https://repositorio.fumc.edu.co/handle/fumc/24 Mon, 06 Apr 2026 19:58:21 GMT 2026-04-06T19:58:21Z https://repositorio.fumc.edu.co/handle/fumc/2013 Modelo de evaluación de desempeño por competencias en la organización Presis LTDA García Torres, Derly; Zapata Mejía, Santiago En este momento Presis Ltda no tiene un modelo de evaluación de desempeño, una situación que afecta al lado administrativo y sus empleados, porque el desempeño de sus trabajadores no se conoce exactamente y si los objetivos se están cumpliendo realmente, entonces el objetivo es el diseño del modelo de evaluación del desempeño por competencias dentro del proceso de gestión humana de la empresa. A través de una metodología de tipo descriptivo, método: inductivo, enfoque: cualitativo; el diseño transversal no experimental fue capaz de identificar las competencias organizacionales según los puestos, una vez obtenida la información, se desarrolló una herramienta en los puestos de trabajo que permitió evaluar el desempeño en base a competencias y se propuso el plan de desarrollo individual a los empleados, con el fin de analizar el desempeño actual de sus empleados y así contribuir al logro de los objetivos, no solo beneficia a sus 2 empleados, sino también a sus gerentes, pudiendo determinar el desempeño actual de su personal.; At this time PRESIS LTDA does not have a performance evaluation model, a situation that affects the administrative side and its employees, because the performance of its workers is not exactly known and if the objectives are actually being met, then the objective is the design of the performance evaluation model by competences within the human management process of the company. Through a methodology of descriptive type, method: inductive, approach: qualitative; The non experimental cross-sectional design was able to identify the organizational competencies according to the positions, once the information was obtained, a tool was developed in the work posts that allowed evaluating the performance based on competences and the individual development plan was proposed to the employees, in order to analyze the current performance of their employees and thus contribute to the achievement of the objectives, not only benefits their employees, but also their managers, being able to determine the current performance of their personnel. Sun, 01 Jan 2017 00:00:00 GMT https://repositorio.fumc.edu.co/handle/fumc/2013 2017-01-01T00:00:00Z https://repositorio.fumc.edu.co/handle/fumc/2012 Estandarización del proceso de contratación del personal por medio de empresa de servicio temporal en la compañía Colombiana de Comercio S.A. Alkosto S.A. Y/O Corbeta S.A Muñera Gonzalez, Xiomara Liliana; Cañola Ríos, Holmes de Jesús La contratación del personal que se realiza por medio de empresa de servicio temporal para las Unidades de Negocio Casa Principal, Inversiones, Administración Central Medellín, Textiles, Kalley, Fotón, Alkomprar y AKT Motos, presenta deficiencias, ya que no existe ningún manual ni procedimiento que guie y garantice la ejecución de estas funciones sino que se realizan por el nivel de experiencia, conocimiento que se tiene. La estandarización del proceso de contratación de personal, se convierte en un aspecto clave para la compañía debido a que un proceso que mantiene las mismas condiciones, produce los mismos resultados, por lo tanto si se desean obtener resultados consistentes, es necesario estandarizar las condiciones de trabajo. Finalmente, por medio del trabajo se realiza una propuesta que le permita a la compañía sintetizar los trámites y documentar el proceso que se debe seguir en la contratación de empleados a través de la temporal de manera que la eficiencia y eficacia que la compañía ha establecido a través de sus procesos no se pierda; The hiring of personnel through a temporary service company for the Main House, Investment, Central Administration Medellin, Textiles, Kalley, Photon, Alkomprar and AKT Motos Business Units, has deficiencies, since there is no manual or procedure that guides and guarantees the execution of these functions but that they are realized by the level of experience, knowledge that is had. The standardization of the process of hiring personnel becomes a key aspect for the company because a process that maintains the same conditions, produces the same results, therefore if you want to obtain consistent results, it is necessary to standardize the conditions of job. Finally, through the work a proposal is made that allows the company to synthesize the procedures and document the process that must be followed in the hiring of employees through the temporary one so that the efficiency and effectiveness that the company