scholarly journals Un modelo de liderazgo para la retención de enfermeros/as profesionales

2021 ◽  
pp. 53-62
Author(s):  
Marina Olmos
Keyword(s):  
Experimental Design ◽  
Human Resources ◽  
Community Hospital ◽  
Intervention Strategies ◽  
Work Team ◽  
Leadership Model ◽  
Nursing Unit ◽  
Professional Nurses ◽  
Recursos Humanos ◽  
The City

En el ámbito de Recursos Humanos es escaso el conocimiento sobre la implicancia de las características del fenómeno del Liderazgo en la retención del talento, en lo referido particularmente a la población de enfermeros/as profesionales. Este estudio empírico basado en un diseño no experimental de alcance descriptivo, tuvo por objetivo general evaluar si existe relación entre las estrategias de intervención enfocadas en el equipo de trabajo que desarrollan los Jefes de Unidad de Enfermería, y la retención del recurso humano de enfermería del Hospital Privado de Comunidad de la ciudad de Mar del Plata (Argentina), para generar una propuesta competitiva y sostenible de retención de Recursos Humanos basada en un modelo de liderazgo ajustado a las necesidades de los colaboradores. Abstract In the field of Human Resources, there is little knowledge about the implication of the characteristics of the Leadership phenomenon in the retention of talent, particularly in relation to the population of professional nurses. This empirical study based on a non-experimental design with a descriptive scope, had the general objective of evaluating whether there is a relationship between the intervention strategies focused on the work team developed by the Heads of Nursing Unit, and the retention of the nursing human resource of the Private Community Hospital of the city of Mar del Plata (Argentina), to generate a competitive and sustainable proposal for the retention of Human Resources based on a leadership model adjusted to the needs of employees.

scholarly journals Aplicação de técnicas de gestão de pessoas em academias de ginástica

2019 ◽  
Vol 17 (1) ◽  
pp. 325-330
Author(s):  
Vinicius Almeida Calesco ◽  
Jorge Both
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Training And Development ◽  
Qualitative Approach ◽  
Organizational Growth ◽  
Management Techniques ◽  
The Subject ◽  
Recursos Humanos ◽  
Development Methods ◽  
The City

Objetivo: Identificar a aplicação de técnicas de recrutamento, seleção, treinamento e desenvolvimento de pessoas e plano de cargos em academias de ginástica. Métodos: A pesquisa teve abordagem qualitativa, sendo entrevistados quatro administradores de academias na cidade de Londrina – Paraná. Para a avaliação dos dados foi utilizada a análise de conteúdo. Resultados: Os resultados evidenciaram que todos os administradores relataram não haver um setor de recursos humanos na academia em que atuavam. Em relação a aplicação das técnicas abordadas, todos os administradores narraram utilizar métodos referentes a recrutamento, seleção, treinamento e desenvolvimento de pessoas. Entretanto, os métodos de treinamento e desenvolvimento apresentadas demonstram falta de conhecimento das técnicas por parte dos administradores. No que se refere a distribuição de cargos, três academias utilizavam métodos para a distribuição e uma academia informou não existir uma distribuição de cargos entre os funcionários. Conclusão: Conclui-se que os administradores, mesmo apresentando argumentos e aparente entendimento sobre a utilização de técnicas de recursos humanos, necessitam de maior conhecimento sobre o assunto. De fato, um conhecimento aprimorado das técnicas pode promover um crescimento organizacional constante das academias de ginástica, proporcionando serviços com melhor qualidade, atendendo as expectativas impostas pelos usuários das academias de ginástica.ABSTRACT. Application of people management techniques in gyms. Objective: Identify the application of techniques of recruitment, selection, training and development of people and plan of positions in gyms. Methods: The research had a qualitative approach, being interviewed four administrators of gyms in the city of Londrina - Paraná. For the evaluation of the data was used content analysis. Results: The results showed that all administrators reported not having a human resources sector in the gyms in which they worked. In relation to the application of the techniques, all managers reported using methods related to recruitment, selection, training and development of people. However, the training and development methods presented demonstrate a lack of knowledge of the techniques by the administrators. Regarding the distribution of positions, three gyms used methods for the distribution and one gym informed that there is no distribution of positions between the employees. Conclusion: It is concluded that managers, even presenting arguments and apparent understanding about the use of human resources techniques, need more knowledge about the subject. In fact, improved knowledge of the techniques can promote a steady organizational growth of gyms, providing better quality services, meeting the expectations imposed by the users of the gyms.

