Titulo:
Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática
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Sumario:
La responsabilidad social empresarial es una política enmarcada en la ética de las buenas prácticas competitivas y productivas de las organizaciones en los diferentes entornos socioculturales y económicos globales. Objetivo. Analizar la eficiencia de las actividades administrativas de la gestión del talento humano del sector empresarial en los diversos contextos laborales. Metodología. La metodología de esta investigación corresponde a un análisis descriptivo de la temática con base en la revisión sistemática de evidencia científica de literatura especializada, integrándose el procedimiento PRISMA a este proceso. Resultados. Los resultados muestran la importancia de alinear estratégicamente al personal con los objetivos misionales de las em... Ver más
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Revista Perspectiva Empresarial - 2024
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Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática Lu, X., Zhu, W. and Tsai, F.-S. (2019). Social Responsibility toward the Employees and Career Development Sustainability during Manufacturing Transformation in China. Sustainability, 11(17), 4778. https://doi.org/10.3390/su11174778 Ovais, D. (2019). Blue ocean social responsibility strategy: Creating competitive advantage through human resource policies. International Journal of Recent Technology and Engineering, 8(3), 591-598. https://doi.org/10.35940/ijrte.B2117.098319 OIT. (2010). La OIT y la responsabilidad social empresarial (RSE). Helpdesk de la OIT, 1. Recuperado de http://www.ilo.org/wcmsp5/ groups/public/--ed_emp/--emp_ent/--multi/ documents/publication/wcms_142694.pdf. Nie, D., Lämsä, A.-M. and Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees' turnover intentions. 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Management Research: Journal of the Iberoamerican Academy of Management, 18(4), 421-438. https://doi.org/10.1108/MRJIAM-06-2020-1053 Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-CompartirIgual 4.0. Revista Perspectiva Empresarial - 2024 https://creativecommons.org/licenses/by-nc-sa/4.0 https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/view/851 Revista Perspectiva Empresarial Sabaneta: Fundación Universitaria Ceipa, 2014- text/xml text/html application/pdf Núm. 2 , Año 2023 : Julio-Diciembre Aju, O. and Beddewela, E. (2020). Afrocentric Attitudinal Reciprocity and Social Expectations of Employees: The Role of Employee-Centred CSR in Africa. Journal of Business Ethics, 161(4), 763-781. https://doi.org/10.1007/s10551-019-04346-x 2 10 Gestão organizacional Gestão de talentos humanos Responsabilidade social Gestión organizacional Gestión del talento humano Responsabilidad social Ramírez Torres, William Eduardo La responsabilidad social empresarial es una política enmarcada en la ética de las buenas prácticas competitivas y productivas de las organizaciones en los diferentes entornos socioculturales y económicos globales. Objetivo. Analizar la eficiencia de las actividades administrativas de la gestión del talento humano del sector empresarial en los diversos contextos laborales. Metodología. La metodología de esta investigación corresponde a un análisis descriptivo de la temática con base en la revisión sistemática de evidencia científica de literatura especializada, integrándose el procedimiento PRISMA a este proceso. Resultados. Los resultados muestran la importancia de alinear estratégicamente al personal con los objetivos misionales de las empresas. Se enfatiza en la integración y práctica de los derechos sociales y laborales en los subsistemas de bienestar laboral, los entornos laborales saludables y la inversión financiera. Conclusiones. Las conclusiones del estudio señalan elementos clave de éxito para una gestión del personal eficaz con base en la gestión del conocimiento sostenible en función de los procesos de compensación, capacitación y entrenamiento, así como la promoción del capital humano y social de las personas. Ahammad, M.F., Glaister, K.W. and Weber, S.Y.T. (2012). Top management retention in cross-border acquisitions: The roles of financial incentives, acquirer's commitment and autonomy. European Journal of International Management, 6(4), 458- 480. https://doi.org/10.1504/EJIM.2012.048158 Español Akter, K., Ali, M. and Chang, A. (2019). Work-life programs and organisational outcomes: the role of the human resource system. Personnel Review, 49(2), 516-536. https://doi.org/10.1108/PR-10-2018-0408 Chang, Y.H. and Yeh, Y.J. (2018). Industry 4.0 and the need for talent: a multiple case study of Taiwan's companies. International Journal of Product Development, 22(4), 314-332. https://doi.org/10.1504/IJPD.2018.091150 Fatmy, V. et al. (2022). Does lesbian and gay friendliness pay off? A new look at LGBT policies and firm performance. Accounting & Finance, 62(1), 213- 242. https://doi.org/10.1111/acfi.12787 Human Resource Management Journal, 27(1), 169-188. Farooq, M.S. and Salam, M. (2021). Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work. Journal of Cleaner Production, 283, 124605. https://doi.org/10.1016/j.jclepro.2020.124605 Edwards, M.R. and Kudret, S. (2017). Multi-foci CSR perceptions, procedural justice and inrole employee performance: the mediating role of commitment and pride. https://doi.org/10.1111/1748-8583.12140 Edmans, A. (2012). The Link Between Job Satisfaction and Firm Value, With Implications for Corporate Social Responsibility. Academy of Management Perspectives, 26(4), 1-19. https://doi.org/10.5465/amp.2012.0046 Dropulić, I. and Čular, M. (2019). The effect of corporate social disclosure practice on reporting quality. Management, 24(2), 23-38. https://doi.org/10.30924/mjcmi.24.2.3 Díaz, O., Cardona, M. y Aguirre, D. (2014). Aportes teórico-conceptuales a la dinámica de la gerencia desde el área de gestión humana. Suma de Negocios, 5(10), 22-28. https://doi.org/10.1016/S2215-910X(14)70005-9 del-Castillo-Feito, C., Blanco-González, A. and Hernández-Perlines, F. (2022). The impacts of socially responsible human resources management on organizational legitimacy. 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Human Resource Management Review, 30(4), 100778. https://doi.org/10.1016/j.hrmr.2020.100778 Choi, B.-K., Ahn, J.-Y. and Choi, M.-C. (2021). Corporate Social Responsibility, CEO Compensation Structure, and Corporate Innovation Activities. Sustainability, 13(23), 13039. https://doi.org/10.3390/su132313039 Alos-Simo, L., Verdu-Jover, A.J. and Gomez-Gras, J.M. (2017). How transformational leadership facilitates e-business adoption. Industrial Management & Data Systems, 11(2), 382-397. https://doi.org/10.1108/IMDS-01-2016-0038 Chiavenato, I. (2009). Gestión del talento humano. Ciudad de México, México: McGraw-Hill. Publication Caplan, J. (2014). Thinking differently about talent development: an interview with Janice Caplan, author of Strategic Talent Development. Human Resource Management International Digest, 22(2), 42-45. https://doi.org/10.1108/HRMID-03-2014-0034 Boutmaghzoute, H. and Moustaghfir, K. (2021). Exploring the relationship between corporate social responsibility actions and employee retention: a human resource management perspective. Human Systems Management, 40(6), 789-801. https://doi.org/10.3233/HSM-211202 Arias, W. et al. (2016). Presentación de un inventario para valorar la percepción comunitaria de la Responsabilidad Social Empresarial (RSE). Revista Ciencias Estratégicas, 24(35), 101-118. Arredondo-Trapero, F., Vázquez-Parra, J.C. y de la Garza, J. (2016). Factores de innovación para la competitividad en la Alianza del Pacífico. Una aproximación desde el Foro Económico Mundial. Estudios Gerenciales, 32(141), 299-308. https://doi.org/10.1016/j.estger.2016.06.003 Calderón, G., Naranjo, J.C. y Álvarez, C.M. (2006). Gestión humana en las organizaciones un fenómeno complejo: evolución, retos, tendencias y perspectivas de investigación. Cuadernos de Administración, 19(32), 225-254. Benito Hernández, S., López-Cózar, C. and Rubio, G. (2022). Responsible behavior in relations with third parties as a driver of business performance in times of economic crisis. Revista Galega de Economía, 31(1), 1-24. https://doi.org/10.15304/rge.31.1.7910 Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M. (2016). Impact of socially responsible human resources policies on intellectual capital. Intangible Capital, 12(2), 549- 590. https://doi.org/10.3926/ic.738 Brammer, S., Millington, A. and Rayton, B. (2007). The contribution of corporate social responsibility to organizational commitment. The International Journal of Human Resource Management, 18(10), 1701-1719. https://doi.org/10.1080/09585190701570866 Organizational management Corporate social responsibility is a policy framed in the ethics of good competitive and productive practices of organizations operating in diverse socio-cultural and global economic environments. Objective. To assess the efficiency of administrative actions related to human talent management in various work environments within the business sector. Methodology. The research methodology consists of a descriptive analysis of the subject derived from the systematic review of scientific evidence from specialized literature and integrates the PRISMA procedure into this process. Results. The findings demonstrate the significance of strategically aligning personnel with the mission objectives of organizations. The incorporation and implementation of social and labor rights within the labor welfare subsystems is highlighted, alongside the promotion of healthy work environments and financial investments. Conclusions. The study’s findings identify critical success factors for effective personnel management based on sustainable knowledge management, including compensation, mentoring, and training processes, as well as the promotion of individuals’ human and social capital. Corporate management of human talent from the social responsibility policy. A systematic review Journal article Social responsibility Human talent management 2389-8194 2024-06-25 132 https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/download/851/1179 113 https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/download/851/1196 2389-8186 https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/download/851/1178 2024-06-25T13:46:44Z https://doi.org/10.16967/23898186.851 10.16967/23898186.851 2024-06-25T13:46:44Z |
