La contratación de personal joven como factor del cambio organizacional en la empresa Telnet Abc de Santa Rosa.

Abstract

This document analyzed the resistance to change in the company TELENET ABC, since the decrease in the work performance of the operational personnel that is affected by the incorporation of young personnel in the middle levels. The general objective of designing a model for the improvement of organizational change was achieved by analyzing the hiring of young staff in middle-level positions to reduce resistance to change in TELENET ABC. The methodology used was descriptive of cross-section in the year 2019, the information collected was qualitative and quantitative through techniques such as interview, survey and documentary review; The study consisted of three phases beginning with the diagnosis of the problem, the foundation and documentation of the change, and the elaboration of the process based on the organizational change model proposed by Hinings of five phases. As a result, it was found that the operational staff is not satisfied with the new young staff of the middle levels because they are unaware of the reason for their hiring and do not adapt to their strategies, they feel fear and frustration when considering they can also be replaced and there is no fluid communication from the board of directors and Human Talent; It has been concluded that the process of organizational change is transcendental to reduce resistance to change, so diagnosing, analyzing the necessary measures, assigning responsibilities, determining a monitoring system and developing a schedule are the basis for the transition according to the Hinings process.