplicação do método VERAH (V- Vegetação, E- Erosão, R – Resíduos, A - Água, H- Habitação) como uma ferramenta de educação ambiental aos funcionários dos Centros de Educação Ambiental de Guarulhos (CEA/Guarulhos/SP) para desenvolverem o sentido de responsabilidade, conscientização e de sensibilização para conservação, preservação e proteção do meio ambiente. A escolha do método VERAH deu-se por ser empírico e baseado nas observações das intervenções antrópicas em uma área pré-determinada e delimitada. Ele envolve a realização de palestras, treinamentos, atividades externas de campo interativas, nas quais os participantes vivenciaram os conhecimentos adquiridos com a realidade local. A partir destas atividades foram elaborados os diagnósticos ambientais e propuseram-se ações para contribuir com a redução, neutralização e eliminação da degradação ambiental. As etapas desenvolvidas nesta pesquisa possibilitaram uma melhor sensibilização e conscientização dos participantes sobre a degradação ambiental ocasionada pelas ações antrópicas, fato evidenciado pelas visões sistêmicas apresentadas e a compreensão a partir de uma análise integrada dos temas. Houveram também ricas discussões sobre os tipos de ações nas quais os CEA’s podem contribuir para conservação, preservação e proteção do meio ambiente da região onde estão inseridos. Assim, o binômio diagnóstico/proposta comprovou a aplicabilidade do Método VERAH como proposta de Educação Ambiental.

La conciliación es algo más que “cosa de mujeres” o el equilibrio entre la vida personal y profesional. Es el derecho de todas las personas a desarrollar una trayectoria vital, social, profesional y familiar plena. En la Enfermería estas políticas son indispensables al ser un colectivo vulnerable que sufre 9 de los 12 factores laborales de conciliación que según el Instituto Nacional de Seguridad e Higiene en el Trabajo afectan a la vida familiar y personal. La pandemia ha endurecido las exigencias laborales y la demanda de cuidados enfermeros, al mismo tiempo que han aumentado las cargas de cuidado fuera del entorno profesional. Con el objetivo de analizar las consecuencias de la falta de Políticas de Conciliación de los profesionales de Enfermería se plantea la hipótesis de que su conciliación ha empeorado con la pandemia, objetivando un grave problema en este grupo, particularmente vulnerable, mediante un estudio descriptivo transversal de los/as enfermeros/as trabajadores en España. Un 69% de las enfermeras cree que su conciliación es mala o muy mala, mucho peor que el 2018. Con el desarrollo de políticas, estrategias y medidas específicas que posibiliten la Conciliación Enfermera, aumentaría la fuerza laboral de los profesionales y la oferta de cuidados, y no redundaría en el empeoramiento de la Crisis de Cuidados. ABSTRACT Work-life balance is more than a women's concern, or a balance between personal and professional life. It means the right of all people to develop a full social, professional and family life. In nursing, these policies are essential, because it is a vulnerable group that suffers from 9 of the 12 work-life balance factors that, according to the National Institute for Health and Safety at Work, affect family and personal life. The impact of the pandemic has increased work demands and the demand for nursing care, while at the same time increasing the burden of care outside the professional field. To analyse the consequences of the lack of work-life balance policies for nursing professionals, we hypothesised that their work-life balance has been worsened by the pandemic, and identified a serious problem in this particularly vulnerable group through a cross-sectional descriptive study of working nurses in Spain. We found that 69% of nurses believe that their work-life balance is bad or very bad, much worse than in 2018. With the development of specific policies, strategies and measures to enable Work-Life Balance for Nurses, the professional workforce and the supply of care would increase, and the worsening of the Care Crisis would not occur

