Estrategias de atracción y retención del talento humano en la industria minera colombiana

In this bibliographic revision, some factors that may be crucial for organizations in the mining sector to attract or retain qualified personnel for a particular charge were analyzed. It was performed in three stages: consultation on secondary sources, analysis of factors that occur in the company as catalysts of talent retention and article writing. It was found that the main retention strategies in the mining sector entities in Colombia are essentially based on monetary compensation type, supplemented with others grounded in merit awards and the establishment of conditions of wellness. They prioritize the selection of native personnel in their area of influence. Increased mobility occurs among people who come from the most remote to these regions. It is not evident the existence of specific career plans that define the procedure to update the map of charges, adjusted to the profiles of professionals, and the requirements of the organizational structure of the company.

• Autores: Figueroa Isaza, Héctor Iván
• Tipo de recurso: Article of journal
• Fecha de publicación: 2014
• Institución: Corporación Universidad de la Costa
• Repositorio: REDICUC - Repositorio CUC
• Idioma: spa
• OAI Identifier: oai:repositorio.cuc.edu.co:11323/1869
• Acceso en línea: https://hdl.handle.net/11323/1869; https://repositorio.cuc.edu.co/
• Palabra clave: Plan de carrera; Personal talentoso; Compensación; Retención de personal; Career Plan; Talented Staff; Compensation; Retention of Staff
• Rights: openAccess
• License: http://purl.org/coar/access_right/c_abf2