Retener y Triunfar Estrategias de Éxito para Reducir la Rotación en las Compañías del sector financiero en Bogotá
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Date
2025-03-19
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Publisher
Corporación Universitaria Minuto de Dios - UNIMINUTO
Type
Monografía
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Acceso Abierto - http://purl.org/coar/access_right/c_abf2
Abstract
La rotación de personal en el sector financiero es un fenómeno crítico que afecta a las organizaciones, sin importar su tamaño o posicionamiento en la industria, este proceso, que implica la salida de empleados y la incorporación de nuevos talentos, genera altos costos para las empresas, incluyendo gastos de reclutamiento, capacitación y la pérdida de conocimiento; del mismo modo, impacta negativamente el ambiente laboral, afectado la productividad de los empleados que permanecen en la compañía. Este estudio se centra en analizar las estrategias más efectivas para reducir la rotación de personal en el sector financiero colombiano, con un enfoque especifico en las organizaciones del sector financiero en Bogotá. A través, de documentos y aportes teóricos, se buscan soluciones que conlleven a la retención del talento y fortalecimiento de la competitividad empresarial, según datos de la Federación Colombiana de Gestión Humana (ACRIP), los empleados menores de 30 años presentan los índices más altos de rotación, representando el 66.2% del total, entre las principales razones de la rotación no deseada se encuentran un mal ambiente laboral, agotamiento profesional, largas jornadas, falta de liderazgo y escasas oportunidades de crecimiento. Estos factores resaltan la necesidad de implementar estrategias para mejorar la retención del talento en la industria financiera. Por consiguiente, la rotación suele verse de manera negativa, pues la misma también tiene ventajas, ya que permite la entrada de nuevos talentos con conceptos actualizados, no obstante, su incremento en 2023 en un 8% (según Forbes Colombia)
Employee turnover in the financial sector is a critical phenomenon that affects organizations regardless of their size or industry position. This process, which involves the departure of employees and the incorporation of new talent, generates high costs for companies, including recruitment and training expenses, and the loss of knowledge. It also negatively impacts the work environment, affecting the productivity of employees who remain with the company. This study focuses on analyzing the most effective strategies for reducing employee turnover in the Colombian financial sector, with a specific focus on organizations in the financial sector in Bogotá. Through documents and theoretical contributions, solutions are sought that lead to talent retention and strengthening business competitiveness. According to data from the Colombian Federation of Human Resources (ACRIP), employees under the age of 30 have the highest turnover rates, representing 66.2% of the total. Among the main reasons for unwanted turnover are a poor work environment, burnout, long hours, lack of leadership, and limited growth opportunities. These factors highlight the need to implement strategies to improve talent retention in the financial industry Consequently, turnover is often viewed negatively, as it also has advantages, allowing the entry of new talent with updated concepts. However, its 8% increase in 2023 (according to Forbes Colombia)
Employee turnover in the financial sector is a critical phenomenon that affects organizations regardless of their size or industry position. This process, which involves the departure of employees and the incorporation of new talent, generates high costs for companies, including recruitment and training expenses, and the loss of knowledge. It also negatively impacts the work environment, affecting the productivity of employees who remain with the company. This study focuses on analyzing the most effective strategies for reducing employee turnover in the Colombian financial sector, with a specific focus on organizations in the financial sector in Bogotá. Through documents and theoretical contributions, solutions are sought that lead to talent retention and strengthening business competitiveness. According to data from the Colombian Federation of Human Resources (ACRIP), employees under the age of 30 have the highest turnover rates, representing 66.2% of the total. Among the main reasons for unwanted turnover are a poor work environment, burnout, long hours, lack of leadership, and limited growth opportunities. These factors highlight the need to implement strategies to improve talent retention in the financial industry Consequently, turnover is often viewed negatively, as it also has advantages, allowing the entry of new talent with updated concepts. However, its 8% increase in 2023 (according to Forbes Colombia)
Description
Proponer y desarrollar una estrategia de mayor impacto y efectividad en la reducción de los índices de rotación en las empresas de la industria financiera, partiendo de la comprensión de las causas de la misma. Impactando de esta forma a nivel económicos y operativo
Keywords
staff turnover, causes of turnover, retention, strategies, financial sector, costs, rotación de personal, causas de la rotación, retención, sector financiero, costos, staff turnover, causes of turnover, retention, strategies