La vinculación universidad-empresa en Olavarría : análisis de los factores claves y recomendaciones para su promoción y desarrollo

En los últimos años el surgimiento de nuevos paradigmas tecnológicos, cambios productivos e innovaciones organizacionales está redefiniendo el contexto de actuación y el proceso de competencia empresarial y de los agentes económicos. De tal modo, no sólo factores micoeconómicos inciden en el desempeño competitivo de las empresas. Los factores macroeconómicos, junto con elementos mesoeconómicos (organizaciones e instituciones que constituyen el entorno más cercano a las empresas) también tiene importante influencia. Dentro de esta estructura institucional, la Universidad juega un papel sumamente iimportante. Esta tesis, de carácter exploratorio, se plantea como objetivo general analizar la vinculación de una Institución Universitaria (la Facultad de Ingeniería de la Universidad Nacional del Centro de la Provincia de Buenos Aires, situada en la ciudad de Olavarría) con el entramado productivo local, específicamente las pequeñas y medianas empresas industriales, buscando realizar un aporte a la gestión universitaria a partir del mencionado diagnóstico.Fil: Chiodi, Franco Javier. Universidad Nacional de General Sarmiento. Instituto de Industria; Argentina

Key factors for a continuous improvement process

The goal of this work was to examine the content of continuous improvement strategies, taking into account the important role they play in building competitiveness. This paper argues that several specific issues must be taken into account in order to reach successful outcomes.This work starts with a literature review on the matter. On this basis, we designed a survey administered to a group of 30 large companies, each of which is renowned leader in Argentina. Finally, we compared the development of continuous improvement process in companies with very effective results and with scarce results. Differences that emerged from this comparison enabled us to identify critical factors for achieving a successful improvement process.As there are no recent researches on continuous improvement programs in Argentina, this paper contributes to recognizing and systematizing what has been done, comparing it with theoretical framework and uncovering research gaps for future studies. However, further research must confirm these findings and move forward on the analysis of intangible factors, like: internal communications, climate, culture, self reflexion, consensus, etc

Revisión de modelos de madurez en la medición del desempeño

Introducción: En un contexto tan dinámico como el actual, las pymes necesitan sistemas de medición de desempeño (SMD) que generen información útil, relevante y confiable para poder funcionar eficientemente. Medir la madurez de los SMD es un paso fundamental para lograr su evolución a un estado ideal que permita un mejor control de los resultados y actuar en consecuencia, facilitando la gestión y toma de decisiones.Objetivo: Desarrollar una revisión bibliográfica para identificar y caracterizar modelos de madurez de los SMD, reconociendo entre ellos los modelos más factibles de aplicar en pymes en pos de generar un aporte para el fortalecimiento de dichos sistemas, facilitando así la toma de decisiones efectivas y oportunas en las organizaciones.Metodología: Se plantea el interrogante a responder: ¿cuáles modelos de madurez de SMD existentes pueden ser utilizados por empresas pymes industriales? Para la búsqueda de información se consultó la base de datos Google académico, utilizando ciertos parámetros de búsqueda. Con base en una definición de criterios previa, se comparan los modelos seleccionados. Por último, se analizan y elaboran las conclusiones sobre dichos modelos.Resultados: De los resultados obtenidos a través de la búsqueda bibliográfica en Google académico, se utilizaron diferentes criterios para seleccionar los modelos a caracterizar y comparar. Los cuatro modelos seleccionados fueron: el modelo de Wettstein y Kueng, el modelo de Van Aken, el modelo de Tangen y el modelo de Aho.Conclusiones: Los modelos considerados más adecuados son los propuestos por Wettstein y Kueng (2002) y Aho (2012) debido a su fácil aplicación y el bajo requerimiento de uso de recursos. Sin embargo, tales modelos no cuentan con una herramienta de evaluación, quedando su definición a cargo de la empresa.ntroduction− In a context as dynamic as today, SMEs need performance measurement systems (PMS) that are able to generate useful, relevant and reliable information to manage. Measuring the maturity of PMS is an essential step to achieve its evolution to an ideal state that allows a better control of the results and to act consequently, improving management and decision making.Objective−To develop a bibliographic review to identify and characterize PMS maturity models, recognizing between them the most feasible models to apply in SMEs, in order to generate a contribution for the strengthe-ning of such systems, facilitating effective and timely decision making in organizations.Methodology−The research question defined is: which existing PMS ma-turity model can be used by industrial SMEs? Google Scholar database was consulted for searching information, using certain search parameters. Based on a previous criteria definition, the selected models are compared. Finally, the conclusions about these models are elaborated.Results− From the results obtained through the bibliographic search in Google Scholar, different criteria were used to select the models to be cha-racterized and compared. The four models selected were the proposed by Wettstein and Kueng, Van Aken, Tangen and Aho.Conclusions−The models considered most adequate are those proposed by Wettstein and Kueng (2002) and Aho (2012), due to their easy applica-tion and the low requirement of resource use. However, as such models do not have an evaluation tool, it has to be defined by the company

