Tourist Company

    Proposal to reduce the rate of rotation of personnel in a tourist company. A case study. Abstract the present work aims to evaluate the importance of the conservation of talent (which is measured by the rate of staff turnover), determine possible causes, generate a proposal, implement it and measure its effectiveness. The research was carried out in a company of tourist rotation of 250 collaborators average, according to the following methodology: field work was based on a linear regression analysis to determine the level of significance of the independent variables on the dependent variable (turnover) and descriptive statistics to complement these results. Obtaining the relevant information about the implementation of a survey the operating employees, an interview with heads of area, a check sheet to collect data of each floor, and a survey of output for those employees who leave the company. The research time was six months for the collection of data and generation of proposal, and six months for the same implementation and measurement of results. Areva brings even more insight to the discussion. He was concluded, that the variable highest level of significance with the phenomenon is motivation, affected by various factors. From the foregoing was raised a proposal that was implemented and measured, showing very satisfactory results.

    Development of the current scenarios, organizations are incorporating new technologies and ways of working, and we have been witness to the importance that has claimed human capital. As a result of these changes the companies being carried out a battle by acquisition, development and maintenance of the talent, which is where they generate competitive advantages of companies. People in the workplace are in constant motion, either within the same company or with movements in and out of the organization. Second movements (in and out of the Organization) are known as staff turnover. Rotation staff is the proportion of employees leaving a company in a given period, usually a year.1 Staff turnover can be defined as: the number of workers who leave and enter, in relation to the total number of a company, sector, hierarchical level, Department or job.2 All the definitions coincide in principle, only changed some words, but finally the meaning and approach is practically the same.

    Categories: General