Competencias laborales y su
incidencia en el desempeño del personal de los GADS parroquiales de la provincia
de Santa Elena
Diana Carolina Malavé Yagual [*]
Arturo Gustavo Benavides Rodríguez *
ABSTRACT
The
objective of this article is to evaluate the incidence of labor competencies
play a fundamental role in the performance of personnel in the parish
Autonomous Decentralized Governments (GAD) of the province of Santa Elena.
Several techniques and tools were used to analyze how technical, social and
personal skills influence the quality and efficiency of the services offered by
these institutions. The study used descriptive research through the
desegregation of variables, which also allowed for a situational diagnosis, and
correlational research through the analysis of indicators to analyze the
variables of interest. Data collection was carried out through a survey of
parish government officials to identify gaps in competencies and their
relationship with the fulfillment of organizational objectives. Significant
deficiencies were identified in the design of training programs and in the
periodic evaluation of performance, which limits the integral development of
personnel and negatively affects productivity levels. Consequently, it is
proposed to implement a management model based on competencies, including
continuous training processes and evaluation mechanisms.
Keywords: Training and education,
labor competencies, sustainable development, organizational performance,
RESUMEN
El presente artículo tiene como
objetivo evaluar la incidencia de las competencias laborales desempeñan un
papel fundamental en el desempeño del personal en los Gobiernos Autónomos
Descentralizados (GAD) parroquiales de la provincia de Santa Elena. Se
emplearon varias técnicas y herramientas para analizar cómo las habilidades
técnicas, sociales y personales influyen en la calidad y eficiencia de los
servicios ofrecidos por estas instituciones. En el estudio se empleó una
investigación de tipo descriptiva mediante la desegregación de variables,
además permitió realizar el diagnóstico situacional, por otro lado, se empleó
la investigación correlacional mediante el análisis de indicadores para
analizar las variables de interés. La recolección de los datos se realizó a
través de una encuesta dirigida a funcionarios de los GAD parroquiales, para
identificar brechas en las competencias y su relación con el cumplimiento de
objetivos organizacionales. Se identificaron deficiencias significativas en el
diseño de programas de capacitación y en la evaluación periódica del desempeño,
lo que limita el desarrollo integral del personal y afecta negativamente los
niveles de productividad. En consecuencia, se propone implementar un modelo de
gestión basado en competencias, que contemple procesos continuos de formación y
mecanismos de evaluación.
Palabras clave : Capacitación y formación, competencias
laborales, desarrollo sostenible, desempeño organizacional
INTRODUCTION
Labor
competencies have become a crucial aspect for the development of public
institutions and the fulfillment of their organizational objectives, since they
allow improving the performance and quality of the services
they offer
The
concept of labor competencies includes a set of skills, knowledge and attitudes
that employees must possess to perform their tasks effectively and efficiently.
In the public sector, these competencies go beyond the technical, as they
include interpersonal and leadership skills that facilitate collaborative work
and decision-making for the benefit of citizens .
Competency-based
management allows organizations to evaluate and improve the performance of
their personnel on a continuous basis. In parish GADs, this management model
contributes to aligning the capabilities of employees with institutional
objectives, promoting a culture of continuous improvement and efficiency
According
to Quiroz, (2019) the relationship between labor competencies and
organizational performance has been widely explored in several studies, where
it is highlighted that those institutions that invest in the development of
their human talent achieve higher levels of effectiveness and satisfaction
among their beneficiaries. In the context of parish governments, the lack of
specific competencies in their personnel can lead to inefficient performance,
which directly affects the community that benefits from their services. This
highlights the importance of having a continuous training system that
strengthens the necessary competencies .
Competency-based
management models are a strategic tool for GADs, as they identify the key
skills that staff must develop to achieve optimal performance. This includes
technical as well as social and personal competencies, which together
contribute to community well-being and institutional efficiency
.
The
province of Santa Elena presents a particular context in terms of public
management, where parish governments must face challenges such as the scarcity
of resources and the high demand for basic services. This makes investment in
labor competencies even more relevant to achieve efficient management
.
One
of the main benefits of developing work competencies in the GADs is the
possibility of improving communication and collaboration between areas, thus
facilitating the execution of projects and the fulfillment of the objectives
set forth .
According
to Delgado (2023), competencies in the public sector are determinant not only
for the achievement of institutional objectives, but also for the
sustainability of projects over time. This is especially true for parish GADs
in Santa Elena, where staff stability and continuous training are essential for
community development. In Ecuador, parish GADs face the responsibility of
implementing local development policies that require highly trained personnel.
The development of competencies in areas such as project management and citizen
service is fundamental to fulfill this mission .
