Citas bibligráficas
Tisnado, K., Rimarachin, M. (2019). Estrategias de gestión en los procesos de retención del talento humano y la rotación de personal en las empresas en el sector textil, Lima 2019 [Tesis, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/654083
Tisnado, K., Rimarachin, M. Estrategias de gestión en los procesos de retención del talento humano y la rotación de personal en las empresas en el sector textil, Lima 2019 [Tesis]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2019. http://hdl.handle.net/10757/654083
@misc{renati/393299,
title = "Estrategias de gestión en los procesos de retención del talento humano y la rotación de personal en las empresas en el sector textil, Lima 2019",
author = "Rimarachin Cordova, Milagros Marina",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2019"
}
The main objective of the research was to determine the relationship that exists between the management strategies for the retention of human talent and the turnover of personnel in the textile sector 2019, under a non-experimental design methodology, of a transactional correlational cut, exploring the facts directly of collaborators by collecting data in a single moment. For this, 261 workers from 9 Top companies in Lima Centro were surveyed, as a study sample, and who were applied the study instruments, whose Cronbach's Alpha value shows a high (0.968), and acceptable reliability (0.871). In the results, an inverse correlation coefficient was determined between the variables, using Spearman's Rho test (rho = -0633) and a p value = 0.000 lower than the established level of significance (p value <0.05), which led to rejection. Of the null hypothesis and the acceptance of the hypotheses, concluding that: "There is a significant relationship between the management strategies for the retention of human talent and the turnover of personnel in the textile sector 2019". Likewise, it was determined that the strategic management applied by textile companies to retain human resources is classified by 48% of collaborators at moderate levels and by 41% at high levels, while staff turnover was characterized by the 61% at moderate levels and 30% at low levels.
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