HACIA UNA DIRECCIÓN UNIVERSITARIA CON EFICIENCIA EN EL TRABAJO DE LAS FACULTADES. REFLEXIONES.

2012 ◽  
Vol 1 (1) ◽  
Author(s):  
Margarita de las N. Lamas González. ◽  
Sandra Canalias Lamas
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Formation Process ◽  
University Management ◽  
Educational Management ◽  
The People ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Higher Education Centers ◽  
Efficient Work

Una de las formas de agrupación dentro de los centros de altos estudios, para la gestión de los recursos humanos, que posibiliten el trabajo estratégico, sistémico, humano y eficiente lo constituyen las Facultades Universitarias. El análisis incursiona en algunas reflexiones teóricas sobre la gerencia universitaria por facultades en la actualidad, retomando publicaciones especializadas en dirección empresarial y educativa; así como la experiencia de las autoras en este desempeño. Concluye que la dirección universitaria tiene un valor metodológico significativo al establecer que ésta solo tiene sentido si se relaciona íntimamente y responde al objeto de estudio de la pedagogía, es decir al proceso de formación integral de las personas. Palabras Clave: Recursos Humanos, Gerencia Universitaria, Pedagogía, Formación Integral. ABSTRACT University Faculties constitute one of the ways of grouping within higher education centers for the management of human resources to make strategic, systemic, human and efficient work possible. This analysis involves some theoretical thoughts on university management held by faculties, retaking specialized publications in business and educational management, as well as the experience of more than four decades of the author of this paper. The analysis concludes that university direction has a significant methodological value and it establishes that it makes sense if it is closely related to the object if study of pedagogy, that is, to the people´s integral formation process. Keywords: Human Resources, University Management, Pedagogy, Holistic EducationRecibido: abril, 2012Aprobado: julio, 2012

scholarly journals The Experience of Stress on Graduates of the Course of Human Resources a Private School of Goiás

2018 ◽  
Vol 28 (2) ◽  
pp. 8
Author(s):  
Maurício Benício Valadão ◽  
Sebastião Benício Costa Neto
Keyword(s):  
Higher Education ◽  
Content Analysis ◽  
Focus Group ◽  
Human Resources ◽  
Private School ◽  
Education Institution ◽  
Higher Education Institution ◽  
Course Work ◽  
Experience Of Stress ◽  
Recursos Humanos

Highlights the experience of stress in students graduating from the upper reaches of a higher education institution. exploratory method , with focus group of students ; submitted to Bardin content analysis (2011). Sample of 16 students, aged 17-33 years. Results showed that the completion of course work and teaching are the most stressor agents.A Vivência do Estresse em Concluintes do Curso de Recursos Humanos de uma Faculdade Privada de GoiásEvidencia-se a vivência do estresse em alunos concluintes do curso superior de uma instituição de ensino superior. Método exploratório, com grupo focal dos discentes; submetidos a análise de conteúdo de Bardin (2011). Amostra de 16 alunos, idade entre 17 a 33 anos. Resultados permitiram identificar que o trabalho de conclusão de curso e o docente são os agentes mais estressores.

scholarly journals La gestión universitaria en la universidad territorial sustentable

2020 ◽  
Vol 5 (4) ◽  
pp. 147
Author(s):  
Eberto Pablo Gutiérrez Morales ◽  
Jorge Manuel Ríos Obregón ◽  
Regla María Bernal Gutiérrez ◽  
Eberto Tuniesky Gutiérrez De León
Keyword(s):  
Higher Education ◽  
Educación Superior ◽  
University Management ◽  
Educacion Superior ◽  
Self Evaluation ◽  
Calidad De Vida ◽  
Human Formation ◽  
Palabras Clave ◽  
Qualitative Work ◽  
Quality In Higher Education

