| dc.description.abstract | El Diplomado de Profundización en Gerencia del Talento Humano (Código 101007), presentado como opción de grado del programa de Administración de Empresas de la UNAD, analiza los desafíos de la gestión y retención del talento en Ecopetrol durante el periodo 2020–2026, en un contexto de transición energética y transformación digital.
La investigación, de enfoque cualitativo y documental, identifica brechas de competencias técnicas y digitales, riesgos de fuga de talento y debilidades en los sistemas de compensación y planificación estratégica. Como resultado, se proponen estrategias orientadas a fortalecer la formación continua, la retención del talento crítico y la alineación de los procesos de gestión humana con los objetivos organizacionales, con el fin de garantizar sostenibilidad y competitividad empresarial. | |
| dc.description.abstractenglish | This study analyzes talent management and retention strategies for specialized human
capital within the context of the global energy transition. The transformation of the energy
sector—driven by decarbonization policies, digitalization, sustainability goals, and technological
innovation—has generated significant organizational challenges, particularly in attracting,
developing, and retaining highly skilled professionals. Companies operating in complex and
competitive environments, such as Ecopetrol, must align their human resource strategies with
long-term strategic objectives to remain sustainable and competitive.
The research identifies key factors affecting talent retention, including organizational
reputation, leadership styles, professional development opportunities, work environment, and
compensation structures. Additionally, it examines the growing skills gap in technical, digital,
and environmental competencies required for renewable energy projects and low-carbon
operations. The study adopts a qualitative-descriptive methodology, supported by document
analysis and sector reports, to evaluate current practices and propose strategic improvements.
Findings suggest that effective talent retention in the energy transition context requires an
integrated human resource management model focused on continuous learning, innovation
culture, employee engagement, and employer branding. Strengthening internal communication,
promoting inclusive leadership, and implementing upskilling and reskilling programs are
essential to address workforce transformation challenges.
The study concludes that managing specialized talent is not only an operational function
but a strategic priority that directly influences organizational resilience, reputation, and long
term value creation in the evolving energy landscape. | |
