Influencia del talento humano en el desarrollo insƟtucional de la Universidad Nacional de Trujillo, 2024
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Date
2024
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Universidad Nacional de Truijillo
Abstract
Esta investigación tiene como objetivo analizar la influencia del talento humano en el
desarrollo institucional de la Universidad Nacional de Trujillo (UNT) en 2021, determinando
cómo las prácticas de gestión del talento impactan en el desempeño organizacional. La
metodología adoptó un diseño descriptivo correlacional con una muestra de 275 trabajadores
administrativos de una población de 967, utilizando un cuestionario estructurado con escala
Likert. El análisis estadístico, incluyendo pruebas de normalidad y correlación, reveló una
fuerte relación entre el talento humano y el desarrollo institucional, con un coeficiente de
correlación de Pearson de R = 0,984 (p < 0,000). Las dimensiones evaluadas incluyen Logro,
Interés en el Trabajo, Mejora y Reconocimiento, todas mostrando una influencia
significativa. Se identificaron áreas críticas como la identificación y diferenciación de
talentos, compromiso, satisfacción y capacitación profesional. Las conclusiones confirman
que una gestión eficaz del talento humano mejora significativamente el desarrollo
institucional, recomendando establecer políticas laborales que incentiven el rendimiento y
desarrollo profesional, mejorar la capacitación continua y el reconocimiento del personal, y
fomentar un clima organizacional positivo. Los hallazgos proporcionan un marco para
desarrollar mejores políticas de gestión del talento humano, sugiriendo que futuras
investigaciones adopten un enfoque longitudinal y expandan este estudio a otras
instituciones para generalizar los resultados. Además, se recomienda complementar los
hallazgos cuantitativos con metodologías cualitativas para una comprensión más profunda
de la dinámica del talento humano.
This research aims to analyse the influence of human talent on the institutional development of the National University of Trujillo (UNT) in 2021, determining how talent management practices impact on organisational performance. The methodology adopted a descriptive correlational design with a sample of 275 administrative workers out of a population of 967, using a structured questionnaire with Likert scale. Statistical analysis, including normality and correlation tests, revealed a strong relationship between human talent and organisational development, with a Pearson correlation coefficient of R = 0.984 (p < 0.000). The dimensions assessed included Achievement, Job Interest, Improvement and Recognition, all showing significant influence. Critical areas such as talent identification and differentiation, commitment, satisfaction and professional development were identified. The findings confirm that effective human talent management significantly enhances institutional development, recommending the establishment of employment policies that encourage performance and professional development, enhance continuous training and recognition of staff, and foster a positive organisational climate. The findings provide a framework for developing better human talent management policies, suggesting that future research adopt a longitudinal approach and expand this study to other institutions to generalise the results. Furthermore, it is recommended to complement the quantitative findings with qualitative methodologies for a deeper understanding of human talent dynamics.
This research aims to analyse the influence of human talent on the institutional development of the National University of Trujillo (UNT) in 2021, determining how talent management practices impact on organisational performance. The methodology adopted a descriptive correlational design with a sample of 275 administrative workers out of a population of 967, using a structured questionnaire with Likert scale. Statistical analysis, including normality and correlation tests, revealed a strong relationship between human talent and organisational development, with a Pearson correlation coefficient of R = 0.984 (p < 0.000). The dimensions assessed included Achievement, Job Interest, Improvement and Recognition, all showing significant influence. Critical areas such as talent identification and differentiation, commitment, satisfaction and professional development were identified. The findings confirm that effective human talent management significantly enhances institutional development, recommending the establishment of employment policies that encourage performance and professional development, enhance continuous training and recognition of staff, and foster a positive organisational climate. The findings provide a framework for developing better human talent management policies, suggesting that future research adopt a longitudinal approach and expand this study to other institutions to generalise the results. Furthermore, it is recommended to complement the quantitative findings with qualitative methodologies for a deeper understanding of human talent dynamics.
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HUMANITIES and RELIGION::History and philosophy subjects::History subjects::History