scholarly journals ROTATIVIDADE: PERCEPÇÃO DOS COLABORADORES SOBRE AS CAUSAS DE DEMISSÃO VOLUNTÁRIA

2018 ◽  
Vol 7 (2) ◽  
pp. 110
Author(s):  
Keila Araújo de Lima ◽  
Gabrielle Silva Araújo ◽  
Antônio Roberto Xavier ◽  
Vitória Maria Serafim da Silva
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Organizational Climate ◽  
Selection Process ◽  
Training And Development ◽  
Qualitative Approach ◽  
Analysis Technique ◽  
Recursos Humanos ◽  
Recruitment And Selection ◽  
The City

O desligamento de colaboradores pode gerar um alto custo com variáveis que poderiam ser evitadas, como: gasto com admissões e demissões, processo seletivo, contratação, treinamento e pagamento de encargos (BORGES E RAMOS, 2007). Além disso, a empresa pode sofrer por falta de mão-de-obra, não alcançar as metas de produção e gerar excesso de serviço para os demais funcionários. A partir dessa conjuntura se reconhece a importância de reter talentos para ser mais competitivo e evitar prejuízos. Em face ao exposto, se questiona: Qual a percepção dos colaboradores sobre as causas que os levaram à demissão voluntária na cidade de Sobral - Ceará? Para a resolução desta questão, tem-se como objetivo geral: analisar a percepção dos colaboradores sobre as causas que implicam na demissão voluntária em Sobral-Ceará. A pesquisa possui natureza descritiva, de abordagem qualitativa. Para coleta de dados, realizou-se entrevista aberta semiestruturada. Participaram da entrevista quatro ex-colaboradores de empresas sobralenses, denominados: E1 (ex-supervisor de manutenção), E2 (ex-analista de RH), E3 (ex-assistente de RH) e E4 (ex-analista de RH). Para o tratamento usou-se a técnica de análise de conteúdo, considerando as categorias: Recrutamento e Seleção, Treinamento e Desenvolvimento, Gestão Inapropriada de Recursos Humanos, Clima Organizacional e Concorrência. O estudo mostrou-se importante para entender os motivos que refletem no desligamento voluntário, como também, em quais pontos as empresas sobralenses devem rever seu desempenho. ROTATIVITY: COLLABORATORS 'PERCEPTION OF THE CAUSES OF VOLUNTARY RESIGNATION ABSTRACT The dismissal of employees can generate a high cost with variables that could be avoided, such as: expenses with admissions and dismissals, selection process, contracting, training and payment of charges (BORGES AND RAMOS, 2007). In addition, the company may suffer from lack of labor, fail to meet production targets and generate excess service for other employees. From this juncture it is recognized the importance of retaining talent to be more competitive and avoid losses. In view of the above, it is questioned: What is the perception of employees about the causes that led them to voluntary dismissal in the city of Sobral - Ceará? To solve this question, the general objective is to analyze the employees' perception of the causes that imply voluntary dismissal in Sobral-Ceará. The research is descriptive in nature, with a qualitative approach. For data collection, a semi-structured open interview was conducted. Four ex-employees from Sobral companies, E1 (former maintenance supervisor), E2 (former HR analyst), E3 (former HR assistant) and E4 (former HR analyst) participated in the interview. For the treatment, the content analysis technique was used, considering the categories: Recruitment and Selection, Training and Development, Inappropriate Management of Human Resources, Organizational Climate and Competition. The study was important to understand the reasons that reflect on voluntary disengagement, but also, at what points should Sobral companies review their performance.

scholarly journals Influencia de los técnicos en el deporte extraescolar. El caso de la ciudad de Torrevieja (Influence of coaches in the sport outside school. The case of the city of Torrevieja)

Retos ◽  
2015 ◽  
pp. 76-80
Author(s):  
Joaquín Reverter Masià ◽  
Daniel Plaza Montero ◽  
Maria Carmen Jové Deltell ◽  
M.ª Carmen Mayolas Pi
Keyword(s):  
Human Resources ◽  
After School ◽  
School Sports ◽  
Recursos Humanos ◽  
Sports Coaches ◽  
The City ◽  
Sports Activities

