Factores de atracción y retención del talento humano y su influencia en el compromiso organizacional

Abstract

Given the growing need to establish sustainable human resource management practices, it is critical to explore systems to mitigate personnel shortage, turnover and dissatisfaction indicators. The study of value propositions that generate commitment in high potential collaborators constitutes a strategic resource in the differentiation of the company in the competitive labor market. Objective: This study explores the influence of recruitment and retention factors and the level of organizational commitment through the analysis of questionnaires applied in two stages to operators of a mineral processing plant in the mining sector (n=50). The first stage before applying for a job and after a period of 6 months of employment contract. Material and methods: A mixed design using interview format questionnaires allowed us to identify factors of attraction, retention and organizational commitment, by means of Meyer and Allen's questionnaire. Results: Higher scores in intention to remain in the organization were found in individuals who scored high in the commitment to continuity of employment component, six months after joining the institution. An adequate reliability index was obtained for the talent retention survey (0.76) and organizational commitment (0.80). Conclusions: The results have implications for work practices conducive to people management and monitoring of indicators aligned to attraction, retention and strengthening organizational commitment attitudes.