Several
studies suggest that personal competencies, such as adaptability and
commitment, are especially relevant in the public sector, as they enable
employees to face challenges in high-pressure and resource-constrained
environments
Finally,
it should be noted that training in job skills not only benefits organizational
performance, but also strengthens the sense of belonging of the personnel,
which has a positive impact on the retention of talent within the parish GADs .
According
to Díaz, (2020) labor competencies are the combination of knowledge, skills,
attitudes and values that an individual must possess to efficiently perform a
specific role in the workplace. On the other hand,
Labor
competencies are essential in the strategic management of human talent, as they
allow the identification and development of employees' potential. As
Job
competencies encompass various dimensions that integrate knowledge, skills and
attitudes necessary for efficient professional performance. Among these, the
cognitive dimension focuses on the technical and theoretical knowledge
essential for the position, while the functional dimension refers to the
ability to perform specific tasks with precision and efficiency
In
addition, job competencies include a social dimension, which emphasizes the
interpersonal skills needed to collaborate effectively in teams and communicate
with diverse stakeholders
The
strengthening of labor competencies is a strategic process that allows workers
to acquire and develop skills, knowledge and attitudes that improve their
professional performance. According to
In
addition, the strengthening of labor competencies not only benefits companies,
but also workers by increasing their employability and facilitating their
professional development. As stated by
Labor
competencies are classified into different categories according to their nature
and purpose, allowing the identification and development of those that are
essential for professional performance. One of the most common classifications
distinguishes between basic, generic and specific competencies. According to
Another
relevant classification is that which differentiates between technical and
behavioral competencies. Technical competencies refer to the knowledge and
practical skills needed to perform specific tasks, such as the use of tools or
specialized software. In contrast, behavioral competencies are related to the
attitudes and values that employees bring to the work environment, such as
ethics, adaptability and leadership skills
In
addition, job competencies can be classified according to their level of
complexity and applicability, from operational competencies to strategic
competencies. According to
Technical
competencies are fundamental in project execution, as they represent the
specific knowledge and skills that professionals need to perform tasks related
to their area of expertise. These competencies range from the handling of
specialized tools and software to the application of specific methodologies
such as agile or traditional project management. According to
The
impact of technical skills on project execution is not only reflected in
tangible results, but also in the team's ability to adapt to unforeseen
challenges. As noted by
Training
and competency development in the public sector are essential to ensure
efficiency, transparency and quality in the provision of services to citizens.
According to Zamora & Silva, (2019), these processes strengthen both
technical competencies and transversal skills of public servants, allowing them
to adapt to the changing demands of the socio-political and technological
environments. The implementation of continuous training programs, oriented to
innovation and the development of strategic capabilities, is key to improve
decision making, planning and public management.
In
addition, training in the public sector fosters the professionalization of
public officials and improves citizen perception of government effectiveness.
As pointed out by
According
to Romero, (2022) employee performance refers to the ability of employees to
fulfill their job responsibilities efficiently and in alignment with
organizational objectives. This performance is influenced by factors such as
technical competencies, work commitment, and the work environment. High
performance not only improves the organization's productivity, but also
contributes to the individual's professional development, strengthening his or
her motivation and sense of belonging. In this context, it is essential to have
performance evaluation systems in place to identify areas for improvement and
to design training and development strategies tailored to employees' needs.
Staff
performance is closely linked to human resource management and leadership
within the organization.
The
evaluation of job competencies is an essential process to ensure that employees
possess the necessary skills, knowledge and attitudes to contribute to
organizational success. This type of assessment allows the identification of
competency gaps and the design of training strategies aimed at improving
individual and collective performance. According to Londoño
& Ramírez, (2022) the implementation of assessment tools such as technical
tests, simulations and competency-based interviews strengthens the alignment
between the capabilities of personnel and the strategic objectives of the
organization.
The
impact of competency assessment on organizational performance translates into
greater productivity, efficiency and quality in internal processes. According
to
Personnel
performance is influenced by multiple factors, including working conditions,
individual competencies and leadership style. According to Martínez &
Rojas, (2021), a favorable work environment, including adequate resources, a
positive organizational climate and safe physical conditions, has a significant
impact on employee productivity and motivation. In addition, the level of
technical and transversal competencies of workers is a key determinant of
performance, as it directly influences their ability to accomplish assigned
tasks efficiently. Alignment between individual skills and job demands is
essential to optimize results at both the personal and organizational levels.
Another
critical factor is leadership within the organization, which can shape
employees' commitment and attitude towards their responsibilities. As Gómez and
López (2020) point out, a participative leadership style oriented to the
development of human talent fosters trust, a sense of belonging and a
willingness to change. Likewise, recognition and constant feedback play an
important role in strengthening workers' motivation and commitment. Factors
such as organizational culture, access to continuous training opportunities and
clarity in roles and objectives also influence performance, highlighting the
importance of comprehensive management to maximize the potential of personnel.
