Propuesta de estrategia 2026 para reducir la rotación de talento humano en Dacotrans Honduras
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Date
2025-11-06
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Publisher
Universidad Tecnológica Centroamericana UNITEC
Abstract
La presente investigación analiza los factores que inciden en la motivación, permanencia y rotación del talento humano en Dacotrans Honduras, con el propósito de reducir la tasa de rotación de personal. Para ello, se emplea un enfoque mixto que combina encuestas estructuradas y entrevistas semiestructuradas, utilizando un método inductivo, analítico, descriptivo y estadístico. Entre los hallazgos clave, se destaca que una parte significativa de los colaboradores se proyecta a largo plazo dentro de la organización; no obstante, un porcentaje considerable estaría dispuesto a abandonar su puesto si recibe una mejor oferta salarial. En respuesta a estos desafíos, se propone la implementación de un plan integral basado en el liderazgo transformacional, la inteligencia emocional y el fortalecimiento de equipos de alto rendimiento, como estrategias para reducir la rotación y fortalecer el sentido de pertenencia. La tesis concluye que, si bien la empresa presenta fortalezas organizacionales importantes, resulta necesario estructurar mecanismos sostenibles de capacitación, reconocimiento y gestión del talento, con el fin de consolidar una cultura organizacional más equitativa, motivadora y resiliente.
This research analyzes the factors that influence the motivation, retention, and turnover of human talent at Dacotrans Honduras, with the goal of reducing the employee turnover rate. To this end, a mixed-method approach is used, combining structured surveys and semi-structured interviews, utilizing inductive, analytical, descriptive, and statistical methods. Key findings include a significant portion of employees projecting long-term employment within the organization; however, a considerable percentage would be willing to leave their position if they received a better salary offer. In response to these challenges, the implementation of a comprehensive plan based on transformational leadership, emotional intelligence, and the strengthening of high-performance teams is proposed as strategies to reduce turnover and strengthen the sense of belonging. The thesis concludes that, although the company presents significant organizational strengths, it is necessary to structure sustainable mechanisms for training, recognition, and talent management in order to consolidate a more equitable, motivating, and resilient organizational culture.
This research analyzes the factors that influence the motivation, retention, and turnover of human talent at Dacotrans Honduras, with the goal of reducing the employee turnover rate. To this end, a mixed-method approach is used, combining structured surveys and semi-structured interviews, utilizing inductive, analytical, descriptive, and statistical methods. Key findings include a significant portion of employees projecting long-term employment within the organization; however, a considerable percentage would be willing to leave their position if they received a better salary offer. In response to these challenges, the implementation of a comprehensive plan based on transformational leadership, emotional intelligence, and the strengthening of high-performance teams is proposed as strategies to reduce turnover and strengthen the sense of belonging. The thesis concludes that, although the company presents significant organizational strengths, it is necessary to structure sustainable mechanisms for training, recognition, and talent management in order to consolidate a more equitable, motivating, and resilient organizational culture.
Keywords
liderazgo transformacional, resiliencia organizacional, retención, rotación y satisfacción laboral