En este estudio se analizan diferentes consideraciones por parte de los recursos humanos que imparten clases en las actividades físico-deportivas extraescolares de la ciudad de Torrevieja. La metodología que se ha seguido es la cuantitativa de corte descriptivo, en la que se ha utilizado la encuesta. Las conclusiones obtenidas revelan que es necesaria una mayor profesionalización de los técnicos que imparten actividades físico-deportivas extraescolares.  El técnico puede afectar a la adherencia en el deporte de los niños, de forma directa y/o indirecta, a través de sus conocimientos, comportamiento, etc. El trabajo concluye con la necesidad de apostar por recursos humanos competentes y que esta competencia esté asociada al reconocimiento social y económico.Palabras clave: deporte escolar; técnicos; profesionalización.Abstract: This study explores different considerations by the human resources instructing in physical and sports activities after school in the city of Torrevieja. The methodology has been followed is the quantity of the descriptive, which has used the survey. The conclusions reveal the need for more professional coaches who provide extracurricular physical and sports activities. The technician may affect adherence in sport for children, directly and / or indirectly, through their knowledge, behavior, etc.. The paper concludes with the need to go for competent human resources and that this competition is associated with social and economic recognition.Key words: school sports; coaches; professional.

Model Pemberdayaan Usaha Mikro Dan Pengaruhnya Terhadap Kemandirian Usaha

2015 ◽  
Vol 2 (1) ◽  
pp. 75-93
Author(s):  
Mudasetia Hamid ◽  
Evy Rosalina Widyayanti
Keyword(s):  
Human Resources ◽  
Small And Medium Enterprises ◽  
Poverty Rate ◽  
Cultural Centers ◽  
Central Java ◽  
Tourism Education ◽  
The Indian Ocean ◽  
Medium Enterprises ◽  
The City

Yogyakarta is a city and the capital of Yogyakarta Special Region in Java, Indonesia. It is renowned as a center of tourism, education and culture. Yogyakarta is one of the foremost cultural centers of Java. This region is located at the foot of the active merapi vulcano. Yogyakarta is often called the main gateway to the Central Java as where it is geographically located. It stretches from Mount Merapi to the Indian Ocean. This province is one of the most densely populated areas of Indonesia. Yogyakarta is popular tourist destination in indonesia after Bali. These have attracted large number of visitors from across Indonesia and abroad to the city. This status makes Yogyakarta is one of the most heterogeneus cities in Indonesia. In edition, Yogyakarta has attracted large number of people to reside in this city for business. One of these comers is small entrepreneurs with their market munchies enterprise (specially a traditional snack trader). This business is one of famous business in Yogyakarta, we will find rows of pavement vendors selling market munchies. The students and tourists are their main target customers. Market munchies enterprise is part of small and medium enterprises SMEs as livelihood activities. SMEs has an important role in economic growth of Indonesia. Therefore, it is very important to develop and strengthen the micro enterprise empowerment. Micro enterprise empowerment is one of strategy to reduce the poverty rate in Indonesia. Major challenger in implement this program are that micro entrepreneurs are conventional and have satisfied with their revenue. It is very important to develop a comprehensive and sustainable micro enterprise empowerment which consist of strengthen the quality of human resources, maximize the government’s roles, empower the enterprise capital and strengthen the partnership and autonomous. Micro enterprise autonomy will contribute to the economic and investment climate. This will lead to establish an accountable enterprise both for the micro enterprise and customers which at the end will strengthen the development of the micro enterprise in Yogyakarta.Keyword: micro entreprise, human resources, government roles, capital, partnership and autonomous.