The
parish Autonomous Decentralized Autonomous Governments (GAD), as local
management entities, require performance evaluation methodologies that are
adapted to their operational scale and the specific characteristics of their
communities. Among the most commonly applied methodologies are the system of
management indicators and competency-based evaluation. According to Martínez
and López (2021), management indicators make it possible to measure the
effectiveness and efficiency of the projects and programs implemented, ensuring
that the results are aligned with the needs of the local population. On the
other hand, competency-based evaluation focuses on analyzing the skills,
knowledge and attitudes of personnel, ensuring that these are aligned with the
strategic objectives of the parish government. These methodologies not only
allow monitoring performance, but also identify opportunities for improvement
to optimize public management.
According
to Ríos & Macías, (2019) the incorporation of technological tools and
participatory methods has strengthened evaluation methodologies in parish GADs.
According to Gómez & Ramírez (2020), the use of digital platforms for data
collection and analysis facilitates the implementation of real-time monitoring
systems, promoting transparency and accountability. In addition, participatory
approaches, such as community surveys and consultation workshops, allow the
integration of citizen perception into the evaluation process, ensuring that
decisions are based on community priorities. These mixed methodologies, that
combine qualitative and quantitative elements, are essential to improve the
management of parish governments and strengthen their capacity to respond to
local challenges.
Labor
competencies have a direct impact on organizational performance, as they are
the basis on which employees perform their functions and contribute to the
achievement of the institution's strategic objectives. According to Gómez and
Ramírez (2020), well-developed technical and transversal competencies allow
workers to perform effectively in their roles, reducing errors, improving
productivity and favoring innovation. In addition, the alignment between
individual competencies and organizational needs generates a more efficient
work environment, where each employee contributes value through his or her
specialization and unique skills.
On
the other hand, work competencies also influence organizational culture,
fostering collaboration, adaptability and resilience in work teams. According
to Navarro & Alarcón, (2019) highlight that organizations that invest in
the development of labor competencies not only increase individual performance,
but also strengthen the cohesion and commitment of employees towards
institutional objectives. The constant evaluation of competencies and the
implementation of training programs guarantee a workforce prepared to respond
to current challenges, improving both organizational performance and employee
satisfaction. In this sense, labor competencies become a strategic factor for
the success and sustainability of organizations.
The
performance of public servants is a determining factor in the quality of
services offered to citizens. Efficient and results-oriented management ensures
that services are accessible, effective and timely. According to Chacón,
(2020), quality in the provision of public services is also linked to the
development of competencies and the continuous training of civil servants. On
the other hand, Ramírez & Torres, (2021) highlight that strengthening
technical, social and digital skills in public personnel not only improves
their performance, but also fosters innovation and adaptability in a changing
environment. The implementation of quality management models, such as the focus
on continuous improvement and citizen feedback, helps public institutions to
maintain high levels of efficiency and credibility.
The
improvement of labor performance in Decentralized Autonomous Governments (GADs)
faces several challenges related to planning, training and resource management.
One of the main challenges is the lack of efficient tools and systems to
evaluate and monitor employee performance. According to Ríos & Macías,
(2019), the absence of clear and objective indicators makes it difficult to
identify areas for improvement and limits the capacity of the GADs to implement
strategies to strengthen human talent. In addition, the scarcity of financial
resources and technological resources represents a significant obstacle,
especially in rural GADs, where working conditions may be more limited.
Another
key challenge is the need to foster an organizational culture oriented towards
continuous improvement and the development of labor competencies. According to Romero (2022), insufficient
training and lack of refresher programs limit employees' ability to adapt to
the demands of a constantly changing environment. Likewise, resistance to
change, both at the hierarchical levels and among employees, can slow down
modernization efforts. Overcoming these challenges requires strategic
management that combines investment in technology, inclusive policy design and
comprehensive training, promoting an environment that favors efficiency and
employee commitment to local development.
MATERIALS AND METHODS
This article
applies a descriptive research approach, based on the need to analyze labor
competencies and their impact on the performance of the personnel of the parish
GADs of the province of Santa Elena. The descriptive research allowed detailing
the characteristics of labor competencies present in the personnel, classifying
them into technical, interpersonal and adaptive, in order to identify strengths
and weaknesses in their management. In turn, the explanatory approach was
oriented towards establishing causal relationships between job competencies and
performance level, exploring how these variables are interconnected and affect
organizational results.
In this
project, correlational research was also used through the analysis of
indicators to analyze the variables of interest. In this way, the results
obtained in the data collection surveys were examined with the purpose of
evaluating the incidence of labor competencies in the performance of the
personnel of the parochial GADs of the province of Santa Elena.
