Abstract
The labor commitment between the workers and the organizations is one of the assets with the greatest explanatory power to consolidate high performance and increase productivity. In order to achieve this, it is essential to know which are the vocations of current and future workers and in what way these career motivations find articulation with the mission and the vision of the company. The problem is that companies systematically fail in this process. Edgar Schein's model of career anchors (ac) is a methodology that allows us to know which are the motivations of the career of individuals. The purpose of this document is to establish a link between the ac and the processes of selection, linkage, and retention of human capital in a contact center that operates in Bogota,
Colombia In order to achieve this purpose, the ac model was implemented.
a sample of 116 workers in the management area of this company.
The report presents the analysis of results and the proposals suggested by the
to the management of the company.
Colombia In order to achieve this purpose, the ac model was implemented.
a sample of 116 workers in the management area of this company.
The report presents the analysis of results and the proposals suggested by the
to the management of the company.
| Translated title of the contribution | What workers want vs. What companies need: Implementation of Edgar Schein's career anchors in a Contact Center |
|---|---|
| Original language | Spanish |
| Number of pages | 46 |
| State | Published - 2016 |