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Revista Perspectiva Empresarial |
| title |
Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática |
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Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática Ramírez Torres, William Eduardo Gestão organizacional Gestão de talentos humanos Responsabilidade social Gestión organizacional Gestión del talento humano Responsabilidad social Organizational management Social responsibility Human talent management |
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Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática |
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Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática |
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Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática |
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Gestión empresarial del talento humano desde la política de responsabilidad social. Una revisión sistemática |
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gestión empresarial del talento humano desde la política de responsabilidad social. una revisión sistemática |
| title_eng |
Corporate management of human talent from the social responsibility policy. A systematic review |
| description |
La responsabilidad social empresarial es una política enmarcada en la ética de las buenas prácticas competitivas y productivas de las organizaciones en los diferentes entornos socioculturales y económicos globales. Objetivo. Analizar la eficiencia de las actividades administrativas de la gestión del talento humano del sector empresarial en los diversos contextos laborales. Metodología. La metodología de esta investigación corresponde a un análisis descriptivo de la temática con base en la revisión sistemática de evidencia científica de literatura especializada, integrándose el procedimiento PRISMA a este proceso. Resultados. Los resultados muestran la importancia de alinear estratégicamente al personal con los objetivos misionales de las empresas. Se enfatiza en la integración y práctica de los derechos sociales y laborales en los subsistemas de bienestar laboral, los entornos laborales saludables y la inversión financiera. Conclusiones. Las conclusiones del estudio señalan elementos clave de éxito para una gestión del personal eficaz con base en la gestión del conocimiento sostenible en función de los procesos de compensación, capacitación y entrenamiento, así como la promoción del capital humano y social de las personas.
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| description_eng |
Corporate social responsibility is a policy framed in the ethics of good competitive and productive practices of organizations operating in diverse socio-cultural and global economic environments. Objective. To assess the efficiency of administrative actions related to human talent management in various work environments within the business sector. Methodology. The research methodology consists of a descriptive analysis of the subject derived from the systematic review of scientific evidence from specialized literature and integrates the PRISMA procedure into this process. Results. The findings demonstrate the significance of strategically aligning personnel with the mission objectives of organizations. The incorporation and implementation of social and labor rights within the labor welfare subsystems is highlighted, alongside the promotion of healthy work environments and financial investments. Conclusions. The study’s findings identify critical success factors for effective personnel management based on sustainable knowledge management, including compensation, mentoring, and training processes, as well as the promotion of individuals’ human and social capital.
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| author |
Ramírez Torres, William Eduardo |
| author_facet |
Ramírez Torres, William Eduardo |
| topicspa_str_mv |
Gestão organizacional Gestão de talentos humanos Responsabilidade social Gestión organizacional Gestión del talento humano Responsabilidad social |
| topic |
Gestão organizacional Gestão de talentos humanos Responsabilidade social Gestión organizacional Gestión del talento humano Responsabilidad social Organizational management Social responsibility Human talent management |
| topic_facet |
Gestão organizacional Gestão de talentos humanos Responsabilidade social Gestión organizacional Gestión del talento humano Responsabilidad social Organizational management Social responsibility Human talent management |
| citationvolume |
10 |
| citationissue |
2 |
| citationedition |
Núm. 2 , Año 2023 : Julio-Diciembre |
| publisher |
Sabaneta: Fundación Universitaria Ceipa, 2014- |
| ispartofjournal |
Revista Perspectiva Empresarial |
| source |
https://revistas.ceipa.edu.co/index.php/perspectiva-empresarial/article/view/851 |
| language |
Español |
| format |
Article |
| rights |
http://purl.org/coar/access_right/c_abf2 info:eu-repo/semantics/openAccess Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-CompartirIgual 4.0. Revista Perspectiva Empresarial - 2024 https://creativecommons.org/licenses/by-nc-sa/4.0 |
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