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El perfil de los responsables del área de gestión humana en las PYMES: caso Villavicencio, Colombia

Author

Listed:
  • Dagoberto Torres-Flórez
  • Luisa Fernanda Cedano-Parrado
  • María Paula Pérez-Sánchez

Abstract

En las pymes es común encontrar que las prácticas de gestión humana (GH) no son ejecutadas adecuadamente debido a que la mayoría no cuentan con un área específica en este ámbito, por lo cual son ejercidas por otros departamentos o personas con un perfil noidóneo; de ahí la necesidad de conocer cómo debería ser el perfil competente para manejar el área de GH y cómo esta le aporta valor a la organización. Este estudio es de carácter descriptivo con enfoque cuantitativo experimental y se apoya en el modelo Tuning, presentando características sociodemográficas y competencias. Se utilizó, además, un instrumento que fue aplicado a 103 responsables de talento humano en pymes de Villavicencio, cuyos resultados permitieron proponer un perfil idóneo a partir de las competencias y prácticas de GH. El perfil debería ser el de una persona con estudios en Administración de Empresas o programas académicos afines, con especialización en talento humano, con una experiencia de dos a tres anos en diversos cargos en esta área ypreferiblemente mujer. Esto permitirá a las organizaciones mejorar el perfil de quienes se encuentran en las áreas de GH y a las universidades comprender qué está necesitando el mercado laboral para desarrollar estas competencias en los futuros profesionales.***In SMEs, it is common to find that human management practices (GH) are not properly executed because most do not have a specific section in this area, for which it is exercised by other departments or people with an unsuitable profile, Hence the need to know how the competent profile should be to manage the GH area and how it adds value to the organization. This study is descriptive with an experimental quantitative approach and is supported by the Tuning model, presenting sociodemographic characteristics and skills. It was also used an instrument that was applied to 103 managers of human talent inSMEs in Villavicencio, the results of which made it possible to propose an ideal profile based on human management skills and practices. The profile should be a person with studies in Business Administration or related academic programs, specializing in human talent, with an experience of two to three years in various positions in this area and preferably a woman. This will allow organizations to improve the profile of those who apply it and for universities to understand what the labor market is needing and to develop these competencies in future professionals.

Suggested Citation

  • Dagoberto Torres-Flórez & Luisa Fernanda Cedano-Parrado & María Paula Pérez-Sánchez, 2020. "El perfil de los responsables del área de gestión humana en las PYMES: caso Villavicencio, Colombia," Revista Clio América, Universidad del Magdalena, vol. 14(27), pages 430-440, March.
  • Handle: RePEc:col:000506:019672
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    File URL: https://revistas.unimagdalena.edu.co/index.php/clioamerica/article/view/3706
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    More about this item

    Keywords

    talento humano; prácticas de gestión humana; desempeño laboral; desarrollo organizacional; competencias laborales;
    All these keywords.

    JEL classification:

    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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