Citas bibligráficas
Navarro, O., (2023). Modelo de Gestión por Competencias para la efectividad del Desempeño Laboral en la empresa Acoustic & Thermal, Lima 2020 [Tesis, Universidad Privada Antenor Orrego]. https://hdl.handle.net/20.500.12759/10768
Navarro, O., Modelo de Gestión por Competencias para la efectividad del Desempeño Laboral en la empresa Acoustic & Thermal, Lima 2020 [Tesis]. PE: Universidad Privada Antenor Orrego; 2023. https://hdl.handle.net/20.500.12759/10768
@mastersthesis{renati/372744,
title = "Modelo de Gestión por Competencias para la efectividad del Desempeño Laboral en la empresa Acoustic & Thermal, Lima 2020",
author = "Navarro Santander, Orestes Alfredo",
publisher = "Universidad Privada Antenor Orrego",
year = "2023"
}
The present work had as a general objective, to elaborate and justify the proposal of a human resources management model by competences that guarantees the effectiveness of work performance in the company Acoustic & Thermal Solutions Applied S.A.C. For this, a non-experimental descriptive investigation was carried out that describes the situation and measures, evaluates and collects data on different aspects of the company without manipulating the variables, only limiting itself to observing them in their natural context. For this, a sample of 08 workers (strategic and support positions) was taken who with their work affect the results of the company to whom the inventory of evaluation of administrative competences HJS (Hellriegel, Jackson & Slocum, 2011) was applied as well as data collection techniques such as questionnaires and surveys that allowed to define the current situation of the human resources area in the study company and through the results to elaborate tables and graphs with the results. In the application of the survey of administrative competences, the result is that the strategic positions have administrative or managerial competences above the average and excel in many characteristics, not being so the support positions, which in general are in the average of the administrative competences requiring training plans for their improvement. On the other hand, it was found that the company does not have a defined human resources area but develops adequate procedures to support human resources processes. Keywords:
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