Recent Submissions

  • Influencia del programa de Mentoring en el desempeño de los colaboradores: caso Repsol exploración del Perú en el periodo 2017

    Calvo Córdova, José Antonio; Flores Lizama, Karen Alexandra; Palza Zapata, Mercedes Alejandra (Universidad Peruana de Ciencias Aplicadas (UPC), 2017-12-01)
    En este estudio se busca determinar si existe relación entre la herramienta de mentoring y el desempeño de los colaboradores y de la organización para el caso de la empresa Repsol Exploración del Perú. Para ello, se siguió un diseño correlacional y se aplicaron dos encuestas a una muestra no probabilística de 38 personas, una de ellas a 21 colaboradores, que son mentees; y la otra, a 17 jefes de área con mentees a cargo. El instrumento de medición para este caso fue diseñado tomando en cuenta los criterios mencionados por Hernández (2014) en su libro Metodología de Investigación, los cuales son: claridad, objetividad, actualidad, suficiencia, intencionalidad, consistencia, coherencia, metodología y pertinencia. Asimismo, el criterio de confiabilidad con el cual se validó la consistencia interna del cuestionario, se calculó a través del coeficiente Alfa de Cronbach. De esa forma, una vez recopilada la información se procedió a analizarla a través del programa IBM SPSS Stadistics. Los resultados obtenidos nos señalan que existe una relación directa entre la herramienta del mentoring y el desempeño del colaborador, así como entre la herramienta del mentoring y el desempeño organizacional en la empresa Repsol Exploración del Perú. Pese a este resultado inicial, también se pudo obtener que la relación actual existente entre estas dos variables es débil por lo que se brindarán algunas recomendaciones que la empresa podrá tomar en cuenta para contrarrestar este resultado en una próxima evaluación.
  • Clima organizacional y su relación con la satisfacción laboral en los trabajadores Administrativos en la Constructora Río Bravo S.A.C. en el 2017

    Bartra Rivero, Karina Raquel; Natividad Carrasco, María Marcia de las Nieves; Zavala Rivera, Andrea Melisa (Universidad Peruana de Ciencias Aplicadas (UPC), 2018-04-12)
    La presente investigación se orienta a determinar la relación entre el clima organizacional y la satisfacción laboral en los trabajadores administrativos en la Constructora Río Bravo S.A.C. en el 2017. Para cumplir con el objetivo y medir las variables de la investigación, se utilizó una encuesta tipo Likert para el presente estudio. La encuesta tipo Likert, se probó y fue validada para su aplicación en el contexto peruano. Para la construcción de dicho instrumento se orientaron las cuatro dimensiones del clima organizacional propuestas por Brunet (2011) y las dimensiones de satisfacción laboral de Herzberg, citado por Crespo (2009). Así mismo, la metodología empleada es correlacional, de corte transversal, con un enfoque cuantitativo. La muestra estuvo conformada por todos los trabajadores administrativos, quienes respondieron una encuesta utilizando la escala de respuesta de Likert de cinco puntos. La correlación entre las variables, según el resultado obtenido, demuestra que existe una relación significativa. Es decir, que al aplicar el coeficiente de Pearson se evidenció una correlación de 0,571. Esto significa, que existe una relación positiva moderada entre el clima organizacional y la satisfacción laboral en la constructora Río Bravo.
  • Influencia del clima organizacional en la motivación laboral de los colaboradores millennials en una entidad financiera peruana en el año 2017