El presente trabajo tiene como propósito caracterizar los procesos de gestión de la Educación Superior y de la Universidad Territorial para que contribuya a la sustentabilidad de esta. Es por ello que la gestión en la universidad se debe edificar sobre estructuras que permitan integración vertical y horizontal de sus misiones, Las que han de ser comprometidas, flexibles y trascendentes para anticiparse a los cambios y que su liderazgo institucional, individual y colectivo, sea innovador y visionario; orientado anticipadamente a las nuevas demandas de la sociedad. Al mismo tiempo, un concepto de calidad de Educación Superior para todos que implique desarrollar un ambiente cualitativo de trabajo en las organizaciones educativas, mediante la institucionalización de las mejores prácticas, tanto técnicas como administrativas, capaces de promover la formación humana sostenible y la calidad de vida de estudiantes, profesores y funcionarios técnico-administrativos. Por ello, es posible enfrentar el desafío y desterrar los viejos mitos que aún persisten en los claustros universitarios. Aspiraciones como calidad, excelencia, internacionalización, eficiencia y auto evaluación, vinculación con el mundo del trabajo, descentralización, entre otros, forman parte de un nuevo discurso universitario que se abre paso con firmeza. Por tal razón, se requiere de una mayor elaboración, en el orden praxiológico, epistemológico y de la gestión, con propuestas que permitan ofrecer una respuesta en las actuales y futuras condiciones cambiantes desde su entorno. PALABRAS CLAVE: gestión universitaria; calidad; pertinencia; sustentabilidad. UNIVERSITY MANAGEMENT IN THE SUSTAINABLE TERRITORIAL UNIVERSITY ABSTRACT The present work has as propuse to characterize the management processes of Higher Education and the Territorial University so that it contributes to its sustainability. That is why university management must be built on structures that allow vertical and horizontal integration of its missions, which must be committed, flexible and transcendent to anticipate changes and that its institutional, individual and collective leadership be innovative and visionary; oriented in advance to the new demands of society. At the same time, a concept of quality in Higher Education for all that implies developing a qualitative work environment in educational organizations, through the institutionalization of best practices, both technical and administrative, capable of promoting sustainable human formation and the quality of education. life of students, teachers and technical-administrative officials. Therefore, it is possible to face the challenge and banish the old myths that still persist in university faculty. Aspirations such as quality, excellence, internationalization, efficiency and self-evaluation, connection with the world of work, decentralization, among others, are part of a new university discourse that is firmly making its way. For this reason, a further elaboration is required, in the praxiological, epistemological and management order, with proposals that allow us to offer a response in the current and future changing conditions from their environment. KEYWORDS: University management; quality; relevance; sustainability.

scholarly journals Human Resources Management in Higher Education Institutions in Poland

Management ◽  
2018 ◽  
Vol 22 (1) ◽  
pp. 208-225 ◽  
Author(s):  
Katarzyna Szelągowska-Rudzka
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Management System ◽  
Higher Education Institutions ◽  
Human Resources Management ◽  
Teaching Staff ◽  
University Management ◽  
Resources Management ◽  
The University ◽  
Polish Higher Education

Abstract Human Resources Management in Higher Education Institutions in Poland The paper presents the diagnosis of the human resources management in Polish higher education institutions. The analysis of source literature was applied as a research method. The essence and components of HRM in connection with the university management system were discussed, the theoretical solutions, including those resulting from the provisions of the Law, and their practical implementations, were given a broad outline. The directions of changes concerning HRM that have recently taken place in HEIs were indicated. In conclusion it was stated that the human resources management in Polish higher education institutions still requires improvement, primarily in the areas of motivation and remuneration, evaluation and development of employees. It requires the improvement of the university management system, a reliable development of its mission, vision and strategy, and on the basis of those - the development of personnel strategy, and HRM processes, procedures and tools. It has been suggested that the inclusion of university employees, particularly the research and teaching staff, in the management process (through the participatory management style), can contribute to both improving the process and developing and improving the personnel function.

scholarly journals EL DIRECTOR HUMANISTA Y LA DIRECCIÓN DEL SIGLO XXI

2017 ◽  
Vol 2 (3) ◽  
pp. 59
Author(s):  
Lenin Andrés Muñoz Zambrano
Keyword(s):  
21St Century ◽  
Process Management ◽  
Teaching Staff ◽  
Humanistic Management ◽  
Educational Management ◽  
Education Management ◽  
The People ◽  
Palabras Clave ◽  
21St Century Leadership ◽  
Management Perspective

