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Políticas de rotación de personal de Comercial Anthony - en la ciudad de Babahoyo
| dc.contributor.advisor | Huilcapi Masacón, Nora Úrsula | |
| dc.contributor.author | Garcia Anzules, Joselyn Yomira | |
| dc.date.accessioned | 2021-01-25T15:24:48Z | |
| dc.date.available | 2021-01-25T15:24:48Z | |
| dc.date.issued | 2021 | |
| dc.identifier.uri | http://dspace.utb.edu.ec/handle/49000/9109 | |
| dc.description | This study was carried out at Market Anthony with the purpose of analyzing the levels of staff turnover that the company currently maintains, and identifying the causes and effects that can damage the institutional image and decrease the operational efficiency of the commercial. This case study was based on fulfilling the criteria of the descriptive research and the quantitative method, to generate an exhaustive analysis on the numerical data referring to the number of employees hired and the number of dismissed or who no longer have employment relationships with the company in study. The results obtained from the research related to the management of human talent at Market Anthony are the following: motivational plans are not handled, the level of staff turnover exceeds more than 15% on average, the payment of overtime hours is not considered. Work and more than half of the employee payroll does not enjoy Social Security benefits. The Anthony Company does not handle written employment contracts, but only verbal contracts. The inadequate work environment, the few opportunities for promotion, and the flight of staff due to job dissatisfaction are the main factors for producing high levels of staff turnover in a company. | es_ES |
| dc.description | This study was carried out at Market Anthony with the purpose of analyzing the levels of staff turnover that the company currently maintains, and identifying the causes and effects that can damage the institutional image and decrease the operational efficiency of the commercial. This case study was based on fulfilling the criteria of the descriptive research and the quantitative method, to generate an exhaustive analysis on the numerical data referring to the number of employees hired and the number of dismissed or who no longer have employment relationships with the company in study. The results obtained from the research related to the management of human talent at Market Anthony are the following: motivational plans are not handled, the level of staff turnover exceeds more than 15% on average, the payment of overtime hours is not considered. Work and more than half of the employee payroll does not enjoy Social Security benefits. The Anthony Company does not handle written employment contracts, but only verbal contracts. The inadequate work environment, the few opportunities for promotion, and the flight of staff due to job dissatisfaction are the main factors for producing high levels of staff turnover in a company. | es_ES |
| dc.description.abstract | El presente estudio se realizó en el Comercial Anthony con el propósito de analizar los niveles de rotación de personal que mantiene actualmente la empresa, e identificar las causas y los efectos que pueden dañar la imagen institucional y disminuir la eficiencia operativa del comercial. Este caso de estudio se fundamentó en cumplir los criterios de la investigación descriptiva y el método cuantitativo, para generar un análisis exhaustivo sobre los datos numéricos referentes a la cantidad de empleados contratados y la cantidad de despedidos o que ya no mantienen relaciones laborales con la empresa en estudio. Los resultados obtenidos de la investigación relacionados a la gestión de talento humano en el Comercial Anthony son los siguientes: no se manejan planes motivacionales, el nivel de rotación de personal excede más del 15% promedial, no se considera el pago de las horas extras de trabajo y más de la mitad de la nómina de empleados no goza de los beneficios de la Seguridad Social. La empresa Anthony no maneja contratos laborales por escrito, sino solo contratos verbales. El inadecuado clima laboral, las pocas oportunidades de ascenso, y la fuga de personal por insatisfacción laboral son factores principales para que se produzcan niveles de rotación de personal elevados en una empresa. | es_ES |
| dc.format.extent | 24 p. | es_ES |
| dc.language.iso | es | es_ES |
| dc.publisher | BABAHOYO: UTB, 2021 | 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 | Rotación de personal | es_ES |
| dc.subject | Eficiencia operativa | es_ES |
| dc.subject | Gestión de talento humano | es_ES |
| dc.subject | Seguridad social | es_ES |
| dc.title | Políticas de rotación de personal de Comercial Anthony - en la ciudad de Babahoyo | es_ES |
| dc.type | bachelorThesis | es_ES |
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