Bibliographic citations
Julcahuanga, M., Galvez, S. (2023). Factores claves y la retención del talento humano desde la perspectiva de los millenial y centennial, Tarapoto - 2020 [Universidad Nacional de San Martín. Fondo Editorial]. http://hdl.handle.net/11458/5191
Julcahuanga, M., Galvez, S. Factores claves y la retención del talento humano desde la perspectiva de los millenial y centennial, Tarapoto - 2020 []. PE: Universidad Nacional de San Martín. Fondo Editorial; 2023. http://hdl.handle.net/11458/5191
@misc{renati/1054686,
title = "Factores claves y la retención del talento humano desde la perspectiva de los millenial y centennial, Tarapoto - 2020",
author = "Galvez Acho, Sara Josefa",
publisher = "Universidad Nacional de San Martín. Fondo Editorial",
year = "2023"
}
"Key factors and the retention of human talent from the millennial and centennial perspective, Tarapoto - 2020". The high labor turnover among young professionals is generating cost overruns in the companies associated with the search for employees, in addition to not allowing the generation of cohesion among the human capital of the company, which would make employees feel identified with the organization. In addition, the young people indicated that the work they currently perform does not require skills that allow them to fully exploit their abilities, so they feel unmotivated to perform their work. Based on this, the main objective was: to establish the relationship between key factors towards the retention of human talent from the millennial and centennial perspective; the specific objectives were: to determine the prevalent key factor; as well as to determine the relational link between compensation, job characteristics, training and development opportunities, supervisor support, professional opportunities, work and life policies towards the retention of human talent. The methodology had a quantitative approach, applied type, correlational level and non-experimental design; the sample consisted of 374 people between 20 and 30 years of age from the city of Tarapoto, in the department of San Martin, to whom the survey and questionnaire were applied as a technique and as an instrument. Descriptive and inferential analyses were used to evaluate the variables and respond to the correlational objectives set. The main findings showed that the most prevalent key factor was training and development opportunities with 67.4% (fair level) and 23.5% (low level). Moreover, a significant negative connotation relationship was found between compensation, job characteristics, training and development opportunities, supervisor support, career opportunities, and work/life policy towards human talent retention (0.916; 0.878; 0.923; 0.929; 0.947 and 0.875; p=0.000). It is concluded that there is a significant and positive relationship between the variables with a Rho Spearman coefficient equal to 0.984.
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