En el presente trabajo de investigación, se manifiesta un análisis de la acción en lo que corresponde a la gestión educativa, sus acciones y actitudes en lo referente a las personas que dirigen las IE. Sin duda un tema de debate y análisis constante. La investigación está basada en los datos de entrevista y diálogo con el cuerpo docente y directivos, sobre esta problemática que surge, que es el descontento de los actores de la educación que rodean las escuelas o colegios, específicamente sobre las actitudes y la dimensionalidad que implica un cambio de pensamiento y más que eso, se pronuncia y se tiene un afán en la parte del pensamiento humanista, para poder afrontar los nuevos roles que se necesita en nuestra sociedad actual de conocimientos. La persona que está en la dirección de una IE, en los actuales momentos presentan una constante problemática que es: dirigir haciendo lo que indica la tradición predominante en muchos casos, o regenerar la gestión para trasformar el entorno palpable de las escuelas. Sin dudas exigen nuevos cambios y aclaman trasformaciones más visibles, de una gestión del siglo XXI. PALABRAS CLAVE: Líder-Administrativo; Administración del siglo XXI; Liderazgo del siglo XXI; Administración Humanista; Gestión por Procesos. THE HUMANIST DIRECTOR AND THE DIRECTION OF THE 21ST CENTURY: AN IMPACT EDUCATION MANAGEMENT PERSPECTIVE ABSTRACT In the present work of investigation, an analysis of the action in what corresponds to the educational management, its actions and attitudes in relation to the people who lead the EI is manifested. Undoubtedly a topic of constant debate and analysis. The research is based on the data of interview and dialogue with the teaching staff and managers, on this problematic that arises, which is the discontent of the actors of the education that surround the schools or schools, specifically on the attitudes and the dimensionality that implies A change of thought and more than that, is pronounced and has an eagerness in the part of humanistic thinking, to be able to face the new roles that is needed in our current society of knowledge. The person who is in the direction of an EI, in the present moments present a constant problem that is: to direct doing what indicates the predominant tradition in many cases, or to regenerate the management to transform the palpable environment of the schools. No doubt they demand new changes and acclaim more visible transformations of 21st century management KEYWORDS: Leadership-Administrative; 21st Century Management; 21st Century Leadership; Humanistic Management; Process Management.

scholarly journals NARRATIVAS DE POLICIAIS MILITARES DO TOCANTINS SOBRE O TRABALHAR

2018 ◽  
Vol 4 (6) ◽  
pp. 597-635
Author(s):  
Thatiellen Menezes Ferreira ◽  
Liliam Deisy Ghizoni
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Police Officers ◽  
Family Life ◽  
The Other ◽  
Theoretical Contribution ◽  
Palabras Clave ◽  
State Police ◽  
The Face ◽  
Recursos Humanos

Objetiva-se discutir as narrativas dos policiais militares do Tocantins sobre as dificuldades encontradas no trabalho e o que fazem para lidar com elas. Utiliza-se o aporte teórico da Psicodinâmica do Trabalho. Participaram do estudo 686 policiais, que responderam duas questões: uma sobre as principais dificuldades que encontram em seu trabalho e outra sobre o que fazem para lidar com estas dificuldades. Fez-se análise de conteúdo que gerou duas categorias: a) “Falta de equipamentos, falta de pessoal, carga horária excessiva” e b) “Sempre penso que o amanhã será melhor”. Conclui-se que as maiores dificuldades estão relacionadas à falta de recursos humanos, a falta de valorização e de autonomia para a realização das tarefas. Para lidar com o sofrimento no trabalho, focam no convívio familiar e na religião, com uma certa inércia e paralisação diante dessa vivência.   PALAVRAS CHAVE: Trabalho; Policiais Militares; sofrimento.     ABSTRACT We aim to discuss narratives of State Police Officers of Tocantins about the difficulties they face in their work and what they do to cope with them. For such we have used the theoretical contribution of Psychodynamics of Work. Six hundred and eighty-six (686) police officers participated in the study, answering two questions: one about the main difficulties they face in their work and the other about what they do to cope with those difficulties. Our content analysis generated two categories: a) “Lack of equipment, lack of personnel, excessive workload” and b) “I always think that thing will be better tomorrow.” We have concluded the greatest difficulties are related to the lack of human resources, appreciation and autonomy for the accomplishment of the work. In order to cope with the suffering at work they focus on family life and religion, with a certain inertia and paralysis in the face of the suffering experienced.   KEYWORDS: Work; State Police; Suffering.     RESUMEN Se objetiva discutir las narrativas de los policias militares de Tocantins sobre las dificultades encontradas en el trabajo y lo que hacen para lidiar con ellas. Se utiliza el aporte teórico de la Psicodinámica del Trabajo. Participaron del estudio 686 policias, que respondieron dos cuestiones: una sobre las principales dificultades que encuentran en su trabajo y otra sobre lo que hacen para lidiar con estas dificultades. Se hizo análisis de contenido que generó dos categorias: a) “Falta de equipamientos, falta de personal, carga horaria excesiva” y b) “Siempre pienso que el mañana será mejor”. Se concluye que las mayores dificultades están relacionadas en la falta de recursos humanos, la falta de valorización y de autonomía para la realización de las tareas. Para lidiar con este sufrimiento se focan en el convívio familiar y en la religión, con una cierta inercia y paralización delante del sufrimiento vivenciado.   PALABRAS CLAVE: Trabajo; Policias Militares; Sufrimiento.  

