Implementación del departamento de talento humano para la mejora de la estructura, cultura y procesos organizacionales en la unidad de atención integral medica de especialidades (CME).

Abstract

The specialty comprehensive medical care clinic began its journey with the philosophy of providing quality service with medical professionals who, aligned with the strategy of remaining positioned in the market, for the high level of health care. The CEM by maintaining the current director and guidelines that have not been modified, shows shortcomings in administrative processes, little satisfaction, and lack of motivation on the part of the collaborators. In the present case, it was detected that the collaborators feel disagreement due to various factors, among which they highlight that they do not receive salary recognition or training that allows them to develop their professional career; their sense of belonging to the clinic is also affected, causing high turnover. To respond to this situation, in this paper strategies are proposed that allow employees to have better opportunities for professional growth and higher salary expectations, as well as training plans for their constant development. In addition, among the strategies proposed, there is one that focuses on the organizational structure being adequately studied to establish a structure that is aligned with what the clinic wishes to promote in terms of its culture, therefore the implementation of the Human Talent department. It will be relevant since it will not only allow the processes to be carried out correctly, but it will also allow monitoring and feedback in which human talent management that achieves results according to the current needs of the clinic is made visible.