Introduction: Currently, in intensive care units (ICUs), the in-hospital transport (HIT) of patients is carried out without a unified criterion of personnel necessary for it., Objective: To evaluate the concordance of the Patient Assessment System for Transport-ICU (PAST-ICU) with the medical criteria (CM) to determine the Human Resources (HR) and identify Adverse Effects (AE)., Methods: Descriptive, cross-sectional and prospective study of the IHT of patients admitted to an area of adult medical-surgical critical patients. The PAST-ICU instrument was created to recommend the HR of HIT. Through the assessment of clinical parameters, the Past-ICU indicates whether the HIT should be performed with (1) a stretcher-bearer (2) Stretcher-bearer/nurse or (3) stretcher-bearer/nurse/doctor. AE were recorded during the hospital transfer. Prior to the IHT, the nurse performed the PAST-ICU and the result was contrasted with the Medical Criteria (MC) responsible for the patient, the latter prevailing., Study Period: Phase 1: pilot test 2013-2014. Phase 2: 2015-2021., Variables: Reason and duration HIT, PAST-ICU sheet, checklist, AE., Results: Phase 1: 458 IHT were analyzed. The concordance index between the PAST-ICU and the MC was 84,9% (389 IHT). The Cohen Kappa of 58,5% and p < 0,001. There were a total of 16 AE. Phase 2: 3423 IHT. The Concordance index of 87,2% (2984 TIH). The Cohen Kappa of 63%and the P < 0,001. Registered 49 AE., Conclusion: The PAST-ICU could be a useful, safe and reliable tool to adapt the necessary HR. There was good concordance between the PAST-ICU vs the MC to determine the HR in the HIT. The percentage of AE was low., (Copyright © 2024 Sociedad Española de Enfermería Intensiva y Unidades Coronarias (SEEIUC). Published by Elsevier España S.L.U. All rights reserved.)

La transformación digital es uno de los retos que todas las instituciones -públicas y privadas- están afrontando en esta situación postpandemia para ofrecer servicios adecuados a los ciudadanos, favoreciendo así la productividad y mejorando el rendimiento de los trabajadores. Con este estudio se ha pretendido conocer con datos empíricos la realidad de la transformación digital de entidades de la Economía Social y más específicamente en el contexto de la formación en empresas. Se ha optado por un enfoque cuantitativo para un estudio exploratorio apoyado en la técnica de encuesta. Se han diseñado dos cuestionarios creados ad hoc : uno para trabajadores (muestra participante: 200) y otro para cargos directivos de empresas y entidades de la Economía Social (muestra participante: 115). Entre los principales resultados se destaca que los trabajadores consideran que poseen una formación adecuada para enfrentarse a la digitalización de sus empresas, pese a que algunos datos ponen de manifiesto que carecen de ciertas competencias necesarias para el mundo digital (diseño de multimedia, uso de la nube o estrategias para compartir información digital). Empresas y entidades de la Economía Social priorizan la dotación tecnológica y la protección de datos digitales respecto a la formación sobre competencia digital de sus trabajadores. También se revela que las empresas dotan de mayor tecnología para la gestión a los empleados que al equipo directivo. Por último, se destaca que a pesar de la dotación de infraestructura tecnológica, la calidad de esta suele ser mejorable.

El presente trabajo muestra los primeros avances de un estudio de caso que tiene como objetivo identificar los factores que influyen en la rotación de personal en el restaurante “El Itacate”, así como proponer estrategias que contribuyan a disminuir la rotación del personal. Se realizó un análisis de variables externas e internas donde se identificaron las principales fortalezas y debilidades. El análisis de los factores internos y externos revela que la rotación de personal y la deficiencia en los procesos y estrategias internas afectan el desarrollo del restaurante El Itacate. Abstract This paper shows the first advances of a case study that aims to identify the factors that influence staff turnover in the restaurant "El Itacate", as well as to propose strategies that contribute to reduce staff turnover. An analysis of external and internal variables was carried out to identify the main strengths and weaknesses. The analysis of internal and external factors reveals that staff turnover and deficiencies in internal processes and strategies affect the development of El Itacate restaurant.

The strategic management of human resources (GERH) aims to raise individual performance to achieve organizational strategies, with the line manager being considered, by scholars on the subject, as one of the most relevant agents in its implementation. Through multiple case studies carried out in three prominent organizations in their sectors of activity in Brazil, the present study seeks to identify the factors that facilitate or hinder the performance of the line manager's role in people management practices. Analyzing the literature on the subject, three categories of factors stand out: those related to the organization, those inherent to individuals, and HR professionals. From this, the result of the research demonstrates that the definition of the role of the line manager, the training of this agent, and the partnership with the HR professional are factors that significantly interfere with the performance of the line manager in the implementation of GERH. On the other hand, the decision-making autonomy of the GERH, the manager's style, and the availability of time for people management activities are factors that have the least influence. The research results also led to the construction of a theoretical model that seeks to understand how the process of implementing the role of the line manager in GERH practices occurs, as well as other factors related to the organization, the individual line manager, and the professional of that facilitate or hinder this process. The model's objective is to provide a reference for future studies and propose guidelines for organizations that intend to implement HRM with the strong participation of the line manager. [ABSTRACT FROM AUTHOR]

