Análisis de las prácticas de gestión en la retención del talento humano y su influencia en el compromiso organizativo en empresas constructoras de Lima, 2014 - 2017
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CitationAstorga Condori, Silvia Isabel; Medina Llantoy, S. G. (2017). Análisis de las prácticas de gestión en la retención del talento humano y su influencia en el compromiso organizativo en empresas constructoras de Lima , 2014. Universidad Peruana de Ciencias Aplicadas (UPC). Retrieved from http://hdl.handle.net/10757/622667
AbstractWe leave to the members of the Jury the present research entitled "Analysis of the management practices in the retention of human talent and their influence on the organizational commitment in Lima's construction companies, 2014 - 2017", the objective was to analyze the practices of management of the human talent that allow to achieve a greater impact in the organizational commitment and in the reduction of the intention of abandonment of the human talent in construction companies of Lima. The hypothesis raised from which this research is developed is that the human talent management practices have a positive impact on the organizational commitment and on the reduction of the intention to abandon human talent in construction companies in Lima. As for the methodology of research was qualitative - descriptive type taking into account the theory founded that allowed to analyze the research topic from its natural context, through interviews in depth, and from that the hypothesis was validated. The sampling was of 40 people to whom the interviews were applied. The results demonstrated and identified that human talent management practices have a positive impact and are directly related to the affective, normative and continuity of organizational commitment, which allows to reduce the intention to abandon human talent in construction Companies in Lima. Finally, it is recommended that companies in the construction sector apply the retention practices of human talent management that have been identified in this study: remuneration, promotion, career development, motivational factors, communication, participation and identification. Since this is directly related to the three components of organizational commitment (affective, normative and continuity).
CollectionsAdministración de Empresas
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