Diseño de un modelo basado en criterios observables para la selección de personal técnico de alto desempeño en BAC LATAM Honduras
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2026-08-01
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Universidad Tecnológica Centroamericana UNITEC
Resumen
La presente investigación tuvo como propósito fortalecer el proceso de selección de personal técnico de la Gerencia de Tecnología del Shared Services Center de BAC Latam Honduras, ante la ausencia de criterios estandarizados para identificar potencial de alto desempeño. El objetivo fue diseñar un modelo basado en criterios observables que orientara dicha identificación. Se aplicó un enfoque mixto con dominancia cualitativa, de alcance descriptivo-propositivo, mediante muestreo no probabilístico por conveniencia de 36 informantes y triangulación de tres instrumentos dirigidos al personal técnico, a líderes y responsables de Recursos Humanos, y a Scrum Masters. Los resultados revelaron un perfil formativo sólido (91.3% con grado universitario), una brecha del 30.4% de personal contratado sin evaluación técnica formal y un consenso máximo (83.3%) sobre el aprendizaje continuo como competencia determinante del desempeño sobresaliente. Se concluyó que la articulación de seis criterios observables permitió sistematizar la identificación del potencial de alto desempeño con fundamento en evidencia verificable. Se recomendó implementar el modelo de forma gradual, priorizando la prueba práctica simulada y el protocolo de entrevista conductual.
This research aimed to strengthen the technical personnel selection process of the Technology Management of BAC Latam Honduras’ Shared Services Center, given the absence of standardized criteria to identify high-performance potential. The objective was to design a model based on observable criteria to guide that identification. A mixed-methods approach with dominant qualitative status was followed, with a descriptive-propositional scope, through non-probability convenience sampling of 36 informants and the triangulation of three instruments addressed to technical personnel, to leaders and Human Resources representatives, and to Scrum Masters. Results revealed a solid educational profile (91.3% with a university degree), a gap of 30.4% of personnel hired without a formal technical assessment, and a maximum consensus (83.3%) on continuous learning as a determining competency of outstanding performance. It was concluded that the articulation of six observable criteria made it possible to systematize the identification of high-performance potential based on verifiable evidence. It was recommended to implement the model gradually, prioritizing the simulated practical test and the behavioral interview protocol.
This research aimed to strengthen the technical personnel selection process of the Technology Management of BAC Latam Honduras’ Shared Services Center, given the absence of standardized criteria to identify high-performance potential. The objective was to design a model based on observable criteria to guide that identification. A mixed-methods approach with dominant qualitative status was followed, with a descriptive-propositional scope, through non-probability convenience sampling of 36 informants and the triangulation of three instruments addressed to technical personnel, to leaders and Human Resources representatives, and to Scrum Masters. Results revealed a solid educational profile (91.3% with a university degree), a gap of 30.4% of personnel hired without a formal technical assessment, and a maximum consensus (83.3%) on continuous learning as a determining competency of outstanding performance. It was concluded that the articulation of six observable criteria made it possible to systematize the identification of high-performance potential based on verifiable evidence. It was recommended to implement the model gradually, prioritizing the simulated practical test and the behavioral interview protocol.
Palabras clave
Alto desempeño, Competencias conductuales, Criterios observables, Gestión del talento, Selección de personal técnico