Propuesta de Plan de Sucesión para el relevo generacional de la empresa familiar Repuestos JR S.A.
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Fecha
2026-08-01
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Universidad TecnológicaCentroamericana UNITEC
Resumen
La presente investigación tuvo como objetivo diseñar una propuesta de plan de sucesión
para fortalecer el relevo generacional de la empresa familiar Repuestos JR S.A., ubicada en
Tegucigalpa, Honduras. El estudio se desarrolló bajo un enfoque mixto con alcance descriptivo no
experimental transversal y método de estudio de caso, para la recolección de información se aplicó
una encuesta dirigida a los gerentes de la empresa y una entrevista semiestructurada al fundador,
complementadas con la revisión documental y bibliográfica. Los resultados evidenciaron que la
empresa no cuenta con un plan de sucesión formalmente establecido, existe incertidumbre respecto
al futuro liderazgo organizacional y la transferencia del conocimiento se realiza principalmente de
una manera informal, se identificó que los posibles sucesores poseen la preparación académica y
experiencia necesaria para asumir responsabilidades directivas, además, se identificó que los
posibles sucesores proseen la preparación académica y experiencia necesarias para apoyar el
proceso sucesorio. Con base en los hallazgos, se diseñó una propuesta de plan de sucesión
orientada a formalizar la transición del liderazgo, fortalecer la preparación de los sucesores,
promover la transferencia del liderazgo, fortalecer la preparación de los sucesores, promover la
transferencia del conocimiento y contribuir a la continuidad de la empresa en el largo plazo.
This research aimed to design a succession plan to strengthen the generational transition of the family business Repuestos JR S.A., located in Tegucigalpa, Honduras. The study employed a mixed-methods approach with a descriptive, non-experimental, cross-sectional scope and a case study methodology. Data collection involved a survey administered to the company's managers and a semi-structured interview with the founder, supplemented by a review of relevant documents and literature. The results revealed that the company lacks a formally established succession plan, there is uncertainty regarding future organizational leadership, and knowledge transfer is primarily informal. The study identified that potential successors possess the necessary academic preparation and experience to assume managerial responsibilities, and that they possess the necessary academic preparation and experience to support the succession process. Based on the findings, a succession plan proposal was designed to formalize the leadership transition, strengthen the preparation of successors, promote the transfer of leadership, strengthen the preparation of successors, promote the transfer of knowledge, and contribute to the long-term continuity of the company.
This research aimed to design a succession plan to strengthen the generational transition of the family business Repuestos JR S.A., located in Tegucigalpa, Honduras. The study employed a mixed-methods approach with a descriptive, non-experimental, cross-sectional scope and a case study methodology. Data collection involved a survey administered to the company's managers and a semi-structured interview with the founder, supplemented by a review of relevant documents and literature. The results revealed that the company lacks a formally established succession plan, there is uncertainty regarding future organizational leadership, and knowledge transfer is primarily informal. The study identified that potential successors possess the necessary academic preparation and experience to assume managerial responsibilities, and that they possess the necessary academic preparation and experience to support the succession process. Based on the findings, a succession plan proposal was designed to formalize the leadership transition, strengthen the preparation of successors, promote the transfer of leadership, strengthen the preparation of successors, promote the transfer of knowledge, and contribute to the long-term continuity of the company.
Palabras clave
Continuidad empresarial, Empresa familiar, Gobierno familiar, Plan de sucesión, Relevo generacional