Rotación del personal desvinculado en una empresa de alimentos de Medellín 2018 a 2019

Abstract

The retention of staff in organizations is an effort that works in conjunction with the Human Resources department, and is part of an arduous task to avoid cost overruns and bad image in it. The Food company, located in the city of Medellín has a large personnel plant and is not oblivious to presenting staff turnover, so the reasons for it are unknown. The objective of the present study was to analyze the factors that influenced the rotation of personnel in the Food Meat Company of the city of Medellín during the period from September 2018 to September 2019. The research is of a retrospective longitudinal and transversal descriptive type of approach mixed. Interview to the head of the Sub-Directorate of Labor Welfare of Human Talent and surveys of detached workers was used as information gathering techniques. The information collected was organized, tabulated and analyzed using descriptive statistics represented in tables and figures, and content analysis. Among the results it was found that 84% of the disconnected collaborators interviewed are men, also that 64% are in the ages of 18-25 years. The 54% are single and 46% are married or live in free union. With the results of the interview, it was also established that 68% of these employees have a technical education or bachelor's degree. 64% had a temporary or practicing contract and that 52% of the interviewees earned a current legal minimum wage. It was also established that the sections with the highest turnover were pigs and cattle, that the position with the highest turnover was that of an operator with 52%. With respect to the degree of satisfaction or dissatisfaction, the most relevant fact is that 52% are dissatisfied with the salary received during the time they worked in the company, in addition 72% said they were dissatisfied with the opportunity for promotion, but that The safety and health conditions in their work place, adequate infrastructure to perform their position and good communication of the policies and standards that the company has established for its proper functioning were very satisfied. Due to the above, the factors that most influenced the employee's turnover were the salary, 13 workload, work schedules, promotion, motivation, satisfaction; and by the company the type of position and the type of employment relationship. Based on these factors, the company may formulate actions that minimize turnover and contribute to the motivation of employees for the company's productivity.