Diseño de un plan estratégico de retención del talento humano orientado a la reducción de la rotación en el área de supply chain control tower de Grupo Vesta, San Pedro Sula, Honduras
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Date
2025-07-01
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Universidad Tecnológica Centroamericana UNITEC
Abstract
El objetivo del estudio es elaborar un plan estratégico para conservar el talento humano y disminuir la rotación en el área de Supply Chain Control Tower (SCCT) del Grupo Vesta, ubicado en San Pedro Sula, Honduras. El estudio se realizó sobre una muestra de 45 empleados elegidos entre un total de 84, con un enfoque mixto que era mayormente cualitativo y con una extensión descriptivo-analítica-propositiva. Su diseño no fue experimental, sino transversal. Los factores internos, tales como el salario, la carga de trabajo, el liderazgo, las oportunidades de desarrollo y el reconocimiento, tienen un impacto directo en la permanencia; a su vez, los factores externos (la inestabilidad socioeconómica y las ofertas laborales más atractivas) aumentan la intención de salida cuando la propuesta interna es débil. A partir de estos hallazgos, se plantea un plan integral que se apoya en cinco ejes estratégicos: reconocimiento, liderazgo, política retributiva, equilibrio de carga y desarrollo profesional. Se espera que la implementación de este plan reduzca la rotación de personal, estabilice las operaciones y posicione al Grupo Vesta como líder en el manejo del talento humano dentro del sector logístico.
The purpose of this research is to design a strategic plan for talent retention aimed at reducing turnover in the Supply Chain Control Tower (SCCT) area of Grupo Vesta, in San Pedro Sula, Honduras. Using a mixed-methods approach with a qualitative predominance, a descriptive– analytical–propositional scope, and a non-experimental cross-sectional design, a survey was conducted with a sample of 45 employees from a population of 84. The results reveal that internal factors such as compensation, leadership, recognition, development opportunities, and workload balance directly influence employee retention, while external factors such as more attractive job offers and socioeconomic instability reinforce turnover intentions when the internal value proposition is weak. Based on these findings, a comprehensive plan is proposed, structured around five strategic axes: compensation policy, recognition, leadership, professional growth, and workload balance. The expected impact is to reduce turnover, stabilize operations, and position Grupo Vesta as a benchmark in strategic talent management within the logistics sector.
The purpose of this research is to design a strategic plan for talent retention aimed at reducing turnover in the Supply Chain Control Tower (SCCT) area of Grupo Vesta, in San Pedro Sula, Honduras. Using a mixed-methods approach with a qualitative predominance, a descriptive– analytical–propositional scope, and a non-experimental cross-sectional design, a survey was conducted with a sample of 45 employees from a population of 84. The results reveal that internal factors such as compensation, leadership, recognition, development opportunities, and workload balance directly influence employee retention, while external factors such as more attractive job offers and socioeconomic instability reinforce turnover intentions when the internal value proposition is weak. Based on these findings, a comprehensive plan is proposed, structured around five strategic axes: compensation policy, recognition, leadership, professional growth, and workload balance. The expected impact is to reduce turnover, stabilize operations, and position Grupo Vesta as a benchmark in strategic talent management within the logistics sector.
Keywords
Logística, Retención, Rotación, Talento Humano