    Bartra Rivero, Karina Raquel; Pineda Ruiz, Diana Fiorella; Yalli Aguilar, Pamela Miyilda (Universidad Peruana de Ciencias Aplicadas (UPC), 2018-04-01)
    En el presente trabajo se eligió determinar la influencia del clima organizacional en la motivación laboral de un determinado grupo laboral, los millennials, en una entidad financiera en el año 2017, dada la importancia y las motivaciones de esta generación en las organizaciones en la actualidad. El propósito de este estudio explicativo es conocer la influencia del clima organizacional en la motivación laboral de los colaboradores millennials en una entidad financiera en un periodo de tiempo (2017). La muestra de este trabajo está compuesta por 405 empleados considerados en la generación millennials en la entidad financiera. Para conseguir la información de análisis, se aplicó el instrumento (encuesta), el cual expone dimensiones e indicadores / factores del clima organizacional y la motivación laboral. Dichas dimensiones e indicadores se determinaron de acuerdo con los valores, costumbres y prácticas de la entidad financiera elegida. El cuestionario consta de 33 ítems evaluados en una escala de Likert de cinco niveles. Los resultados demuestran una correlación causal muy alta de 0.966 entre ambas variables, determinando una influencia significativa del clima organizacional sobre la motivación laboral de los millennials en la entidad financiera en el año 2017, aceptando de esta forma la hipótesis alternativa planteada, es decir cuando se incrementa el clima organizacional, se incrementa la motivación laboral de los millennials en esta entidad financiera.
  • Gestión del talento en AELUCOOP

    Villanueva Vasquez, Maria Enriqueta; Toyama Rodriguez, Alisson Sayuri (Universidad Peruana de Ciencias Aplicadas (UPC), 2016-11-30)
    The present academic paper is based on the management of the talent management of the company AELUCOOP, for which first we will analyze the background, the current management and the KPIs that they use to measure the programs related to the talent of the company. This information will be analyzed according to the theories and practices of Human Resources and the impact of management in the company will be evaluated. The objective of this academic paper is to identify the main problems of AELUCOOP talent management and propose solutions to them. For the elaboration, we have developed interviews and we have visited the offices of the company in diverse occasions to be able to observe in situ the development of the activities and of this way to have a better view of the management that is developing AELUCOOP. At the end of the work, we can observe the final conclusions, which denote that, due to the culture and the thoughts of the founders, AELUCOOP currently has talent management that does not fit with the new collaborating generations, for which it is proposed implement retention programs and talent development.
  • Propuesta para disminuir la rotación de personal en la importadora y exportadora Doña Isabel E.I.L. durante el periodo 2015-2016

    Mazabel Galarza, César; Cantaro Ramos, Yanet Karen; De la Cruz Rumaldo, Gicela Enith; Gutiérrez Herrera, Andrés Fernando (Universidad Peruana de Ciencias Aplicadas (UPC), 2016-11-01)
    The present research work consists in reduce the employee turnover of Doña Isabel E.I.R.L. Company, through improvements in labor conditions of their operators. To accomplish this target, first of all, it’s been defined the term employee turnover, how is it been sizeded and wich factors it’s been affected their grow or decrease. In second place, it’s been proceeded to establish the labor conditions definition, how their arenorman and how they manifest in the agro business. Once the variables are establish, it’s been proceeded to analize the relation of both of them. In this case, the employee turnover was define as a dependent variable of the labor conditions (independent variable). It’s been proceeded to sizeded the employee turnover of the company, using the calculation tool and then it’s been identified wich are the labor conditions that Doña Isabel E.I.R.L. offer to their employees and how they can reduce their turnover. Finally, this reasearch work analize the investment to improve the labor conditions against a posible salary increase. The results are favorable for the investment in labor conditions, generating a saving to the company against their turnover cost. It’s been proceeded to established conclusions, like improve the areas where the employees develop: cafeteria, dressing rooms, lockers, among other. It’s been recomended to develop programs that recognized the job performance in order to improve their motivation.
  • Beneficios esperados de aplicar un programa de reverse mentoring en fábrica peruana Eternit S.A.