The automated and integrated management of the social and human dimension of the different sectors involved in food production in Cuba is one of the dimensions of work that needs to strengthen the plan for food sovereignty of the nation. There is an urgent need to better manage the technical and qualified force available to coherently promote the different programs prioritized for food production in each territory. Given this need, the present research aims to show the potential use of the Directory of Actors and Sectors of the Food Sovereignty Observatory as a system that manages information on human resources by ministries related to food production and science in Pinar del Río. The research used different methods and procedures that allowed obtaining as a result a system that compiles information by ministries, productive structures, units and human resources and also describes their dynamics by different variables such as age, sex, skin color, schooling level, scientific category, among other aspects. This system allows for a more comprehensive knowledge of productive capacities, based on the mapping of resources and structures involved in food production in the province. [ABSTRACT FROM AUTHOR]

This work contributes to research on the continuity of family businesses, by providing empirical evidence of the coexistence and feedback between the processes of succession, professionalization, and institutionalization, based on elements of strategic planning, human resources, and governing bodies. A qualitative methodology was used, with a descriptive scope, through the case study method. The work was conducted in a small family business located in Mexico City, dedicated to specialized technological services. The succession process occurs from a family institutional logic. The founding father has served as the successor's mentor and under his leadership --although not consciously-- has conducted professionalization and institutionalization with the successor's participation. With the professionalization of the successor and the incorporation of external professionals in key areas of the business, greater operational efficiency and better financial performance are expected. Although the company has been in the market for 15 years, it does not have a systematized organizational structure that allows it to be more efficient and obtain better financial results, so from institutionalization, the structural elements that support the business model, so that the decisions that management makes are not reactive but proactive, especially in dynamic and hostile economic environments (such as the health crisis caused by the COVID-19 pandemic). This work reveals the elements that contribute to increase the percentage of companies, mainly of micro and small sizes, to achieve the generational transfer of the founding father to the children, from visualizing the coexistence and feedback between the processes of succession, professionalization, and institutionalization for the continuity of the family business. The importance of formalizing the family protocol to give certainty of the transfer of control and ownership is rescued. The institutionalization process can generate conflicts between the founding father and the successor in their ways of taking risks and of strategic management. The COVID-19 pandemic crisis showed that one of the main strengths of the family business is the solidarity and commitment of family members in crisis situations. Finally, the succession process, in order to have a higher probability of success, requires the professionalization of the successor, and this, in turn, generates the institutionalization of the organization. [ABSTRACT FROM AUTHOR]

This essay highlights how urgent it is in the complexity of the current context to train people to be open to change, who are equipped with flexibility and innovative learning (the ability to change how one understands things and the propensity to rethink one’s own mental models in contrast with other points of view), who actively participate in decision processes, and who seek meanings that open navigable horizons to the future. Each person has a strategic role in managing change, and training is a decisive resource for the growth of people and institutions for developing attitudes towards change. This presupposes creating training environments that are open to innovation, and new leadership that is able to equip people to take on responsibility and to stimulate creativity and the search for solutions to manage change wisely. [ABSTRACT FROM AUTHOR]

As the Fourth Industrial Revolution is strongly growing, human resources, especially highquality ones, play a decisive role in the socio-economic development of each country. Therefore, priority is given by many countries to building and developing human resources, because, in the current context, human resources fully equipped with skills and knowledge will contribute to the development of individuals, organizations and countries. From the strong economic development of the US, Japan and Western countries in the mid-20th century to the title of "Asian Tigers" given to four economies in East Asia and the rapid growth of ASEAN countries, all thanks to policies of human resource development. However, in different countries, the development of human resources is implemented in different directions depending on the economic, cultural and social conditions of each country. In Vietnam, after nearly 35 years of renovation, the country has earned great achievements in human resource development, most clearly reflected in the productivity improvement of the whole society, which speeds up the growth rate and enhances economic competitiveness and national potential. Also, it is necessary to admit that, compared to the resources invested and efforts spent, as well as the conditions and opportunities offered, the achievements mentioned above are still not commensurate with the country's potential. Therefore, this article aims to discuss the human resource development strategies of some countries in the world, thereby drawing lessons for Vietnam. [ABSTRACT FROM AUTHOR]

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