Determinantes de la gestión del talento humano en el cumplimiento de metas operativas: Una revisión sistemática en el sector saneamiento

Juan Carlos Álvarez Ccasa; Manuel Tomás, Gonzáles Benites; Ysabel Morán Quintanilla

doi:10.61286/e-rms.v4i.359

Authors

Juan Carlos Álvarez Ccasa Universidad César Vallejo, Lima Norte, Perú https://orcid.org/0000-0002-8631-1357
Manuel Tomás, Gonzáles Benites Universidad César Vallejo, Lima Norte, Perú https://orcid.org/0000-0002-0617-7064
Ysabel Morán Quintanilla Universidad Nacional Intercultural de la Amazonía, Ucayali, Perú https://orcid.org/0009-0003-6416-950X

DOI:

https://doi.org/10.61286/e-rms.v4i.359

Keywords:

human talent management, work performance, sanitation sector, work objectives, systematic review

Abstract

Human talent management has become a strategic factor for organizational performance and the achievement of work objectives in increasingly complex institutional contexts. In particular, the sanitation sector faces challenges related to operational efficiency, service quality, and personnel management, which demands more strategic and contextualized approaches to talent management. The objective of this study was to analyze the scientific evidence on the relationship between human talent management and the achievement of work objectives in the sanitation sector through a systematic literature review. The study adopted a basic qualitative approach, following the PRISMA guidelines. The literature search was conducted between January and March 2016 in the Scopus, Web of Science, SciELO, and Dialnet databases. Articles published between 2014 and 2016 were included. Initially, 361 records were retrieved; after the removal of duplicates, the screening process, and the eligibility assessment, 25 studies were selected. The results show that human talent management (HTM) has evolved from administrative approaches to strategic, performance-oriented models. Furthermore, a positive relationship is confirmed between talent management practices, motivation, retention, and employee commitment to achieving work objectives. It is concluded that HTM is a fundamental component for achieving work objectives.

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