In this
study, a qualitative approach was adopted to understand the factors associated
with the labor competencies of the staff of the parish GADs in the province of
Santa Elena and their impact on organizational performance. This approach
allowed for a detailed exploration of the perceptions, attitudes and
experiences of employees and managers, which facilitated an in-depth
understanding of labor dynamics. The exhaustive bibliographic review of
previous studies and normative frameworks related to competencies and
organizational performance was fundamental to identify the key elements that
structure the analyzed problem.
On the other
hand, a quantitative approach was used with the objective of measuring the
relationship between labor competencies and the performance of the personnel of
the parish GADs of the province of Santa Elena. This approach included the
application of structured surveys directed to administrative and operational
personnel, as well as the collection of quantitative data related to
performance indicators. The results obtained allowed the identification of
critical elements related to technical, interpersonal and adaptive
competencies, providing empirical evidence that supports the conclusions of the
study and the recommendations to strengthen the management of human talent in
these institutions.
This
approach facilitated the collection of key information on the work competencies
of the staff of the parish GADs in the province of Santa Elena and their impact
on organizational performance. Through direct observation of work dynamics and
interaction in institutional environments, together with interviews with the
main actors in the process, tools and strategies adjusted to the local context
were identified. This process provided a comprehensive view of existing
competencies and areas requiring strengthening, contributing to the development
of specific proposals to improve the performance of personnel in these
institutions.
This
approach facilitated the formulation of conclusions based on the study
variables, making it possible to identify the critical aspects associated with
labor competencies and their impact on the performance of the personnel of the
parochial GADs of the province of Santa Elena. By analyzing technical,
interpersonal and adaptive competencies, their influence on the quality of
public services and institutional capacity to meet local development objectives
was highlighted. This integrative analysis provided a solid basis for proposing
strengthening strategies that fit the territorial context.
The study
population is composed of the administrative and operational personnel working
in the different parish GADs of the province, as well as the spokespersons,
which allows the evaluation of labor competencies from an integral perspective
that includes both technical management and social interactions in the
organizational environment.
Table 1. Population
|
PARISH
GAD |
NUMBER
OF WORKERS |
|
|
St. Helena |
San José de Ancón |
11 |
|
St.
Helena |
Atahualpa |
21 |
|
St. Helena |
Chanduy |
14 |
|
St.
Helena |
Colonche |
12 |
|
St. Helena |
Manglaralto |
7 |
|
St.
Helena |
Simon Bolivar |
12 |
|
Salinas |
Anconcito |
12 |
|
Salinas |
José Luis Tamayo |
13 |
|
TOTAL |
102 |
|
Source: Database of the GADPs of the province of Santa
Elena.
Prepared by: Author
Table 1
shows the distribution of the population studied in the article "Labor
competencies and their impact on the performance of the personnel of the parish
GADs of the province of Santa Elena". Due to the small size of the
population, a census was conducted in order to meet the objective of this
research.
In the development of the research on labor
competencies and their incidence on the performance of the personnel of the
parish GADs of the province of Santa Elena, various sources and methods were
used to gather key information that allowed for a comprehensive understanding
of the topic. The main techniques used are described below:
Expert interviews: This technique was applied to
obtain an in-depth view of the labor competencies required in the context of
parish GADs. Interviews were conducted with professionals with experience in
public management and human resources, using a structured questionnaire to
identify critical factors affecting organizational performance and training
needs in the public sector.
Indirect observation: This was used to analyze the
work environment and operational dynamics within the parish GADs. This method
made it possible to identify patterns and problems related to the development
and application of labor competencies, as well as their impact on the provision
of services to the community.
Surveys: Surveys were conducted among the
administrative and operational personnel of the parish GADs of St. Helena. The
surveys consisted of identification questions and research questions aimed at
evaluating the level of labor competencies and their relationship with key
organizational performance indicators.
These methods provided essential qualitative and
quantitative data to analyze the study variables and formulate conclusions that
contribute to improving human talent management in the GADs of the province of
Santa Elena.
Documentary
and virtual review: An exhaustive review of secondary sources was carried out,
including books, scientific articles, theses and official documents related to
labor competencies and performance in public management. This review provided a
theoretical basis for the research and established a solid frame of reference
on labor and organizational dynamics in the parish GADs of the province of
Santa Elena. In addition, the consultation of digital resources complemented
the analysis by incorporating updated perspectives and recent studies, which
strengthened the design of proposals to improve the performance of personnel in
these institutions.
RESULTS
The results
of the study reveal that technical knowledge is a determining factor for the
efficient performance of tasks in the parish governments of the province of
Santa Elena. This knowledge includes specific skills in areas such as project
management, public resource management, and information technology management,
all of which are essential for meeting institutional objectives. The lack of
adequate technical training directly affects staff capacity to execute key
processes, resulting in delays, errors and a negative perception by beneficiary
communities.