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

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 Investigating the Reading Process by Means of Collaborative Environment

Comunicar ◽  
2009 ◽  
Vol 17 (33) ◽  
pp. 133-140 ◽  
Author(s):  
Adair de Aguiar Neitzel ◽  
Luiz Carlos Neitzel
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Elementary School Children ◽  
Point Of View ◽  
Reading Process ◽  
Reading Public ◽  
Collaborative Environment ◽  
Determining Factors ◽  
Methodological Procedures ◽  
Recursos Humanos

Brazilian research on the determining factors for the success of programs to teach reading indicates a need to view literature as an aesthetic object that will encourage children to appreciate books. This study proposes investigating teachers' concepts of literature, from the point of view of the children. Chat was used as a data collection mechanism, proposed between two groups of elementary school children and interviews with the teachers. The analysis of the chats followed the methodology of Franco (1997). This study indicates three key areas for winning a reading public: a) qualified human resources, with a clear concept of literature as an aesthetic phenomenon; b) methodological procedures that are coherent with this concept; c) a bibliographical archive that is aligned with this concept. Investigaciones brasileñas acerca de los factores determinantes para el éxito de programas de formación de lectores señalan la necesidad del empleo de la literatura como objeto estético para que el niño se aproxime al libro. Esta investigación se propuso estudiar las concepciones de los profesores acerca de la literatura a partir del punto de vista del lector infantil. Se utilizó el chat como mecanismo de recolección de datos, propuesto entre dos clases de la enseñanza fundamental, y entrevistas con las profesoras regentes. El análisis de los chats siguió la metodología de Franco (1997), evidenciando que los docentes no consideran al libro como un objeto estético que necesita ser disfrutado. Esta investigación señala tres ejes básicos para la conquista de un público lector: a) recursos humanos calificados con claridad acerca de la concepción de literatura como fenómeno estético; b) procedimientos metodológicos coherentes con esa concepción; c) acervo bibliográfico ajustado a esa concepción.

LA FORMACIÓN DE LOS EMPLEADOS PÚBLICOS TRAS EL EBEP: ¿CAMBIO DE PARADIGMA

2010 ◽  
pp. 637-688
Author(s):  
RAFAEL JIMÉNEZ ASENSIO
Keyword(s):  
Human Resources ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Career ◽  
The Public ◽  
Recursos Humanos ◽  
Selection Policies

La formación de empleados públicos ha sido objeto de una atención marginal. El objeto de este estudio es analizar hasta qué punto la aprobación del EBEP y los instrumentos de innovación de la gestión de personas allí recogidos suponen realmente un cambio de paradigma en la manera de comprender la formación de empleados públicos. La política de formación de empleados públicos tiene un carácter transversal y tiene, asimismo, una naturaleza instrumental. El presente trabajo desarrolla un análisis integral de la formación en el marco del cambio de paradigma que representa el EBEP en la gestión de recursos humanos, poniendo en valor la importancia que la formación tiene para articular políticas selectivas, la carrera profesional o la evaluación del desempeño en el empleo público. Superar el actual «modelo agotado» de formación exige ver la misma como un deber o responsabilidad del empleado público. Enplegatu publikoen prestakuntza baztertu samar egon da. Lan honek, hain zuzen, aztertzen du noraino aldatuko ote duten paradigma, enplegatu publikoen prestakuntza ulertzeko moduan, Enplegatu Publikoaren Oinarrizko Estatutua onartzeak eta han jasotzen diren pertsonen kudeaketa berritzeko tresnek. Enplegatu publikoak prestatzeko politika zeharkakoa izateaz gain, instrumentala ere bada. Azterlan honetan oso-osoan aztertzen da enplegatu publikoen prestakuntza, aipatu estatutuak baliabideen kudeaketari dagokionez dakarren paradigma-aldaketaren ikuspegitik. Halaber, baloratu egiten da prestakuntzak duen garrantzia, hautaketa-politikak, karrera profesionala edo enplegu publikoko lanaren ebaluaketa antolatzeko orduan. Gaur egungo prestakuntza-eredua «agortuta» dago. Beraz, gainditu beharra dago, eta, horretarako, ezinbestekoa da enplegatu publikoaren eginbehar edo erantzukizun moduan hartzea prestakuntza. The civil servants¿ training has been subject of marginal attention. The aim of this study is to analyzse to what extent the passing of the Basic Statute for the Civil Servants and the instruments of innovation for the personal administration therein do really imply a change in the paradigm of understanding the civil servants¿ training. The policy on the civil servant¿s training has a transversal character and also an instrumental nature. This present work develops an integral study on the training within the framework of the change of paradigm which entails the EBEP for the management of human resources, by enhacing the importance training has in order to articulate selection policies, the professional career or the evalutaion of the performance of the public employment. Overcoming the current «outdated model» of training calls for considering it as a duty or responsibility by the civil servant.

