Factores que inciden en la permanencia laboral del área de logística en Permoda Ltda.

Abstract

The collaborators in the companies comply a fundamental factor in their growth and sustainability, considering that an adequate administration and performance of talent are important to achieve the objectives set by the companies. Having a high staff turnover represents an increase in costs that are linked to the administrative processes of income, withdrawals and search for new talents, as well as intangible costs that are represented in the training of employees and adaptation to the culture.

Flores, Abreu, & Badii (2008) citing Chiavenato (2007) say that: Staff turnover is involved with primary and secondary costs. Primary costs are the investments made by the company to hire staff to fill vacancies, and secondary costs are what the company allocates during the time the vacancy is filled. The replacement costs of human resources are: costs of recruitment, selection, training and job termination. (P.72)

The constant changes that are generated in the environment, the globalization of markets and the development of technology means that companies are constantly changing with the aim of adapting and responding to customer requests, in this adaptation process the Employees play an important role and it is also necessary for organizations to have programs aimed at providing satisfaction to workers and this impacts productivity.

Flores et. to the. (2008) say that "behind excessive labor turnover lies demotivation, discontent, job dissatisfaction and this in turn is influenced by a set of aspects linked in many cases to insufficient Human Resources management." (P.65)