scholarly journals GERENCIA DE RECURSOS HUMANOS EN LOS PROYECTOS APLICACIÓN DEL PRINCIPIO DE LA CARGA VERTICAL EN EL TRABAJO PARA EL DESARROLLO DEL EQUIPO DEL PROYECTO

2019 ◽  
pp. 1-4 ◽  
Keyword(s):  
Human Resources ◽  
Human Factor ◽  
Project Team ◽  
Motivating Factors ◽  
Vertical Load ◽  
Frederick Herzberg ◽  
Seven Principles ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Personnel Administration

GERENCIA DE RECURSOS HUMANOS EN LOS PROYECTOS APLICACIÓN DEL PRINCIPIO DE LA CARGA VERTICAL EN EL TRABAJO PARA EL DESARROLLO DEL EQUIPO DEL PROYECTO MANAGEMENT OF HUMAN RESOURCES IN THE PROJECTS APPLICATION OF THE PRINCIPLE OF THE VERTICAL LOAD IN THE WORK FOR THE DEVELOPMENT OF THE PROJECT TEAM Luis Humberto Bravo Salomóna DOI: https://doi.org/10.33017/RevECIPeru2006.0010/ RESUMEN Dentro de las áreas del conocimiento del PMI se encuentra la Gestión de los Recursos Humanos, la misma que se encarga de los procesos que organizan y dirigen el equipo del proyecto, el mismo que está compuesto por personas con roles y responsabilidades asignados para concluir el proyecto. Teniendo en cuenta que es necesario contar con personal involucrado e identificado con el proyecto, es necesario conocer alguna técnica a aplicar para lograr ese objetivo. El psicólogo Frederick Herzberg señala que existen tres filosofías generales de la administración de personal. La primera se basa en la teoría organizacional, la segunda en la ingeniería industrial, y la tercera en la ciencia de la conducta. Dentro de esta última filosofía, Herzberg plantea lo que él denomina “Principios de la Carga Vertical de Trabajo”, señalando que esto consiste en dar factores motivadores al asignar un trabajo. Para ello determina siete principios que los asocia, cada uno de ellos, a “tipos” de motivadores, que los denomina motivadores implicados. Con ello logra lo que el llama “Enriquecimiento Laboral”. Palabras clave: Gerencia de Proyectos, Gerencia de Recursos Humanos, Factor Humano, PM. ABSTRACT Within the areas of the knowledge of the PMI one is the Management of the Human Resources, the same that is in charge of the processes that organize and direct the project team, the same that is made up of people with rolls and assigned responsibilities to conclude the project. Considering that is necessary to count on personnel involved and identified with the project, it is necessary to know some technique to apply to achieve that objective. Psychologist Frederick Herzberg indicates that three general philosophies of the personnel administration exist. First one is based on the organizational theory, second in industrial engineering, and third in the science of the conduct. Within this last philosophy, Herzberg he raises what it denominates “Principles of the Vertical Load of Work”, indicating that this consists of employing to motivating factors when assigning. For it he determines seven principles associate that them, each of them, to “types” of motivating, denominate that them motivating implied. In this way he obtains what the flame “Labor Enrichment”. This theory appears, the same that has been applied of experimental way obtaining satisfactory results. Keywords: Management of Projects, Management of Human Resources, Human Factor, PMI.

scholarly journals Modelo de selección de personal en base a perfil de competencias

