Análisis del procedimiento de selección en el departamento de recursos humanos en la empresa Limbopack 2025

Abstract

This systematization analyzes the personnel selection process at Limbopack, part of Grupo Almar, during 2025. The main objective was to assess the effectiveness of the stages, tools, and hiring practices, contrasting the documented procedure with its real application. The methodology followed a qualitative approach, using semi-structured interviews with six participants from the Human Resources area and plant management. Findings reveal a significant gap between the formal policy manual and actual practices, where operational urgency often leads to informal processes that weaken the planning phase. Bottlenecks in interview scheduling and feedback from managers were identified, causing delays in hiring times and reducing the company’s competitiveness in attracting talent. While the process is effective in evaluating technical skills, it shows deficiencies in assessing person–organization fit, a key factor in early turnover. The research transformed individual perceptions into a collective diagnosis, highlighting weaknesses and opportunities for improvement. It concludes that personnel selection must be conceived as a strategic process, where interdepartmental co-responsibility and comprehensive evaluation of both technical and cultural competencies ensure talent retention and alignment with corporate strategy.