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El sueldo no es suficiente para atraer y retener a los mejores

Listed author(s):
  • Rosa María Fuchs Ángeles

    ()

    (Universidad del Pacífico, Lima (Perú))

  • Susana Sugano Sato

    (Universidad del Pacífico, Lima (Perú))

Registered author(s):

    Las organizaciones afrontan el reto de atraer y retener al personal talentoso. En diversas instancias se hacereferencia a la existencia de una guerra por el talento. Es así que la retención de los trabajadores ha dejadode trabajarse, exclusivamente, considerando solo la oferta de un buen sueldo. En este artículo se explora, enun inicio, el marco teórico que describe las principales herramientas de retención del talento que desarrollanlas empresas, y que son consideradas como parte de la retribución total que reciben los trabajadores:compensaciones económicas, reconocimiento, planes de carrera y desarrollo del personal, retroalimentación,equilibrio vida profesional-vida personal, lazos sociales y generación de equipos, adecuada relación con eljefe y clima organizacional.Posteriormente, se presentan los resultados que se obtuvieron mediante entrevistas con diez de las mejoresempresas para trabajar del Perú, según el ranking del Great Place to Work Institute de 2007, sobre lasherramientas de retención del talento que ponen en práctica. Finalmente, se presentan las conclusiones delestudio de casos.

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    File URL: http://revistas.up.edu.pe/index.php/business/article/view/762/863
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    Article provided by Universidad del Pacífico - University of the Pacific Lima (Peru) in its journal Journal of Business.

    Volume (Year): 1 (2009)
    Issue (Month): 2 ()
    Pages: 91-106

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    Handle: RePEc:udp:journl:v:1:y:2009:i:2:p:91-106
    Contact details of provider: Web page: http://journalofbusiness.up.edu.pe

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