2017 ◽  
Vol 2 (3) ◽  
Author(s):  
S Peña
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Service Companies ◽  
Palabras Clave ◽  
Recursos Humanos ◽  
Selection Of

Palabras clave: Recursos humanos, selección de personal, selección en base a la competenciasResumen. Esta investigación se orienta a la solución del problema que tienen las empresas en la selección de personal al no elegir a las personas idóneas y los altos costos que por este motivo se dan. Se pretende contribuir a determinar las herramientas adecuadas para que su trabajo sea mas confiable y exitoso a través de la formación de un modelo que considera las variables que se manejan en la actualidad en el campo de trabajo. Se realizó un trabajo de campo aplicando encuestas en 200 empresas de la industria, comercio y servicios. Como principal contribución de esta investigación, está la estructura de un modelo de selección de personal en base a competencias.Key words: Human resources, personnel selection, selection based on competitionSummary. This investigation is oriented to solve issues related with the selection of the adequate personnel in companies and the high costs that are consequences of these decisions. Its objective is to contribute to determine the adequate tools necessary to create a more reliable and successful job through the formation of a model that takes into considerations variables that are used nowadays in the labor area. This investigation was made through questionnaires that were applied to industrial, commercial and service companies. The main contribution of this investigation is the structure of a model for selecting personnel taking as a foundation their competitions.

LOS SISTEMAS DE EVALUACIÓN Y ACREDITACIÓN DE LA UNIVERSIDAD ACTUAL: PERSPECTIVAS PARA EL CONTEXTO ECUATORIANO.

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Sandra Canalías Lamas ◽  
Jimmy Candell Soto ◽  
Margarita Lamas González
Keyword(s):  
Higher Education ◽  
Educational Quality ◽  
University Management ◽  
Enseñanza Superior ◽  
Palabras Clave ◽  
University Evaluation ◽  
Education Of Students ◽  
Keywords Education ◽  
The University ◽  
Reflective Essay

En este ensayo se reflexiona desde un enfoque sistémico y dialéctico, sobre la evaluación y acreditación de la enseñanza superior, que toma expresión en la calidad educativa, desde la gestión universitaria y para el desarrollo de una formación integradora de los estudiantes. Se ha empleado esencialmente la revisión de la literatura especializada y los métodos teóricos de investigación: entre otros, el método histórico -lógico, el enfoque de sistema, análisis-síntesis, inducción- deducción y la generalización. Como resultado se brindan las perspectivas esenciales de los sistemas de evaluación y acreditación de la educación superior en la actualidad, teniendo como base referencial la sistematización documental realizada y la experiencia de los autores.   Palabras clave: Educación, calidad educacional, evaluación universitaria, acreditación universitaria.   ABSTRACT   This is a reflective essay from a systemic and dialectic approach about the evaluation and accreditation of higher education, focused on its educational quality, from the university management to the development of an integrating education of students. Literature review has been essentially used as well as the theoretical methods such as: the historic-logic method, the system approach, analysis-synthesis, induction-deduction and the generalization. As a result, essential perspectives of the evaluation and accreditation of current higher education are given, considering the documental systematization and authors experience as the referred basis.   Keywords: Education, educational quality, university evaluation, university accreditation.   Recibido: febrero 2015Aprobado: marzo 2015

scholarly journals Programas profissionais. Situação atual e perspectivas na área Ciências da Religião e Teologia no Brasil

2017 ◽  
Vol 11 (18) ◽  
pp. 447
Author(s):  
Flávio Senra
Keyword(s):  
Higher Education ◽  
Human Resources ◽  
Graduate Programs ◽  
Religious Studies ◽  
Academic Field ◽  
Professional Category ◽  
History Of ◽  
Education Personnel ◽  
Recursos Humanos ◽  
The Given

A área Ciências da Religião e Teologia conta, até o final do quadriênio 2013-2016, no Sistema Nacional de Pós-graduação (SNPG), com três Programas de Pós-graduação na modalidade profissional. Em primeiro lugar, o presente trabalho pretende apresentar um breve histórico de cada um dos programas profissionais da área e, comparativamente, traçar o perfil e indicadores de produção desses programas a partir dos dados disponíveis na Plataforma Sucupira, disponibilizada pela Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES). Em segundo lugar, o artigo objetiva discutir perspectivas para a consolidação dessa modalidade de programas de pós-graduação na área Ciências da Religião e Teologia, considerando as suas especificidades para a formação de recursos humanos qualificados.The academic field of Religious Studies and Theology comprises, until the end of the 2013-2016 quadriennium, three graduate programs in the professional category of the National Graduate System (SNPG). First and foremost, the current work intends to present a brief history of each professional program in the given study field and, comparatively, to outline profile and production indicators of such programs based on data from the Sucupira Platform, made available by the Coordination of Improvement of Higher Education Personnel (CAPES). Secondly, the article aims to discuss perspectives on the consolidation of this category of graduation programs in the field of Religious Studies and Theology, taking into account their specificity to form qualified human resources.