Intangible Conditions of Human Resources Factors in MSME Decade of Covid 19 in the Bandung City-West Java-Indonesia

2021 ◽  
Vol 12 (4) ◽  
pp. 806-812
Author(s):  
Deden Sutisna, Et. al.
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Research Method ◽  
Creative Industries ◽  
Test Reliability ◽  
West Java ◽  
Business People ◽  
Intact Condition ◽  
The Government ◽  
The City

The purpose of this study is to compensate for the intangible variables of the human resources of MSME actors in Bandung City, related to Employee Engagement and Attitude at the time of the COVID-19. Therefore, the intact condition of the two related variables is important for stakeholders such as the government and other related parties to understand and serve as a basis for policy and decision making, especially when the economy is exposed to COVID-19. The research method used is descriptive, verification and comparative. Data were tested using the validity test, reliability test, classical assumptions and data normality, and to test the level of contribution between variables and variable dimensions used correlation and termination tests. The data were obtained from the MSME economic actors in the city of Bandung total 45 samples. The city of Bandung was chosen as a place of research because the city of Bandung is known as a model city, culinary, education, creative industries as well as the city of culture and government of West Java. The results showed that the contribution, enthusiasm, pride of business people towards MSMEs was not supportive, lost trust and small. Only MSME players have employee engagement in the form of willingness. Attitudes or attitudes in the form of motives, traits and self-concepts are still strong for every MSME actor in Bandung City, and this condition is in line with the willingness dimension of employee engagement. Based on the results of the study, it can be concluded that the employee engagement of MSME actors in the city of Bandung is currently not good or has decreased, while the attitude at is still good.

scholarly journals Retos del cine mexicano comercial para su consumo en los Estados Unidos

2017 ◽  
Vol 7 (14) ◽  
Author(s):  
David F. Lozano Treviño ◽  
José N. Barragán Codina ◽  
Sergio Guerra Moya ◽  
Paula Villalpando Cadena
Keyword(s):  
United States ◽  
Human Resources ◽  
Production Planning ◽  
The United States ◽  
Critical Factors ◽  
Causal Factors ◽  
Recursos Humanos ◽  
Film Productions ◽  
Production Plans ◽  
Factors Of Success

Abstract: The main purpose of this document is to give statement of the importance that the innovative ideas of the Mexican commercial films organizations have, so they can create attractive movies for the spectators in the United States market and increase the film business. Also, we discuss the need that the organizations have to create production plans that allow them to reduce the costs, as much as possible, during the production. This will be the beginning to develop an appropriate commercializing into the United States by the Mexican organizations that will allow us to obtain an attractive revenue,always looking towards the United State customers´ satisfaction. Finally, we analyze the critical factors of success or failure in the Mexican commercial film productions, taking into account the financial aspects, like the production investment, government supports and the return over the investment; theinternational marketing, that includes the film promotion and the distribution and exhibition; and the artistic aspect composed by the human talent and the movie story.Key Words: Causal factors of success, film commerce, film production enterprise, human resources, innovative ideas, production planning, revenueResumen: El presente documento tiene como finalidad plasmar la importancia que tienen las ideas innovadoras de las organizaciones de producciones cinematográficas en México para que puedan crear películas atractivas para los espectadores en el mercado estadounidense y aumentar la comercialización de las mismas. También, se comenta la necesidad que tienen dichas organizacionesde crear planes de producción que les permitan reducir los costos, lo más posible, durante la filmación. Lo anterior será el inicio para desarrollar una comercialización adecuada a los Estados Unidos por  parte de las organizaciones mexicanas, que les permitirá obtener atractivos rendimientos, buscando siempre la satisfacción del consumidor estadounidense. Por último, se analizan los factores críticos de éxito o fracaso en las producciones cinematográficas comerciales mexicanas, mencionando los aspectos financieros, como lo son la inversión en la producción, los apoyos gubernamentales y el retorno sobre la inversión; el marketing internacional, que incluye la promoción de películas y su distribución y exhibición; y el aspecto artístico comprendido por el talento humano y la historia que se cuenta en la película.Palabras Clave: Comercialización de películas, factores causales de éxito, ideas innovadoras, organización de producción cinematográfica, planeación de la producción, recursos humanos, rendimientos

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