FACTORES QUE CAUSAN LA ROTACIÓN DEL PERSONAL DE FARMACIAS SANA SANA DEL SECTOR DURÁN
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2019-04
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Universidad de Guayaquil Facultad de Ciencias Psicológicas
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Este trabajo sistematiza las experiencias de mis prácticas en el año 2016, realizadas en el área de selección de la Unidad de Farmacias Sana Sana de Corporación GPF, área que atrae y busca personal y talento humano nuevo para cubrir vacantes solicitadas por la organización.
El eje del estudio fue analizar ¿Cómo las prácticas o técnicas de selección aplicadas en el proceso de reclutamiento y selección de personal afectan al nivel de rotación de personal Farmacias Sana Sana del sector Durán? Con una metodología de sistematización de experiencias, y las técnicas aplicadas de enfoque cualitativo en el área se logró obtener información relevante de experiencias conseguidas a través del proceso práctico.
La finalidad de haber realizado esta sistematización fue cuestionar las técnicas comúnmente utilizadas y contribuir a generar conocimiento que permita desarrollar habilidades para diagnosticar los factores de rotación desde el área de selección y reclutamiento hasta el resto de los subsistemas de recursos humanos.
Como conclusión de esta sistematización, expongo que los diferentes factores de rotación identificados en la organización, como, ineficiencia a la hora de reclutar y seleccionar personal nuevo, la insatisfacción laboral y condiciones laborales de los trabajadores constituyen causas que incrementan el nivel de rotación del sector analizado Se recomendó considerar un plan de desarrollo de habilidades para el personal de selección y reclutamiento en pro de atraer personal idóneo y a la vez llevar a cabo un estudio de satisfacción laboral y así considerar propuestas de mejoras que vengan por parte de los mismos colaboradores
This work systematizes the experiences of my practices in 2016, performed in the Selection area of the Pharmacy Unit Sana Sana of Corporation GPF, an area that attracts and looks for personnel and new human talent to fill vacancies requested by the organization. The focus of the study was to analyze how the selection practices or techniques applied in the process of recruitment and selection of personnel affect the turnover level of Sana Sana Pharmacies in the Duran sector? With a methodology of systematization of experiences, and the applied techniques from a qualitative approach in the area, it was possible to obtain relevant information from experiences acquired through the practical process. The purpose of having done this systematization was to question the commonly used techniques and contribute to generate knowledge that allows developing skills to diagnose the rotation factors from the selection and recruitment area to the rest of the Human Resources subsystems. As a conclusion of this systematization, I explain that the different factors of rotation identified in the organization, such as inefficiency when recruiting and selecting new personnel, job dissatisfaction and working conditions of workers are causes that increase the level of rotation of the sector analyzed. It was recommended to consider a skill development plan for selection and recruitment personnel in order to attract qualified personnel and at the same time carry out a study of job satisfaction and thus consider proposals for improvements that come from the employees themselves
This work systematizes the experiences of my practices in 2016, performed in the Selection area of the Pharmacy Unit Sana Sana of Corporation GPF, an area that attracts and looks for personnel and new human talent to fill vacancies requested by the organization. The focus of the study was to analyze how the selection practices or techniques applied in the process of recruitment and selection of personnel affect the turnover level of Sana Sana Pharmacies in the Duran sector? With a methodology of systematization of experiences, and the applied techniques from a qualitative approach in the area, it was possible to obtain relevant information from experiences acquired through the practical process. The purpose of having done this systematization was to question the commonly used techniques and contribute to generate knowledge that allows developing skills to diagnose the rotation factors from the selection and recruitment area to the rest of the Human Resources subsystems. As a conclusion of this systematization, I explain that the different factors of rotation identified in the organization, such as inefficiency when recruiting and selecting new personnel, job dissatisfaction and working conditions of workers are causes that increase the level of rotation of the sector analyzed. It was recommended to consider a skill development plan for selection and recruitment personnel in order to attract qualified personnel and at the same time carry out a study of job satisfaction and thus consider proposals for improvements that come from the employees themselves
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ROTACIÓN DEL PERSONAL, FARMACIAS SANA SANA, DURAN