    Oberto-Besso Gutiérrez, Ángel; Navarro Arashiro, Allison Andrea; Ochoa Gibaja, Jorge; Riega Vergiu, Luis Eduardo (Universidad Peruana de Ciencias Aplicadas (UPC), 2017-01-01)
    Reverse mentoring is a contemporary tool inspired by the traditional mentoring program and is suitable for use in any management and could be led by the Human Resources management. The current globalized context and the constant technological change generates an important opportunity to take advantage of the knowledge of young workers who are naturally more exposed to technology, offering the option to the positions of greater hierarchy in the organization, who generally possess less exposure to the technological improvements, to learn about the new digital applications. On one side, there is the millennials generation, which are characterized by being laboriously volatile, having the need to be constantly motivated, a desire for empowerment and participation of business decisions and for having abilities regarding on new technology. Likewise, there are previous generations, such as the Baby Boomers generation and X generation, who have limited knowledge regarding technological tools and must assimilate generational differences. In the light of this, the present research aims to identify what benefits arise from the interaction between the millennials generation and the previous generations, being the age ranges developed afterwards. This begins with the basic concepts to be considered for the development of reverse mentoring as a tool, followed by an analysis of the results obtained from the surveys, the first one about knowledge and use of technology, and the other one of job satisfaction, and finally presenting the conclusions and recommendations found.
  • Evaluación y propuesta de mejora del proceso de capacitación del grupo Tawa

    Oberto-Besso Gutiérrez, Ángel; Alvarado Mallqui, Melany Ingrid; Delgado Dorrego, Ginella; Durand Prieto, Franchesca Alexandra; López Loayza, Ana Lucía (Universidad Peruana de Ciencias Aplicadas (UPC), 2016-11-01)
    The following work of the professional sufficiency makes the evaluation and description of The Process of Grupo Tawa Training. As a result, it is developed an analysis and planning of the proposal which allows sustainable results for the organization and the same time provides strategic objectives. In order to carry out this evaluation, it has obtained information that it has allowed identify that it has not have a training plan, in the academic sense that we will review in a timely manner to follow the appropriate guidelines that allow us to contribute to the achievement of the organization objectives. Likewise, it is detected an infective participation of Human Management Area because this one is not proceed as an strategic partner that gives value in this process as only limited to collect the requirements and organize the logistic of its achievements. On the other hand, the Training Process is not produced an appropriated impact on the workers; due to the lack of management indicators to measure the effectiveness of the provided training, as well as the impact that these can produce in economics term. For the mentioned reasons, the following work of the professional sufficiency presents an improvement proposal based on the implementation of the training process focused on a management by competences, as well as the realization of the survey of training needs considering as main instruments the job profile and performance evaluation. In the same way, it is evident the need to implement the Diagnosis Format of Training Needs and to establish guidelines for the execution of programmes in order to propose the inclusion of some evaluation indicators.
  • Factores que aumentan la participación de la evaluación de desempeño y propuestas para su optimización: caso de estudio Petrex S.A.

    Mazabel Galarza, César; Arana Sánchez, Manuel Alejandro; Llerena Montoya, Lourdes del Pilar; Valverde del Águila, Claudia Sabrina; Vásquez Hurtado, César Augusto (Universidad Peruana de Ciencias Aplicadas (UPC), 2017-01-12)
    In the present study, the authors identify and investigate factors that affect participation in the evaluation performance process in Petrex corporate offices located in Lima. To achieve this, the search in the existent literature was made and qualitative interviews were conducted to the employees of the company resulting in the establishment of goals, training, communication and feedback as critical factors. Following this, a survey of 78 employees was developed based on the calculated sample, which confirmed the results obtained in the previous interviews and allowed to establish percentages of satisfaction for each factor. From these findings, the study proposes and explains the proposals for improvement for each factor, as well as recommendations for implementation. Finally, research leaves room for the application in the company of the proposals explained in the current investigation, which would demonstrate the effectiveness of these in a more conclusive way than this study does.
  • Fortalecimiento institucional de una empresa, evaluación de desempeño corporativo y propuesta de mejoras para consecución de competencias núcleares