Likewise,
the data suggest that there is a significant gap in the technical knowledge of
the GADs' personnel, especially in the use of digital
tools and updated regulations. The implementation of continuous and specific
training programs for the functions performed by the staff would close this gap
and substantially improve organizational performance. This finding highlights
the need to align the technical knowledge of staff with the current demands of
public management, which not only increases internal efficiency, but also
strengthens the capacity of the GADs to face local challenges and achieve
sustainable development goals.
The perceptions
of the employees of the parish GADs of St. Helena province as to whether they
have the technical knowledge necessary to perform their tasks efficiently.
Thirty-six percent of the respondents stated that they "Strongly
Agree" with this statement, which reflects that a significant portion of
the personnel consider that they have the technical competencies required for
their work. Likewise, 26% "Agree", consolidating a majority (62%) who
perceive themselves as technically competent, which is positive for the
operability and quality of the services offered.
On the other
hand, 10% of respondents take a "Neutral" position, while 15%
"Disagree" and 13% "Strongly Disagree". These responses
indicate that there is a significant gap in the technical training of a portion
of the staff, which could be leading to inefficiencies or delays in the
execution of key tasks. These findings highlight the need to design technical
training programs aimed at strengthening specific employee competencies,
especially in critical areas such as the use of technological tools, administrative
management and project execution. Strengthening these technical competencies
would significantly contribute to improving the overall performance of the
GADs, aligning them with the demands of efficient public management and the
fulfillment of community objectives.
The results
of the study highlight that the adequate use of the tools and technologies
available in the parish GADs of the province of Santa Elena is crucial to
guarantee efficiency and effectiveness in the execution of tasks. However,
limited training of personnel in the use of basic and specialized technologies
was identified, which generates underutilization of available technological
resources. This situation has a negative impact on process automation, access
to real-time information and data-driven decision making. The adoption of
modern technologies such as administrative management systems or collaborative
digital tools could significantly optimize staff performance, aligning with the
demands of an increasingly digitized public environment.
The results
of Illustration No.-2 describe the perception of the personnel of the parochial
GADs of the province of Santa Elena regarding the frequency with which they
make adequate use of the tools and technologies available. Forty-one percent of
the respondents indicated that they "Almost always" use these tools
effectively, which evidences a good level of technological use by a significant
portion of the personnel. On the other hand, 22% indicated that they
"Always" use them correctly, consolidating a total of 63% of positive
responses, which is encouraging for the implementation of more efficient
processes and the improvement of organizational performance.
However, 20%
report that they "Sometimes" use technology appropriately, and 17%
(11% "Very seldom" and 6% "Never") report a low frequency
of effective use of technology. These data point to the need to strengthen
digital competencies through specific training to enable staff to understand
and optimally use the available technological tools. In addition, this could be
related to the lack of adequate access to technological resources or
insufficient familiarity with their use. Addressing these gaps would improve
the internal efficiency of the GADs and optimize the quality of the services
they provide to the communities.
Interpersonal
skills, such as effective communication, empathy, and conflict resolution
skills, play a key role in strengthening teamwork within parish-level GADs in
the province of Santa Elena. These skills foster a collaborative work
environment, where teams can coordinate more efficiently and achieve
organizational goals more effectively. However, it was detected that the
development of these skills is insufficient among personnel, which sometimes
leads to misunderstandings, lack of cohesion and difficulties in integrating
ideas. Strengthening these competencies is essential to create teams that work
harmoniously and productively, as highlighted by previous research in the field
of public management.
The graph
shows the perceptions of the staff of the parochial DAGs of the province of
Santa Elena on the importance of interpersonal skills to strengthen teamwork.
Forty-four percent of respondents indicated that they "Strongly
agree" with this statement, while 28% indicated that they
"Agree". This reflects a significant consensus (72%) on the crucial
role of skills such as effective communication, empathy and conflict resolution
in improving team dynamics and performance.
On the other
hand, 8% adopted a "Neutral" position, while 17% and 3% indicated
"Disagree" and "Strongly Disagree", respectively. These
minority responses could reflect the lack of formal training programs in
interpersonal skills within the GADs or the perception that these skills are
not adequately valued in organizational practices. Strengthening interpersonal
skills through specific workshops and integration strategies could improve not
only team cohesion, but also the overall effectiveness of organizational
performance, aligning with local needs and institutional objectives.
The lack of
interpersonal skills affects not only the relationships between team members,
but also the relationship between the GADs and the communities they serve.
Improving these skills would allow for greater trust and cooperation both
within the organization and with community stakeholders, facilitating the
achievement of common objectives and the fulfillment of local needs. The
implementation of training programs in leadership, assertive communication and
collaborative work is a key strategy to overcome these deficiencies. This
approach would not only increase organizational productivity, but would also
strengthen the capacity of the parish GADs to generate a positive impact in the
communities of St. Helena.
