Revista Científica Interdisciplinaria Investigación y Saberes

2022, Vol. 13, No. 1 e-ISSN: 1390-8146

Published by: Universidad Técnica Luis Vargas Torres

How to cite this article (APA):

Parra, J. (2023)

Future theory for establishing a great place to work.

Revista Científica Interdisciplinaria Investigación y Saberes, 13(1) 90-97

Future theory for establishing a great place to work

Teoría del porvenir para establecer great place to work

Juan E. Parra Pinzón

1Research student of the Corporación Unificada Nacional de Educación Superior - CUN (National

Unified Corporation of Higher Education). Chía - Colombia. juan.parrapin@cun.edu.co,

https://orcid.org/0000-0002-3535-2474

The work of people towards a company represents rights and duties,

but it should also be considered as a retribution of comfort and

delivery in two ways so that both parties consider a fair treatment and

meet the needs. This is why one of the indispensable factors in a work

environment is to have a good working environment, adjustments,

training, recognition and benefits that are part of the emotional salary

that complements the economic compensation. Therefore, being a

company recognized or certified nationally by GPTW generates an

attraction in the market of personnel, better trained and with more

developed skills and aptitudes for a more effective and efficient work,

but is it really a company that internally generates satisfaction or sense

of belonging in its collaborators?

Keywords:

components; human capital, recognition, work

environment, perception, sense of belonging.

Resumen

El trabajo de las personas hacia una empresa representa derechos y

deberes, pero también debe ser considerado como un retribución de

comodidad y entrega en doble vía para que las dos partes consideren

un trato justo y que cumplan las necesidades. Es por esto por lo que

uno de los factores indispensables en un ambiente laboral es tener

un buen clima laboral, adecuaciones, capacitaciones,

reconocimientos y beneficios que sean parte del salario emocional

Abstract

Received 2022-06-12

Revised 2022-08-22

Accepted 2022-12-23

Published 2023-01-04

Corresponding Author

Juan Parra Pinzón

juan.parrain@cun.edu.co

Pages: 90-97

https://creativecommons.org/lice

nses/by-nc-sa/4.0/

Distributed under

Future theory for establishing a great place to work

Revista Científica Interdisciplinaria Investigación y Saberes , / 2023/ , Vol. 13, No. 1

que complementa la compensación económica. Por lo anterior, ser

una empresa reconocida o certificada a nivel nacional por GPTW

genera una atracción en el mercado de personal, mayor capacitado y

con habilidades y aptitudes más desarrolladas para una labor más

eficaz y eficiente, pero ¿en realidad es una empresa que internamente

genere la satisfacción o sensación de pertenencia en sus

colaboradores?

Palabras clave:

componentes; capital humano, reconocimiento, clima

laboral, percepción, sentido de pertenencia.

Introduction

It is intended to generate a study of academic interest, to analyze,

compare and check if there is transparency and clear understanding

of the collaborators when answering surveys that seek to measure the

favorability of a company against others in a competitive market. It is

also intended to analyze that there are no internal pressures or

situations that generate imposed results and a false visualization of

what happens in the company.

This is a quantitative project of non-experimental design that focuses

on the measurement of internal satisfaction of human capital within a

company, which seeks to establish whether the results or the

comparison of companies at the national level corresponds to the

internal feeling of employees.

For the analysis of this research idea, the innovation processes

established in the Oslo and Frascati manuals were taken into account,

as well as the theory of human capital developed by Theodore Schultz

and Gary Becker, and finally, the approach is based on Michael

Porter's theory of competitiveness.

At present it is necessary to strengthen the image of the company

from the perception of the labor market in which it develops, given

the competitiveness that is generated by the various companies to

obtain the services of the most competent human capital and with the

most developed skills according to the required profile, which is why

it is essential to understand the 3 concepts mentioned above

Future theory for establishing a great place to work

Revista Científica Interdisciplinaria Investigación y Saberes , / 2023/ , Vol. 13, No. 1

(innovation, competitiveness and human capital), to demonstrate its

importance in business management.

The innovation process manages a flow of ideas and projects, from

their conception to their scaling in the market, and is usually visualized

as a group of phases. Through this process, trade choices are made

that filter out the weaker ideas and projects and accelerate the

superior ones to scaling. Globalization has made the same

competitive resources available to any organization, so the need to

find sources of advantage that are difficult for competitors to emulate

has become imperative for organizational success. A new model of

society is taking shape, which several authors call the "knowledge

society" or the "Information Age", which has led companies to seek

new management methods in which components such as constant

learning, innovation and creativity have become decisive and critical

resources for making companies more efficient and competitive.

In the face of these challenges and new challenges, human resources

and their management have become one of the primary sources of

sustainable competitive virtue in organizations. However, although

the value of individuals in organizations has become evident in recent

years, business enterprises have not yet paid enough attention to the

problem of the effective management of their human resources, nor

to the specific problem of how to make these resources more

successful in their work in order to achieve a sustainable and lasting

competitive virtue. For this reason, this paper intends to present

several considerations on human resources as potential sources of

competitive advantages for companies, as well as to examine

fundamental points on the role of human resources management in

the achievement of such advantages.

