Bibliographic citations
Humeres, J., Solis, W., Polo, J. (2019). Identificación de factores de rotación del personal operativo y propuesta de plan de retención para el área de beneficio de la planta de procesamiento - Empresa Avícola [Trabajo de investigación, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/648843
Humeres, J., Solis, W., Polo, J. Identificación de factores de rotación del personal operativo y propuesta de plan de retención para el área de beneficio de la planta de procesamiento - Empresa Avícola [Trabajo de investigación]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2019. http://hdl.handle.net/10757/648843
@mastersthesis{renati/386736,
title = "Identificación de factores de rotación del personal operativo y propuesta de plan de retención para el área de beneficio de la planta de procesamiento - Empresa Avícola",
author = "Polo Córdova, Jair Edilton",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2019"
}
The present investigation was done to identify the rotation factors in the Benefit Area of the Processing Plant of a poultry company, an area that has the largest number of employees of the entire plant, which represents 50% of the total plant (330 operators). The fact of the high turnover in this particular area, which generated great concern, motivated the interest in this investigation, since actions and plans aimed at reducing rotation were not perceived. In order to identify the rotation factors of the Benefit area, various actions were carried out such as: Review of the results of the exit interviews based on the Exit Guide validated by the poultry company, the personal interview with the Head of the Benefit Area, a the Coordinator of People Development and results of the GTPW Labor Climate Survey, carried out in 2016 and 2017. The rotation between 2016, 2017 and 2018 has been 83% of which 51% has been due to abandonment of work and 32% resignations and by generational groups it can be seen that Millennials between 18 and 24 years old are the ones who rotate the most in a 38%, followed by the ages of 25 to 30 years by 36%. Also, from 2016 to 2018, 1087 operators of the Benefit area ceased and the results of a sample of 266 operators were reviewed, mentioning the reasons for their departure. At a descriptive level, the withdrawal factors identified by the operators of the Benefit area are: Family 30.08%, Health 11.28% and Professional Development 10.15%. That is why, based on the focus of our research, the factors with the greatest impact were identified and this is how we conclude by proposing a Retention Plan aimed at significantly reducing rotation in the Benefit area.
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