Training-oriented
actions are essential to strengthen the performance of the staff in the parish
GADs of St. Helena province. Training allows staff to update their knowledge,
acquire new technical competencies and develop interpersonal and adaptive skills
essential for the public management context. However, the data reveal that
training initiatives in many GADs are sporadic and not aligned with the
specific needs of each job. This generates uneven performance among teams and
affects the quality of services offered to communities. Investing in continuous
training programs is essential to overcome these limitations and ensure that
personnel are prepared to respond to the current demands of public management.
The perceptions
of the staff of the parochial subdistrict governments of St. Helena province on
the importance of training as a means to strengthen their performance. A 40.51%
of the respondents indicated that they "Strongly Agree", and 22.78%
expressed "Agree", which constitutes a 63.29% positive consensus on
the need for training programs to improve their job skills and competencies.
This underscores the relevance of designing and implementing continuous
training initiatives that respond to the specific needs of personnel in key
areas such as technical management, interpersonal skills and use of
technologies.
However,
13.92% were "Neutral", while 16.46% and 6.33% indicated
"Disagree" and "Strongly Disagree", respectively. These
results evidence that, although the majority recognizes the importance of
training, a significant portion of staff may not be experiencing the direct
benefits of these activities, either due to a lack of adequate programs, a
poorly customized approach, or a low perception of the applicability of the
knowledge acquired. To address this disparity, GADs should structure training
plans based on specific competencies, accompanied by evaluation indicators that
allow measuring their impact on organizational performance and the quality of
public services. This will not only optimize individual performance, but will
also contribute to the integral development of the communities served.
Training not
only improves individual competencies, but also fosters an organizational
culture of learning and continuous improvement. Parish governments that
implement strategic training plans have shown higher levels of efficiency and
organizational cohesion, which has a direct impact on citizens' perception of
the effectiveness of public services. Therefore, it is crucial to establish
regular training programs focused on key areas such as the use of technologies,
project management and citizen attention. These actions will not only
strengthen the individual and collective performance of personnel, but will
also contribute to the fulfillment of institutional objectives and the
sustainable development of Santa Elena's communities.
Internal
processes are a determining factor in strengthening efficiency and minimizing
the waste of time and resources in the parish governments of the province of
Santa Elena. Adequate planning, standardization and optimization of these
processes allows tasks to be carried out in a more agile manner and with less
margin for error, which increases organizational productivity. However,
deficiencies were identified in the structure of some key processes, such as
the management of administrative procedures and interdepartmental coordination,
which generates delays and cost overruns. Implementing continuous improvement
methodologies, such as the Lean approach or process management, would
contribute significantly to maximizing efficiency and optimizing the use of
resources.
Staff
training in the management of internal processes and the use of modern
technological tools is crucial to ensure their effectiveness. The GADs that
have implemented digital systems for process automation have reported a notable
reduction in response times and an improvement in organizational transparency.
These advances not only strengthen citizen confidence in public management, but
also create a more structured and efficient work environment. Therefore, it is
essential to design and implement process improvement strategies that involve
all levels of the organization, aligning internal objectives with community
needs and sustainable development goals.
The graph
shows that 52.05% of respondents "Strongly Agree" and 32.88%
"Agree" that well-managed internal processes are a key factor in
strengthening efficiency and minimizing waste of time and resources in the
parish governments of the province of Santa Elena. This represents a majority
consensus (84.93%) on the importance of improving the structuring and execution
of internal processes to optimize organizational performance. These results
highlight that by implementing tools and methodologies that standardize
operations, productivity can be maximized and a more efficient use of available
resources can be ensured.
On the other
hand, 8.22% expressed a "Neutral" position, while 4.11% and 2.74%
expressed "Disagree" and "Strongly Disagree", respectively.
These percentages, although lower, reflect some employees' perceptions of
possible shortcomings in the implementation of internal processes or a lack of
direct connection between procedural improvements and their daily functions. To
address these concerns, GADs should invest in training for staff in process
management and promote an organizational culture oriented toward continuous
improvement. This will not only increase internal efficiency, but also allow
for more agile public service delivery aligned with the needs of communities.
A culture of
innovation and adaptation among employees is a critical factor in strengthening
the performance of parish GADs in St. Helena Province. This approach fosters a
dynamic work environment, where employees are willing to experiment with new
strategies, adopt emerging technologies and respond proactively to changing
challenges. However, it was identified that, in many cases, the current
organizational culture lacks incentives for innovation and does not
sufficiently promote adaptability in the face of regulatory and social changes.