scholarly journals PLAN DE SUCESIÓN BASADO EN LA GESTIÓN POR COMPETENCIAS PARA LA CONTINUIDAD DE LA EMPRESA FAMILIAR CASO: TECNILLANTAS CAMPOS EIRL

2019 ◽  
pp. 197-204
Keyword(s):  
Human Resources ◽  
Succession Planning ◽  
Human Resources Management ◽  
Family Businesses ◽  
Succession Plan ◽  
Lack Of Information ◽  
Palabras Clave ◽  
Management Succession ◽  
Toma De Decisiones ◽  
Recursos Humanos

PLAN DE SUCESIÓN BASADO EN LA GESTIÓN POR COMPETENCIAS PARA LA CONTINUIDAD DE LA EMPRESA FAMILIAR CASO: TECNILLANTAS CAMPOS EIRL SUCESSION PLAN BASED COMPETENCY MANAGEMENT FOR THE CONTINUITY OF FAMILY BUSINESS CASO: TECNILLANTAS CAMPOS EIRL Ruth Silvia Campos Palpa, Diana Paola García Inga DOI: https://doi.org/10.33017/RevECIPeru2011.0045/ RESUMEN Las empresas familiares predominan a nivel mundial, debido a que poseen una participación en el mercado que abarca de 66% a un 80%, no obstante, sólo las mejores, las más competitivas, llegarán a tener éxito y alcanzarán las metas, los objetivos para que se crearon, a lo que contribuirá que la gestión de los Recursos Humanos se adapte a las nuevas estructuras económicas, estratégicas y organizativas. Por lo tanto, hay que tener en cuenta que en la vida de las empresas familiares no hay nada inmutable ni perpetuo, nada es perfecto ni permanente en el tiempo, puesto que las organizaciones modernas se han hecho más complejas y difíciles de dirigir, constituyendo la falta de información uno de los problemas con que frecuentemente se encuentran los gestores a la hora de tomar decisiones, es por consiguiente, que la creación de un Plan de Sucesión contribuirá a que puedan tener un plan que sirva como contingencia para alguna situación imprevista y que exista un conocimiento sobre el tema, además de un personal capacitado y entrenado para asumir la dirección cuando el sucedido se retire, es decir habrá una persona capaz para afrontar las nuevas circunstancias que exista en el futuro y de esta manera permitirá identificar las situaciones, anticiparse a los problemas y facilitar la toma de decisiones. Tomando en cuenta la importancia cuantitativa y cualitativa que poseen en la economía del país y la ausencia de información sobre esta investigación; se consideró atractivo abordar este tema a manera de aportar a la generación de conocimientos. Palabras clave: Gestión de Recursos Humanos, Plan de Sucesión. ABSTRACT Family businesses dominate the world, because they have a stake in the market comprising 66% to 80%, however, only the best, most competitive, they will succeed and reach the goals, objectives they were created, which will contribute to the management of human resources to adapt to new economic, strategic and organizational. Therefore, we must take into account that the life of family businesses there is nothing immutable and perpetual, nothing is perfect or permanent in time, as modern organizations have become more complex and difficult to handle, forming the lack of information one of the problems frequently encountered when managers make decisions, is therefore the creation of a succession plan that can help to have a plan that serves as a contingency for any unforeseen situation and there is knowledge on the subject, and a skilled and trained to assume leadership when the withdrawal occurred, is there someone able to cope with new circumstances that exist in the future and thereby help identify situations, anticipate problems and facilitate decision-making. Taking into account the quantitative and qualitative importance they have in the economy and the lack of information on this research, it was considered attractive way to address this issue to contribute to the generation of knowledge. Keywords: Human Resources Management, Succession Planning.

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