Principales causas de rotación laboral en la generación millennial
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2024-02-27
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Pontificia Universidad Católica del Perú
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En las organizaciones, el factor humano se constituye como el eje fundamental de su
desarrollo. Es un punto de consenso. Sin embargo, hace falta generar conciencia acerca de
que ese factor humano es cambiante a lo largo del tiempo, pues las características de los
trabajadores de la generación Y, llamada también generación “millennial” o” generación Y”,
son notoriamente diferentes a las de sus pares de las generaciones anteriores. Sus hábitos,
preferencias y formas de ver la vida influyen en sus decisiones de permanencia laboral, por lo
que deben ser conocidas y analizadas por los empleadores.
El tema central en la presente investigación es brindar información relevante sobre las
causas de la rotación laboral en la actualidad, enfocándose en la generación millennial en
Lima Metropolitana, especialmente en los millennials profesionales que se encuentran en el
mercado laboral con un mínimo de cuatro años. Su desarrollo representa un desafío, debido a
que la información académica es insuficiente con relación a los millennials peruanos, pero
también genera una especial contribución a favor de las empresas ya que, si estas disponen de
información confiable con relación a las razones de la rotación laboral de los trabajadores de
este grupo etario, podrán gestionar exitosamente la retención de dicho talento humano en sus
organizaciones.
La presente investigación, titulada Principales Causas de Rotación Laboral en la
Generación Millennial, tiene un propósito exploratorio y ha sido desarrollada con un enfoque
cualitativo, y está estructurada de la siguiente forma:
Capítulo I: Como parte introductoria se describen los antecedentes que caracterizan a la
generación millenial, se define el problema y propósito de la investigación, además de
especificar cuál es la naturaleza del análisis, llegando a la justificación correspondiente, con
las limitaciones y delimitaciones que conlleva su desarrollo. Capítulo II: Se presenta la literatura con la que se sustentan los estudios realizados,
proporcionando los conceptos de cada tema tratado.
Capítulo III: Se explica la metodología empleada y el proceso del estudio.
Capítulo IV: Se desarrolla el análisis y resultados de las entrevistas realizadas.
Capítulo V: Se presentan las conclusiones correspondientes, brindando las recomendaciones
y un plan de mejora.
Within organizations, the human factor is considered as the fundamental axis of its development. It is a point of consensus. However, it is necessary to raise awareness about the fact that this human factor is changing over time, since the features of the workers of generation Y, also called the millennial generation, are notoriously different from those of their peers from previous generations. Their habits, preferences and ways of seeing life influence their decisions to stay at work, so they must be known and analyzed by employers. The main topic in this research is to provide relevant information on the causes of employee turnover today, focusing on the millennial generation in Metropolitan Lima, especially professional millennials who have been in the labor market for a minimum of four years. Its development poses a challenge, because academic information is insufficient in relation to Peruvian millennials; however, it favors companies in the event they have reliable information regarding the reasons for employees ‘turnover in this age group, they will be able to successfully manage staff retention. This research, titled Main Causes of Employee Turnover in the Millennial Generation, has an exploratory purpose and has been developed with a qualitative approach, and is structured as follows: Chapter I: As an introduction, the background of the millennial generation is described, the problem and purpose of the research are defined, in addition to specifying the nature of the analysis, reaching the corresponding justification, along with the constrains and delimitations that its development entails. Chapter II: Literature used as reference for the studies is shown. It provides concepts for each topic. Chapter III: Used methodology and study process are explained. Chapter IV: Analysis and results of interviews carried out are developed.Chapter V: Corresponding remarks are presented, providing recommendations and an improvement plan.
Within organizations, the human factor is considered as the fundamental axis of its development. It is a point of consensus. However, it is necessary to raise awareness about the fact that this human factor is changing over time, since the features of the workers of generation Y, also called the millennial generation, are notoriously different from those of their peers from previous generations. Their habits, preferences and ways of seeing life influence their decisions to stay at work, so they must be known and analyzed by employers. The main topic in this research is to provide relevant information on the causes of employee turnover today, focusing on the millennial generation in Metropolitan Lima, especially professional millennials who have been in the labor market for a minimum of four years. Its development poses a challenge, because academic information is insufficient in relation to Peruvian millennials; however, it favors companies in the event they have reliable information regarding the reasons for employees ‘turnover in this age group, they will be able to successfully manage staff retention. This research, titled Main Causes of Employee Turnover in the Millennial Generation, has an exploratory purpose and has been developed with a qualitative approach, and is structured as follows: Chapter I: As an introduction, the background of the millennial generation is described, the problem and purpose of the research are defined, in addition to specifying the nature of the analysis, reaching the corresponding justification, along with the constrains and delimitations that its development entails. Chapter II: Literature used as reference for the studies is shown. It provides concepts for each topic. Chapter III: Used methodology and study process are explained. Chapter IV: Analysis and results of interviews carried out are developed.Chapter V: Corresponding remarks are presented, providing recommendations and an improvement plan.
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Comportamiento organizacional, Rotación de personal, Generación Y
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Excepto se indique lo contrario, la licencia de este artículo se describe como info:eu-repo/semantics/openAccess