If we had to conceptualize business competitiveness in a few words,

we could mention that being competitive is the ability of our company

to do things better than its competitors, whether in terms of product,

production, costs, quality, among others, so that it finally represents

a virtue at the time of making our business more profitable.

Competitiveness resolutions are different in each case and for each

organization, so it is essential that we devote some time to identify

what are the key components that have the possibility of leading us

to achieve such differentiation and what tactics we will adopt to

improve them. Do we have the ability to expand trade domestically

Future theory for establishing a great place to work

Revista Científica Interdisciplinaria Investigación y Saberes , / 2023/ , Vol. 13, No. 1

or internationally, does our product or service brings any added cost

(quality, cost, customer service, among others) to those of the

competition? Each one of these questions are not all the reflections

that we must make in order to implement a strategy for the

optimization of our competitiveness.

Given the above, Porvenir must be conceptualized in the labor market

as a company with a high level of competitiveness and management

of human resources or capital, since it is a company that in terms of

national indicators has the largest number of members of a pension

fund manager, with more than 13 million active accounts of members

in mandatory pensions and a total of 3 thousand employees

distributed in equal percentages of gender close to 50% of the hired

population, with the highest percentage of gender equity in the labor

market of pension funds.

Methodology

It should be noted that not all research using quantitative methods is

intended to be experimental. Of course, quantitative research does

not always seek or require examining the behavior of phenomena or

events by manipulating deliberate changes in the variables that

constitute them. With respect to the previous point, in quantitative

research, variables are the key aspect, both for the development of a

theoretical perspective and for the process of theory development.

Framework and definitions of research method strategies. Therefore,

variables also play an important role in defining the research design,

whether experimental or not.

Therefore, because all stages of the research process are interrelated,

research design using quantitative methods is closely related to both

the problem-solving approach and the formulation of objectives and

the depth or scope of the research.

Again, with respect to the above, it should be noted that selecting

the most appropriate study design based on the research question

and objectives requires a thorough review to ensure its internal

consistency in order to achieve the desired results.

Future theory for establishing a great place to work

Revista Científica Interdisciplinaria Investigación y Saberes , / 2023/ , Vol. 13, No. 1

Results

Porvenir is not only a company that focuses on equal opportunities

without excluding people based on their beliefs, level of studies,

gender, race or any other comparison that it wishes to offer, but also

generates efforts to keep its personnel integrated to the benefits that

the company can offer, such as: continuous training programs or

workshops and learning of office automation tools or virtual tools and

concepts that help to facilitate the daily work management.

Additionally, it generates economic benefits that are available with

certain "clauses" of the labor contract that is handled to have housing

subsidies, educational benefits for themselves and their children, and

has "preferential" rates through the employee fund known as FESAP

(Fondo de empleados Porvenir).

From the above mentioned, it is easy to intuit that it is a great

company to work for and that most of the internal employees are

satisfied with the daily management performed and feel a strong

sense of belonging to the company, which is why Porvenir is ranked

#1 in the national ranking according to the results obtained by the

Great Place To Work (GPTW) 2022 surveys.

It is at this point where we must question the guarantees and

transparency offered by the GPTW result, with the internal reality or

the real feelings of employees towards the company.

A survey was made to 20 employees of the institution in order to

understand the perception of the main factors such as the perception

of the work environment in relation to salary, treatment by the leaders,

projection and internal growth, among others.

In the general results 6 people (30% of the respondents) are satisfied,

motivated and consider that they work in one of the best companies

in Colombia, while the remaining 14 people (70% of the respondents)

consider that there are many opportunities for improvement in

relation to the internal treatment of the leaders, the workload and the

economic rewards, but that they did not feel confident to give these

results in surveys requested by the entity, since they consider that

there may be a follow-up or validation of the answers that may affect

even more the negative feelings in the daily work. They consider that

Future theory for establishing a great place to work

Revista Científica Interdisciplinaria Investigación y Saberes , / 2023/ , Vol. 13, No. 1

through constant follow-ups by the leaders and as an example of

internal surveys of the areas, they can know the answers generated.

Conclusions

Given the above, we can deduce that although there are large entities

dedicated to measuring the work climate of organizations in a specific

market or in general, they do not transmit the certainty that the

information provided will not be shared or provided to the company

to review the answers.

Similarly, the pressure exerted by some of the companies on their

collaborators with the intention of answering a survey that is free to

decide whether to complete or not is not contemplated. Neither is

the possibility of psychological pressure by area managers with the

intention of obtaining biased results that allow good visibility in the

market, but that will be detrimental to the company, since it is not as

good as it is made known, the aspects that should be addressed are

not improved and the human talent that enters new to the company

clashes with the internal labor reality and is disappointed with the

process.

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