The implementation of programs that value and reward innovative initiatives
would contribute to create a more flexible and resilient organization, capable
of facing the demands of contemporary public management.
According to
the surveys conducted, 49.32% of the respondents "Strongly Agree" and
26.03% "Agree" that the culture of innovation and adaptation is a key
factor to strengthen the performance of personnel in the parochial GADs of the
province of Santa Elena. Overall, 75.35% of the responses reflect a strong
consensus on the importance of fostering these practices to address
organizational challenges and respond efficiently to community needs. This
suggests that most employees perceive that an innovative and adaptive work
environment is essential to improve the quality of public services and promote
continuous learning within the institution.
On the other
hand, 10.96% adopted a "Neutral" position, while 5.48% and 8.22%
expressed "Disagree" and "Strongly Disagree", respectively.
These figures indicate that while the majority values innovation and
adaptability, a minority may not experience these practices in their current
work environment or perceive their direct relevance. To address this gap, GADs
should implement strategies that foster creativity, flexibility, and
collaborative decision-making, such as change management training programs,
innovation workshops, and dialogue spaces to develop joint solutions to
community problems. This would not only strengthen individual and collective
performance, but also align institutional operations with sustainable
development goals.
A culture of
innovation and adaptation not only positively impacts operational efficiency,
but also improves employee motivation and commitment. Employees who feel
empowered to propose and lead innovative initiatives experience greater job
satisfaction, which reinforces organizational cohesion. To strengthen this
culture, parish GADs could integrate training focused on creativity, problem
solving and change management, as well as encourage co-creation spaces where
employees work together to develop solutions to community problems.
The proposed
model MGCGPSE - 2024, is a metamodel of its own authorship that has the name by
its acronym identified as: Competency-Based Management Model for Parish GADs of
the province of Santa Elena, developed in the year 2024. The purpose of the
competency-based management model is to strengthen the capacities of personnel
in parish GADs, ensuring that their competencies are aligned with local needs
and strategic objectives. This model integrates seven key factors that promote
continuous training, periodic evaluation and sustained improvement, adapting to
the particularities of each parish.
The MGCGPSE
- 2024 Model is conceived as a strategic tool to strengthen institutional
capacity and improve the quality of public services offered to citizens. This
model aims to align the labor competencies of personnel with the strategic
objectives of each parish GAD, considering the socioeconomic and cultural
particularities of the region. To this end, the model proposes a comprehensive
approach that combines the identification of key competencies, continuous
training, systematic evaluation and constant feedback to ensure efficiency and
effectiveness in public management.
The design
of the MGCGPSE - 2024 is based on the identification of core competencies
covering three main categories: basic competencies, necessary for general
functions such as effective communication and digital literacy; generic
competencies, related to cross-cutting skills such as leadership, teamwork and
problem solving; and specific competencies, which vary according to the roles
and technical functions of each area within the parish GAD. This approach
allows customizing development and training plans, ensuring that staff are
prepared to face local challenges and actively contribute to community
development.
The MGCGPSE
2024 is a comprehensive and flexible model that recognizes the particularities
of St. Helena's parish governments. Its implementation will strengthen
institutional capacity to face complex challenges, ensuring efficient and
sustainable public management. This model can be replicated in other local
contexts to maximize its impact.
The key
factors of the model are described below:
1.
Identification of Competencies: This process involves determining the basic,
generic and specific competencies required for each position, considering the
particularities of the local environment and the strategic objectives of the
institution. Through participatory diagnostics, interviews and analysis of
functions, the skills, knowledge and attitudes that personnel need to perform
their roles efficiently and respond to the needs of the community are defined.
2. Design of
Competency Profiles: The design of competency profiles is essential to ensure
orderly and effective personnel management. These profiles specify the
technical, cross-cutting and attitudinal skills needed for each position,
ensuring alignment between individual capabilities and the requirements of the
parish government.
3.
Continuous Training: This is a key component of MGCGPSE 2024, designed to keep
personnel updated and prepared to face the challenges of the work environment
and community demands. Through the design of customized programs, practical
workshops and the use of technological tools, constant learning is fostered
that strengthens both technical and cross-cutting competencies. This approach
ensures that civil servants can adapt to the changing needs of the parish
government, promoting efficiency and innovation in public management.
4.
Performance Evaluation: It allows measuring the impact of personnel
competencies on the fulfillment of institutional objectives. In the MGCGPSE
2024 model, this process is carried out using tools such as key performance
indicators (KPIs), 360-degree evaluations and self-evaluations, which provide a
comprehensive view of individual and collective performance. This evaluation
not only identifies strengths and areas for improvement, but also becomes a
solid basis for making decisions about training and professional development.
5.