    Huamán Pulgar Vidal, Laura María; Flores Cordova, Katherine; Huapaya Silupú, Mary Carmen; Robles Cutipa, Diana Karina (Universidad Peruana de Ciencias Aplicadas (UPC), 2016-12-01)
    A study is carried out based on the Theory of Resources and Capabilities that states that organizations can achieve distinctive skills to establish nuclear competencies with which it is maintained in a competitive and sustained manner in the markets. This approach allows the Internal Analysis to be directed towards the most relevant aspects of the organization's interior, being a tool that can determine the internal strengths and weaknesses of the company, which can be characterized as resources, disabilities or deficiencies. It is argued that for an organization, the way to achieve competitive advantages that are sustained over time is through the development of distinctive or differentiated capabilities. In this sense, the analysis is done for the Franchise Nexus Group, aiming to determine the distinctive abilities of the company Franchise Nexus Group to be able to constitute the Resources and Capacities that allow it to achieve nuclear competencies, in order to maintain itself in a solid and competitive way in the national and international market. As a result, the application of the Resources and Capabilities approach enabled an Internal Analysis study of the Franchise Nexus Group, determining its distinctive strengths and abilities to achieve nuclear competencies, sustained over time and sustained in its business organization, and of this Position in the market. Among the competencies were the orientation to results based mainly on leadership and strategic alliances, teamwork for the selection of personnel with experience and knowledge in franchising, and the attitude of learning and continuous improvement by the constant search for new Experiences in the use of methodologies to convert a brand into franchise. Nuclear competencies consisting of experience, reliability and flexibility come mainly from human resources and constitute a sustainable competitive advantage.
  • Análisis del grado de responsabilidad social empresarial en una empresa de gas natural en Perú

    Senmache Sarmiento, Ana Elena del Carmen; Martínez Sánchez, Lourdes Eliana; Mejía Martinez, Pedro Alexis; Tantalean Oliva, Gianmarco (Universidad Peruana de Ciencias Aplicadas (UPC), 2017-01-01)
    This thesis analyzes and identifies whether the projects developed by natural gas distribution and comercialization companies in the region of Ica, are projects of corporate social responsibility. We establish the definitions of three key concepts: philanthropy, social investment and corporate social responsibility which will be presented within the theoretical framework. It also introduces a benchmarking between three foreign companies that share the same category, subsequently we will proceed to present an action plan for the company in order to reach a significant improvement at its operations performance. To perform this investigation, we will take “Contugas” company, one of the leading companies in the category as an example In chapter one we will find all the references and definitions contemplated within the theoretical framework necessary for this analysis and that will guide us throughout the thesis. In chapter two we will structure the research plan, presenting the problem definition, hypothesis and establishing the goals. In the third chapter we will determine the methodology used for this analysis. In the fourth chapter we will analyze in detail the Contugas main projects implemented over the years. Finally, the fifth chapter will expose, the main results of the research and the pertinent recommendations will be presented.
  • El dilema del prisionero en la fijación de tarifas en el mercado de cinco estrellas de Lima Metropolitana

    Escalante, Andrés; Martínez Arroyo, Olenka Carolina; Paredes Acosta, Vanessa Liseth; Rigacci Pineda, Astrid Alessandra (Universidad Peruana de Ciencias Aplicadas (UPC), 2016-11-01)
    The purpose of this project is to demonstrate that the five-star hotel market faces a prisoner’s dilemma when establishing their rates arriving at the Nash equilibrium and to identify what actions should be taken when changes occur within the market so that a price war does not arise. Throughout the study the five objectives proposed are addressed by conducting a series of interviews and investigations from reports that are related to the matter. These objectives include identifying the current competition and demand of the hotel market, in addition to the strategy used to set rates and the impact a prisoner’s dilemma has on it, thus identifying the best strategy to face it. Moreover, the possible changes that the market may experience due to a change of supply and demand are discussed and how the strategy must change to overcome this new scenario so as to not incur in a price war. Finally, the study explains other strategies and tactics that can be used to avoid falling into an unwanted price war. This brings us to the conclusion that a price war can occur in the five-star hotel market if current strategies and tactics are not rethought in order to attract more customers, taking into consideration that there are non-price factors that can be used.