has established to Through your processes do not miss. Sun, 01 Jan 2017 00:00:00 GMT https://repositorio.fumc.edu.co/handle/fumc/2012 2017-01-01T00:00:00Z https://repositorio.fumc.edu.co/handle/fumc/2011 Plan de incentivos para los empleados de la empresa productos alimenticios Melyma S.A.S Londoño Castrillón, Lina Marcela; Posso Goez, Liliana María; Rendón Cañas, Oscar Alexander Los propietarios de la empresa Melyma S.A.S se esfuerzan en mantener altos niveles de producción y lograr el crecimiento en las ventas, pero conscientes de los niveles de rotación y deserción de personal, han decidido apostarle a implementar estrategias de salario emocional que les permitan a los empleados generar mayor sentido de pertenencia y convertir la empresa en una gran comercializadora de alimentos de la ciudad de Medellín. Por esto el objetivo es Diseñar un plan de incentivos para los empleados con el fin de contribuir a su crecimiento personal, profesional y laboral y así aportarle al crecimiento de la empresa. El tipo de estudio es analítico, enfoque cuantitativo y método deductivo. La razón por la cual se diseña el plan de incentivos es porque sus propietarios son conscientes de la importancia que tiene para el personal, sentirse motivado por aspectos ajenos a la remuneración salarial y que con pequeños cambios esto se refleje en la calidad de vida de todos.; The owners of the company Melyma SAS strive to maintain high levels of production and achieve growth in sales, but aware of the levels of turnover and staff desertion, have decided to bet on implementing emotional salary strategies that allow employees generate a greater sense of belonging and convert the company into a large food marketing company in the city of Medellin. Therefore, the objective is to design an incentive plan for employees in order to contribute to their personal, professional and work growth and thus contribute to the growth of the company. The type of study is analytical, quantitative approach and deductive method. The reason why the incentive plan is designed is because its owners are aware of the importance it has for staff, feel motivated by aspects unrelated to salary remuneration and that with small changes this is reflected in the quality of life of all. Sun, 01 Jan 2017 00:00:00 GMT https://repositorio.fumc.edu.co/handle/fumc/2011 2017-01-01T00:00:00Z https://repositorio.fumc.edu.co/handle/fumc/2010 Usos y limitaciones administrativas de las empresas del sector manufacturero textil de la ciudad de Medellín en la retroalimentación a partir de las entrevistas de retiro Peroza Palacio, Viviana Patricia; Blandón Gómez, María Estefanía; Monsalve Sánchez, Adriana Marcela One of the main motivations that leads to the development of this research is that, as mentioned in the approach to the problem, companies, in general, only think about making more efficient the processes of linking personnel but not the processes of disengagement. What's more, many companies do not know how to fire an employee in the right way; On many occasions they do not dare to do it or they do it as they should not. Faced with this, this article presents the main findings of the research conducted on the administrative uses and limitations of textile manufacturing companies in the city of Medellin in the feedback from the retirement interviews; for this, it was based on the identification of the type of knowledge that entrepreneurs in that sector have about the retirement interviews; In turn, the impact of this tool on staff turnover was pointed out; and finally, the role of this kind of interview was interpreted in the feedback of the companies; One of the main motivations that leads to the development of this research is that, as mentioned in the approach to the problem, companies, in general, only think about making more efficient the processes of linking personnel but not the processes of disengagement. What's more, many companies do not know how to fire an employee in the right way; On many occasions they do not dare to do it or they do it as they should not. Faced with this, this article presents the main findings of the research conducted on the administrative uses and limitations of textile manufacturing companies in the city of Medellin in the feedback from the retirement interviews; for this, it was based on the identification of the type of knowledge that entrepreneurs in that sector have about the retirement interviews; In turn, the impact of this tool on staff turnover was pointed out; and finally, the role of this kind of interview was interpreted in the feedback of the companies Sun, 01 Jan 2017 00:00:00 GMT https://repositorio.fumc.edu.co/handle/fumc/2010 2017-01-01T00:00:00Z