Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias
A group of collaborators, composed of psychologists and administrative staff, after reviewing ways to measure job performance, decided to implement the methodology based on functions and general and specific competencies developed by Martha Alles [1]. Based on this methodology, a web-based software...
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| Formato: | Tesis de maestría |
| Lenguaje: | inglés |
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Universidad Peruana Unión
2026
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| Acceso en línea: | Enlace permanente (DOI o Handle) |
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| _version_ | 1881510598208913408 |
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| author | Huaman Fernandez, Ivan Wilmer |
| author2 | Lopez Gonzales, Javier Linkolk |
| author_browse | Huaman Fernandez, Ivan Wilmer Lopez Gonzales, Javier Linkolk |
| author_facet | Lopez Gonzales, Javier Linkolk Huaman Fernandez, Ivan Wilmer |
| author_sort | Huaman Fernandez, Ivan Wilmer |
| collection | Repositorio institucional |
| description | A group of collaborators, composed of psychologists and administrative staff, after reviewing ways to measure job performance, decided to implement the methodology based on functions and general and specific competencies developed by Martha Alles [1]. Based on this methodology, a web-based software was implemented [2] to evaluate performance. The performance evaluation is conducted once a year and involves teaching, non-teaching, administrative, and management staff [3]. Competency-based job performance is a modern method of human talent management that not only measures a worker’s achievements, but also the way in which he or she achieves them, i.e., the skills he or she uses to reach his or her goals. Martha Alles, a leader in human resources management in Latin America, proposes a structured approach that directly links the skills model to performance evaluation, accounting for both technical and behavioral skills. According to Alles, competencies are a set of knowledge, skills, and attitudes that are observable and affect job performance. They can be measured with objective tests. His approach uses tools such as the assessment center, 360°, 180°, and 90° assessment, competency interviews, and behavioral scales to ensure a comprehensive examination of individual and group performance [4]. According to Martha Alles methodology, performance is also defined as the observed display of abilities, behaviors, and knowledge aligned with the role and strategy. The model consists of a list of competencies, sets of competencies, a job profile with clearly defined functions, and individual development plans. [5] Numerous international organizations have adopted Martha Alles’s methodology. In Colombia, a competency-based microbusiness management model has been imple- mented using Alles’ methodology to assess and develop employee competencies [6]. In the academic field, 360-degree competency-based evaluation has also been used to improve student performance in educational institutions [7]. In different countries, Martha Alles is not explicitly mentioned, but performance evaluations based on competencies aligned with the methodology she proposes have been implemented. La National Distance Education University UNED (Spain) and the Catholic University of Santiago de Guayaquil (Ecuador) they have designed a competency-based training model for teachers and education professionals with the aim of evaluating competencies and their great importance in the teaching process the results show that teachers between the ages of 25 and 35 prefer to value planning, communication, evaluation, methodology, digital, and tutoring skills, while those over 55 emphasize the importance of digital and innovation skills. [8] In Peru, studies were conducted using a non-experimental, cross-sectional design with a descriptive-propositional approach. The results showed deficiencies in specific processes related to personnel selection and hiring, as well as a lack of incentives affecting staff development and motivation. When the model was implemented in human resources, it proved effective in improving work performance. [9] |
| escuela_str_mv | Escuela de Posgrado |
| format | info:eu-repo/semantics/masterThesis |
| id | oai:repositorio.upeu.edu.pe:20.500.12840/9808 |
| institution | UPeU |
| language | English |
| linea_str_mv | Inteligencia de negocios |
| ocde_area_str_mv | Ciencias naturales |
| ocde_disciplina_str_mv | Computación y ciencias de la información |
| ocde_str_mv | 1.02.00 |
| programa_nombre_str_mv | Maestría en Ingeniería de Sistemas con Mención en Dirección y Gestión en Tecnología de Información |
| programa_uri_str_mv | http://upeu.edu.pe/sys/programas/programa/maestria-en-ingenieria-de-sistemas-direccion-tic |
| publishDate | 2026 |
| publishDateRange | 2026 |