Revisión de modelos de madurez en la medición del desempeño

Introduction: In a context as dynamic as today, SMEs need performance measurement systems (PMS) that are able to generate useful, relevant and reliable information to manage. Measuring the maturity of PMS is an essential step to achieve its evolution to an ideal state that allows a better control of the results and to act consequently, improving management and decision making.Objective: To develop a bibliographic review to identify and characterize PMS maturity models, recognizing between them the most feasible models to apply in SMEs, in order to generate a contribution for the strengthening of such systems, facilitating effective and timely decision making in organizations.Methodology: The research question defined is: which existing PMS maturity model can be used by industrial SMEs? Google Scholar database was consulted for searching information, using certain search parameters. Based on a previous criteria definition, the selected models are compared. Finally, the conclusions about these models are elaborated.Results: From the results obtained through the bibliographic search in Google Scholar, different criteria were used to select the models to be characterized and compared. The four models selected were the proposed by Wettstein and Kueng, Van Aken, Tangen and Aho.Conclusions: The models considered most adequate are those proposed by Wettstein and Kueng (2002) and Aho (2012), due to their easy application and the low requirement of resource use. However, as such models do not have an evaluation tool, it has to be defined by the company.Introducción: En un contexto tan dinámico como el actual, las pymes necesitan sistemas de medición de desempeño (SMD) que generen información útil, relevante y confiable para poder funcionar eficientemente. Medir la madurez de los SMD es un paso fundamental para lograr su evolución a un estado ideal que permita un mejor control de los resultados y actuar en consecuencia, facilitando la gestión y toma de decisiones.Objetivo: Desarrollar una revisión bibliográfica para identificar y caracterizar modelos de madurez de los SMD, reconociendo entre ellos los modelos más factibles de aplicar en pymes en pos de generar un aporte para el fortalecimiento de dichos sistemas, facilitando así la toma de decisiones efectivas y oportunas en las organizaciones.Metodología: Se plantea el interrogante a responder: ¿cuáles modelos de madurez de SMD existentes pueden ser utilizados por empresas pymes industriales? Para la búsqueda de información se consultó la base de datos Google académico, utilizando ciertos parámetros de búsqueda. Con base en una definición de criterios previa, se comparan los modelos seleccionados. Por último, se analizan y elaboran las conclusiones sobre dichos modelos.Resultados: De los resultados obtenidos a través de la búsqueda bibliográfica en Google académico, se utilizaron diferentes criterios para seleccionar los modelos a caracterizar y comparar. Los cuatro modelos seleccionados fueron: el modelo de Wettstein y Kueng, el modelo de Van Aken, el modelo de Tangen y el modelo de Aho.Conclusiones: Los modelos considerados más adecuados son los propuestos por Wettstein y Kueng (2002) y Aho (2012) debido a su fácil aplicación y el bajo requerimiento de uso de recursos. Sin embargo, tales modelos no cuentan con una herramienta de evaluación, quedando su definición a cargo de la empresa

Revisión de modelos de madurez en la medición del desempeño

En un contexto tan dinámico como el actual, las pymes necesitan sistemas de medición de desempeño (SMD) que generen información útil, relevante y confiable para poder gestionar. Medir la madurez de los SMD es un paso fundamental para lograr su evolución a un estado ideal que permita un mejor control de los resultados y actuar en consecuencia. Teniendo en cuenta que las pymes no disponen de mecanismos idóneos de información, se pretende realizar una revisión bibliográfica de los modelos de madurez de SMD existentes para identificar los más factibles de aplicar en tales empresas. De tal revisión surgen como modelos más adecuados los propuestos por Wettstein y Kueng (2002) y Aho (2012), debido a su fácil aplicación y el bajo requerimiento de uso de recursos. Sin embargo, tales modelos no cuentan con una herramienta de evaluación, quedando su definición a cargo de la empresa.

