Publication: Retención del personal supervisor mediante asignación de vivienda - Refinería de Talara PETROPERÚ 2021-2023
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Date
2024
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Universidad Nacional de Trujillo
Abstract
El presente trabajo de suficiencia profesional se desarrolló bajo la experiencia como Supervisor Personal y Beneficios en la empresa Petróleos del Perú - PETROPERÚ S.A.; mediante este, se da a conocer el problema de retención del personal Supervisor contratado para operar la Nueva Refinería Talara, quienes participaron en el “Plan Integral de Capacitación de Personal para la Nueva Refinería Talara”, describiendo las acciones emprendidas por la Jefatura Recursos Humanos Talara, centrándose en quienes mantenían familias fuera de la zona y logrando reducir sus ceses del 50.00% al 27.27%. En lo que se refiere a la metodología, esta tuvo un alcance descriptivo cuya fuente de información fueron bases de datos de la función recursos humanos, siendo necesario contrastar teoría, datos numéricos y comportamientos para arribar a la solución propuesta. El documento está estructurado en cuatro capítulos, en el primero se describen datos generales de la empresa, se identifica el problema y se plantean los objetivos. En el segundo capítulo se presenta el marco teórico. El tercer capítulo describe la metodología utilizada y presenta la estrategia de solución al problema identificado. En el cuarto capítulo se detalla la apreciación crítica del investigador a la formación adquirida durante sus estudios en la facultad y, en base a la experiencia, presenta aportes a la malla curricular. Finalmente, el informe concluye destacando la importancia de la gestión de recursos humanos para el cumplimiento de los objetivos estratégicos de la organización.
ABSTRACT The following Professional Sufficiency Report was developed under the experience as Personal and Benefits Supervisor in the company Petróleos del Perú - PETROPERÚ S.A.; the work shows the problem of retention of the supervisory personnel hired to operate the New Talara Refinery is made known, who participated in the Integral Plan of Personnel Training for the New Talara Refinery, describing the actions taken by the Talara Human Resources Head Office, focusing on those who supported families outside the area and managing to reduce their dismissals from 50.00% to 27.27%. Regarding the methodology, it had a descriptive scope whose source of information was databases of the human resources function, making it necessary to contrast theory, numerical data and behaviors to arrive at the proposed solution. The document is structured in four chapters, the first describes general data of the company, identifies the problem and sets out the objectives. In the second chapter the theoretical framework is presented. The third chapter describes the methodology used and presents the solution strategy to the identified problem. The fourth chapter details the researcher's critical appreciation of the training acquired during his studies at the faculty and, based on the experience, presents contributions to the curricular framework. Finally, the report concludes by highlighting the importance of human resources management for meeting the organization's strategic objectives.
ABSTRACT The following Professional Sufficiency Report was developed under the experience as Personal and Benefits Supervisor in the company Petróleos del Perú - PETROPERÚ S.A.; the work shows the problem of retention of the supervisory personnel hired to operate the New Talara Refinery is made known, who participated in the Integral Plan of Personnel Training for the New Talara Refinery, describing the actions taken by the Talara Human Resources Head Office, focusing on those who supported families outside the area and managing to reduce their dismissals from 50.00% to 27.27%. Regarding the methodology, it had a descriptive scope whose source of information was databases of the human resources function, making it necessary to contrast theory, numerical data and behaviors to arrive at the proposed solution. The document is structured in four chapters, the first describes general data of the company, identifies the problem and sets out the objectives. In the second chapter the theoretical framework is presented. The third chapter describes the methodology used and presents the solution strategy to the identified problem. The fourth chapter details the researcher's critical appreciation of the training acquired during his studies at the faculty and, based on the experience, presents contributions to the curricular framework. Finally, the report concludes by highlighting the importance of human resources management for meeting the organization's strategic objectives.
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Keywords
Retención de personal, Asignación de vivienda, Salario emocional, Rotación de personal, Recursos humanos