| publishDateSort | 2026 |
| publisher | Universidad Peruana Unión |
| publisherStr | Universidad Peruana Unión |
| record_format | dspace |
| sede_str_mv | Lima |
| spelling | Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias Huaman Fernandez, Ivan Wilmer Lopez Gonzales, Javier Linkolk Desempeño laboral Redes neuronales Instituciones universitarias A group of collaborators, composed of psychologists and administrative staff, after reviewing ways to measure job performance, decided to implement the methodology based on functions and general and specific competencies developed by Martha Alles [1]. Based on this methodology, a web-based software was implemented [2] to evaluate performance. The performance evaluation is conducted once a year and involves teaching, non-teaching, administrative, and management staff [3]. Competency-based job performance is a modern method of human talent management that not only measures a worker’s achievements, but also the way in which he or she achieves them, i.e., the skills he or she uses to reach his or her goals. Martha Alles, a leader in human resources management in Latin America, proposes a structured approach that directly links the skills model to performance evaluation, accounting for both technical and behavioral skills. According to Alles, competencies are a set of knowledge, skills, and attitudes that are observable and affect job performance. They can be measured with objective tests. His approach uses tools such as the assessment center, 360°, 180°, and 90° assessment, competency interviews, and behavioral scales to ensure a comprehensive examination of individual and group performance [4]. According to Martha Alles methodology, performance is also defined as the observed display of abilities, behaviors, and knowledge aligned with the role and strategy. The model consists of a list of competencies, sets of competencies, a job profile with clearly defined functions, and individual development plans. [5] Numerous international organizations have adopted Martha Alles’s methodology. In Colombia, a competency-based microbusiness management model has been imple- mented using Alles’ methodology to assess and develop employee competencies [6]. In the academic field, 360-degree competency-based evaluation has also been used to improve student performance in educational institutions [7]. In different countries, Martha Alles is not explicitly mentioned, but performance evaluations based on competencies aligned with the methodology she proposes have been implemented. La National Distance Education University UNED (Spain) and the Catholic University of Santiago de Guayaquil (Ecuador) they have designed a competency-based training model for teachers and education professionals with the aim of evaluating competencies and their great importance in the teaching process the results show that teachers between the ages of 25 and 35 prefer to value planning, communication, evaluation, methodology, digital, and tutoring skills, while those over 55 emphasize the importance of digital and innovation skills. [8] In Peru, studies were conducted using a non-experimental, cross-sectional design with a descriptive-propositional approach. The results showed deficiencies in specific processes related to personnel selection and hiring, as well as a lack of incentives affecting staff development and motivation. When the model was implemented in human resources, it proved effective in improving work performance. [9] 2026-02-13 2026-02-18T21:00:40Z 2026-02-18T21:00:40Z 2028-02-13 info:eu-repo/date/embargoEnd/2028-02-13 info:eu-repo/semantics/masterThesis https://hdl.handle.net/20.500.12840/9808 eng info:eu-repo/semantics/embargoedAccess http://creativecommons.org/licenses/by-nc-sa/4.0/ application/pdf Universidad Peruana Unión PE oai:repositorio.upeu.edu.pe:20.500.12840/9808 2026-11-10T17:45:09Z |
| spellingShingle | Desempeño laboral Redes neuronales Instituciones universitarias Huaman Fernandez, Ivan Wilmer Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias |
| title | Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias |
| title_full | Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias |
| title_fullStr | Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias |
| title_full_unstemmed | Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias |
| title_short | Modelo de clasificación del desempeño laboral apoyado en redes neuronales para instituciones universitarias |
| title_sort | modelo de clasificacion del desempeno laboral apoyado en redes neuronales para instituciones universitarias |
| topic | Desempeño laboral Redes neuronales Instituciones universitarias |
| topic_facet | Desempeño laboral Redes neuronales Instituciones universitarias |
| url | https://hdl.handle.net/20.500.12840/9808 |
| work_keys_str_mv | AT huamanfernandezivanwilmer modelodeclasificaciondeldesempenolaboralapoyadoenredesneuronalesparainstitucionesuniversitarias |