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Rotación del personal en el Gobierno Autónomo Descentralizado Municipal de Urdaneta - periodo 2023.
| dc.contributor.advisor | Gaibor Gaibor, July Yojana | |
| dc.contributor.author | Chico González, Amy Lisbeth | |
| dc.date.accessioned | 2024-08-22T20:28:28Z | |
| dc.date.available | 2024-08-22T20:28:28Z | |
| dc.date.issued | 2024 | |
| dc.identifier.uri | http://dspace.utb.edu.ec/handle/49000/16999 | |
| dc.description | Personnel rotation is a very relevant aspect to take into consideration for the proper performance of operations in public entities. This problem generates consequences for the work environment, such as: uncertainty in the work team, instability, delay in the development of internal activities and even unconsidered administrative costs. For this reason, the objective of this research is to analyze the degree of staff turnover in the Decentralized Autonomous Municipal Government of Urdaneta, period 2023, executing research techniques to improve job stability. The scientific method applied was comparative analysis, which serves to compare two or more processes, documents or sets of data, in order to know the variability that exists between the items compared. While the investigative techniques were: comparative technique and semi-structured interviews, for which the following instruments were used: Comparative table and interview guide. The results allowed us to conclude that among the main causes of employee turnover are: working conditions and remuneration; quality of management, organizational climate, lack of training, excessive workload. In addition, the staff turnover rate shows a considerable increase in the period 2023, which reflects a short-term trend that the entity must address. It is advisable to carry out actions that help human talent management mitigate staff turnover in the institution. | es_ES |
| dc.description | Personnel rotation is a very relevant aspect to take into consideration for the proper performance of operations in public entities. This problem generates consequences for the work environment, such as: uncertainty in the work team, instability, delay in the development of internal activities and even unconsidered administrative costs. For this reason, the objective of this research is to analyze the degree of staff turnover in the Decentralized Autonomous Municipal Government of Urdaneta, period 2023, executing research techniques to improve job stability. The scientific method applied was comparative analysis, which serves to compare two or more processes, documents or sets of data, in order to know the variability that exists between the items compared. While the investigative techniques were: comparative technique and semi-structured interviews, for which the following instruments were used: Comparative table and interview guide. The results allowed us to conclude that among the main causes of employee turnover are: working conditions and remuneration; quality of management, organizational climate, lack of training, excessive workload. In addition, the staff turnover rate shows a considerable increase in the period 2023, which reflects a short-term trend that the entity must address. It is advisable to carry out actions that help human talent management mitigate staff turnover in the institution. | es_ES |
| dc.description.abstract | La rotación de personal es un aspecto muy relevante a tener en consideración para el adecuado desempeño de las operaciones en las entidades públicas. Esta problemática genera consecuencias para el clima laboral, tales como: incertidumbre en el equipo de trabajo, inestabilidad, retraso en el desarrollo de las actividades internas e incluso costos administrativos no contemplados. Por esta razón el objetivo de la presente investigación es analizar el grado de rotación del personal en el Gobierno Autónomo Descentralizado Municipal de Urdaneta, período 2023, ejecutando técnicas de investigación para mejorar la estabilidad laboral. El método científico aplicado fue el análisis comparativo, el cual sirve para comparar dos o más procesos, documentos o conjunto de datos, con el fin de conocer la variabilidad que existe entre los ítems comparados. Mientras que las técnicas investigativas fueron: técnica comparativa y entrevistas semiestructurada, para lo cual se usaron los siguientes instrumentos: Cuadro comparativo y guía de entrevista. Los resultados permitieron concluir que entre las causas principales de rotación de empleados son: condiciones laborales y remuneración; calidad de la gestión, el clima organizacional, falta de capacitación, carga de trabajo excesiva. Además, la tasa de rotación del personal presenta un incremento considerable el período 2023, lo cual refleja una tendencia de corto plazo, que la entidad debe atender. Es recomendable efectuar acciones que ayuden a la gestión de talento humano a mitigar la rotación del personal en la institución. | es_ES |
| dc.format.extent | 37 p. | es_ES |
| dc.language.iso | es | es_ES |
| dc.publisher | Babahoyo: UTB-FAFI. 2024 | es_ES |
| dc.rights | Atribución-NoComercial-SinDerivadas 3.0 Ecuador | * |
| dc.rights.uri | http://creativecommons.org/licenses/by-nc-nd/3.0/ec/ | * |
| dc.subject | Gestión | es_ES |
| dc.subject | Cultura organizacional | es_ES |
| dc.subject | Rotación del personal | es_ES |
| dc.subject | Subordinados | es_ES |
| dc.subject | Talento humano | es_ES |
| dc.title | Rotación del personal en el Gobierno Autónomo Descentralizado Municipal de Urdaneta - periodo 2023. | es_ES |
| dc.type | bachelorThesis | es_ES |
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