Individual Improvement Plans: Individual improvement plans are personalized
strategies designed based on the results of the performance evaluation. These
plans aim to close competency gaps, establishing clear goals and specific
actions for the professional development of personnel. Through these plans, the
team's commitment to their own growth is encouraged, aligning their performance
with the parish government's strategic goals and strengthening their capacity
to face local challenges.
6. Use of
Management Technologies: The use of management technologies is an indispensable
pillar of the MGCGPSE 2024 model, as it allows optimizing training, monitoring
and evaluation processes. Learning management platforms (LMS) and online
tracking systems facilitate access to training resources, real-time performance
monitoring and data-driven decision making. This digital approach promotes
efficiency, transparency and adaptability in the management of human talent in
parish GADs.
7. Feedback
and Continuous Improvement: Feedback and continuous improvement ensure that the
MGCGPSE 2024 model is dynamic and adaptive. This factor includes the
implementation of regular feedback cycles with staff and the community,
promoting timely adjustments to training plans, competency profiles and
evaluation methods. Incorporating suggestions and experiences allows the model
to evolve, ensuring that it responds effectively to emerging challenges and
strengthens the capacity of the GADs to meet their local development
objectives.
The
Competency-Based Management Model for Parish Councils of St. Helena Province
(MGCGPSE 2024) represents a strategic and comprehensive tool to strengthen
institutional capacity and the quality of public services offered to the
community. Its focus on the precise identification of competencies, the design
of clear profiles, the implementation of continuous training, rigorous
performance evaluation, and the use of management technologies, ensures that
parish administration staff are prepared to face the specific challenges of
their local environment.
In addition,
the incorporation of individual improvement plans and a constant cycle of
feedback and continuous improvement ensures that this model is dynamic,
adaptable and sustainable over time. The MGCGPSE 2024 not only contributes to
the professional development of civil servants, but also strengthens
transparency, efficiency and citizen confidence in public management,
positioning itself as a fundamental pillar for the progress and sustainable
development of the parishes of St. Helena.
The results
of the study show that technical competencies are fundamental to guarantee
operational efficiency in the parish governments of the province of Santa
Elena. These competencies, related to project management, resource management
and the execution of administrative processes, were highlighted as determining
factors in the quality of the public services offered. However, significant
gaps were identified in the technical training of personnel, which limits
effectiveness in key areas such as territorial planning and citizen services.
These findings coincide with previous studies that highlight the need to
strengthen technical skills in the public sector to improve organizational
performance (Fernández & Gómez, 2023; Cruz, 2021).
The analysis
also highlights the importance of interpersonal skills, such as effective
communication, leadership and teamwork. These skills are essential to
strengthen relationships internally among work teams and externally with the
communities that parish GADs serve. However, the data revealed a lack of formal
programs to develop these competencies, which affects organizational cohesion
and the capacity of parish GADs to respond to the demands of the population.
Studies such as those by Tapia (2022) and Bravo and Torres (2019) highlight
that interpersonal competencies are pillars in efficient public management.
The study
shows that adaptive competencies, such as problem solving and innovative
capacity, are critical in a context characterized by budgetary constraints and
frequent regulatory changes. However, it was observed that these competencies
are not actively promoted in most parish governments. This lack
limits institutional flexibility and the capacity to implement improvements in
public management. The findings are consistent with research that emphasizes
adaptability as a key competency to face the complexities of the public sector
(Londoño & Ramírez, 2022; Ortega & Benítez,
2023).
CONCLUSIONS
Both technical and transversal labor competencies have
a direct impact on the performance of the personnel of the parochial
subdistrict governments of the province of Santa Elena. These competencies not
only facilitate the effective execution of assigned tasks, but also promote
alignment between the skills of employees and the strategic needs of the
institutions, improving efficiency in the provision of public services.
One of the main challenges in the parish GADs is the
lack of structured training programs and evaluation of labor competencies. This
situation limits the professional development of personnel and reduces their
capacity to adapt to the demands of a constantly changing local environment.
Strengthening these areas is essential to optimize performance and achieve more
effective and transparent public management.
It is necessary to implement comprehensive strategies
that include the identification, evaluation and development of labor
competencies in parish GADs. These strategies should be based on a
participatory diagnosis and the use of technological tools that allow for
continuous performance monitoring. In addition, the importance of promoting an
organizational culture focused on continuous improvement as a basis for
achieving local development objectives and strengthening citizen confidence in
public management is emphasized.
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[*] Bachelor's Degree in Business Administration from
Peninsula Santa Elena State University, Master's Degree in Human Talent
Management from Peninsula Santa Elena State University.
https://orcid.org/0009-0006-3522-863X
[*] PHD in Administrative Sciences, Commercial Engineer;
Undergraduate and Graduate Teaching; Master's and Undergraduate Thesis Tutor;
Writer of scientific articles. https://orcid.org/0000-0002-4664-0615