Tesis - Licenciatura en Gestión del Talento Humano
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- ItemOutplacement y las emociones del personal desvinculado(Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Velez Tacuri, Katherin Johana; Wushcashina Jácome, Vanessa Elizabeth; Tovar Molina, Evelyn AlexandraThe general objective of this study was to identify emotional level of the outplacement personnel. The objectives included: establishing a theoretical framework for assessing emotional level of dismissed staff, analyzing the snowball statistical method to determine emotional level of 100 individuals, and offering outplacement strategies to minimize their emotional impact. In order to facilitate transition of laid-off workers back into the labor market, the support program provides them tools and support they need. When it comes to transitioning, emotions play a crucial role, dynamic processes involve physiological, cognitive, and behavioral changes. In this study, a non-experimental cross-sectional design was employed, and a TMMS-24 survey was applied, which is based on the Salovey and Mayer research groups TMMS, which contains three key dimensions of EI, each with 8 items, revealing significant gender differences in attention, clarity and emotional repair. The study found 28% of women and 43% of men have low emotional repair capacity. Additionally, 41% of women have low levels of emotional care, where as, a high percentage of both genders have medium levels of emotional care and repair, highlighting the need for individualized outplacement support.
- ItemLa gamificación en el compromiso laboral de los trabajadores administrativos de la empresa eléctrica provincial Cotopaxi S.A.(Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Sevilla Orna, Karen Anahi; Toabanda Chimbo, Mery Edith; Silva Guzmán, Martha PatriciaThe work commitment of employees is a growing concern in companies all over the world. Various methodologies, such as gamification strategies, have been presented to improve these levels. This research seeks to propose gamification strategies to strengthen the work commitment of administrative workers of the company Eléctrica Provincial Cotopaxi S.A. For this purpose, a sample of 157 workers was selected by means of convenience sampling. Two surveys were used, such as the gamification survey that has four dimensions: knowledge and training on gamification, game recognition, game usefulness, and motivation; this instrument has a Cronbach's Alpha of 0.918 for its validation the expert judgment tool (Galicia Alarcón et al., 2017) and the commitment survey of (Rodríguez Benique, 2023) was used, which has three dimensions: affective commitment, continuity commitment and normative commitment which has a Cronbach's Alpha of 0.938. 69.43% of the participants recognized gamification as an effective strategy to strengthen work engagement, and 76.43% reported high work engagement. The research found a positive coefficient of 0.516 between gamification and work engagement, suggesting that adequately adapted gamification can significantly improve employee performance, foster a more dynamic, participative work environment, and improve work engagement. Keywords: Work Engagement, Gamification, and Human Resources.
- ItemInclusión laboral para personas con discapacidad en el GAD Provincial de Cotopaxi(Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Ruiz Valarezo, Gypsy Scarlet; Vizcaino Cárdenas, Gloria SusanaThis research seeks to know the reality of labor inclusion of people with disabilities in a public entity, requiring to value and take advantage of diversity, promoting equitable opportunities for professional development beyond simple regulatory compliance, it is a rights and equality approach promoting autonomy and empowerment of people with disabilities. A non-experimental design was used, observing the phenomenon as it occurs in its natural context. The target population consisted of 153 officials of a Provincial GAD of Cotopaxi, of which 45 collaborators responded by completing a survey based on the Inclusion Evaluation Scale (EEI). The reliability analysis of the instrument shows a Cronbach's Alpha of 0.982 for a total of 24 items, suggesting excellent internal consistency. This result indicates that the items of the questionnaire consistently measure the construct of labor inclusion for people with disabilities. In addition, key sociodemographic variables were collected, such as gender, age, marital status, ethnicity, educational level and membership in priority groups. These data will allow us to identify significant patterns and differences in labor inclusion, facilitating the development of effective policies and strategies for equitable and sustainable inclusion. The findings of this research have a high impact, as they will allow understanding the current situation of labor inclusion of people with disabilities in the public entity studied. This will lay the groundwork for implementing improvements to promote the effective integration of this vulnerable group in the labor market.
- ItemCompetencias digitales en la empresa ABN ENTERPRICE(Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Regalado Romero, Dayanna Elizabeth; Sánchez Velasco, Katherine Lizbeth; Romero Poveda, Angelita ElizabethThe research entitled ‘Digital Competences at ABN ENTERPRISE’ aims to propose digital competence strategies for the company's employees, aligned with the technological needs of the current working environment. The study provides a theoretical basis for the importance of these competencies and proposes a comprehensive improvement programme. A quantitative methodology with a cross-sectional design has been used, collecting data through surveys applied to a representative sample of 80 workers. The questionnaire is designed to accurately measure various digital competences. This tool allows to obtain objective and reliable data on the current state of digital competences in the company. The results show that 65% of employees have basic technical skills, while only 30% are comfortable using advanced digital tools and 25% show a high ability to adapt to new technologies. A programme has been developed consisting of seven designed strategies which are: implementation of continuous training sessions, promotion of an organisational culture that values technological innovation, creation of opportunities to apply new skills in real projects, continuous assessment and feedback, fostering digital collaboration, development of digital safety programmes and support for critical thinking. The seven key digital competencies on which this programme is based are: digital literacy, digital communication, digital creativity, digital safety, digital collaboration, critical thinking, evaluation and adaptability, and lifelong learning. The contributions of this project provide a solid foundation for the development of essential digital skills, which strengthens ABN ENTERPRISE's competitive position in the market.
- ItemSíndrome de burnout en el patronato de amparo social del GAD Municipal del cantón Latacunga(Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Lescano Granda, Karla Isabel; Quilumba Rosero, Daysi Marisol; Herrería Gallardo, Kevin RamiroBurnout Syndrome is an increasingly prevalent phenomenon in the workplace, especially in organizations that provide human services such as the Social Protection Board. Burnout Syndrome is a state of mental, emotional, and physical exhaustion that occurs as a result of overwhelming demands, chronic stress or job dissatisfaction. The three key components of Burnout are: emotional exhaustion, cynicism, and professional efficacy. This syndrome has a negative impact at both the individual and organizational level, manifesting itself in reduced productivity, increased absenteeism and staff turnover. The objective of this research is to establish strategies for the mitigation of Burnout syndrome in the collaborators of the Social Protection Board of the Municipal GAD of the Canton of Latacunga. A descriptive methodology with a quantitative approach was used, covering 87 collaborators from all areas of the organization. The results obtained through the application of the Maslach Burnout Inventory - General Survey (MBI-GS) indicate low levels of emotional exhaustion (62.04%) and cynicism (100%), but high levels of professional efficiency (93.10%). These findings suggest that, although a generalized Burnout Syndrome is not observed, there are factors that could lead to its development in the medium or long term, such as work overload and lack of organizational support. Based on these results, the implementation of Burnout Syndrome prevention strategies is recommended, focused on improving working conditions, strengthening organizational support, and developing self-care skills in workers. These actions are intended to mitigate the negative effects of Burnout Syndrome and promote the well-being and quality of life of the staff of the Board.