Key factors for a continuous improvement process

The goal of this work was to examine the content of continuous improvement strategies, taking into account the important role they play in building competitiveness. This paper argues that several specific issues must be taken into account in order to reach successful outcomes.This work starts with a literature review on the matter. On this basis, we designed a survey administered to a group of 30 large companies, each of which is renowned leader in Argentina. Finally, we compared the development of continuous improvement process in companies with very effective results and with scarce results. Differences that emerged from this comparison enabled us to identify critical factors for achieving a successful improvement process.As there are no recent researches on continuous improvement programs in Argentina, this paper contributes to recognizing and systematizing what has been done, comparing it with theoretical framework and uncovering research gaps for future studies. However, further research must confirm these findings and move forward on the analysis of intangible factors, like: internal communications, climate, culture, self reflexion, consensus, etc

KEY FACTORS FOR A CONTINUOUS IMPROVEMENT PROCESS

<p>The goal of this work was to examine the content of continuous improvement strategies, taking into account the important role they play in building competitiveness. This paper argues that several specific issues must be taken into account in order to reach successful outcomes.</p> <p>This work starts with a literature review on the matter. On this basis, we designed a survey administered to a group of 30 large companies, each of which is renowned leader in Argentina. Finally, we compared the development of continuous improvement process in companies with very effective results and with scarce results. Differences that emerged from this comparison enabled us to identify critical factors for achieving a successful improvement process.</p> <p>As there are no recent researches on continuous improvement programs in Argentina, this paper contributes to recognizing and systematizing what has been done, comparing it with theoretical framework and uncovering research gaps for future studies. However, further research must confirm these findings and move forward on the analysis of intangible factors, like: internal communications, climate, culture, self reflexion, consensus, etc.</p

Estresse percebido em profissionais da Estratégia Saúde da Família

Objective: To evaluate the perceived stress (PS) of professionals in Primary Health Care and its association with the characteristics of the teams in the Family Health Program (FHP). The association between PS and self-referred morbidity was also investigated. Methods: This is a cross-sectional study conducted with 450 employees from 60 teams in 12 Basic Health Units (BHUs) in a region of São Paulo. The differences in the total score in the Perceived Stress Scale were evaluated through multiple linear regression models. Results: Higher levels of PS were observed in those who had been working for one year or more in the same team, in the categories of doctors, nurses and community health workers, females, non-religious, and in BHU professionals in incomplete teams (absence of a physician). Lower perceived stress was found in widowers. It was observed that individuals with higher levels of PS have higher chances of reporting chronic health problems. Conclusion: It can be concluded that the perception of stress in this population is associated with individual, professional factors, and the composition of teams in healthcare units. Objetivo: Avaliar o estresse percebido (EP) de profissionais da Estratégia de Saúde da Família (ESF) e a associação com características das equipes. Também foi investigada a ocorrência de associação entre EP e morbidade autorreferida. Métodos: Trata-se de estudo transversal com 450 trabalhadores de 60 equipes em 12 Unidades Básicas de Saúde (UBS), em uma região de São Paulo. As diferenças entre o escore total da Escala de Estresse Percebido e suas associações com as características individuais e das equipes foram avaliadas por meio de modelos múltiplos de regressão linear. Resultados: Observaram-se níveis mais elevados de EP naqueles com tempo de trabalho igual ou superior a um ano na mesma equipe, nas categorias de médicos, enfermeiros e agentes comunitários de saúde, gênero feminino, em não praticantes de credos religiosos, e em profissionais de UBS com equipes incompletas (ausência do médico). Menor estresse percebido foi encontrado em viúvos. Observou-se que indivíduos com níveis mais elevados de EP têm mais chance de relatar problemas crônicos de saúde. Conclusão: Conclui-se que a percepção de estresse na população estudada está associada a fatores individuais, profissionais, e à composição das equipes nas unidades básicas de saúde