{"id":115680,"date":"2018-03-11T10:44:21","date_gmt":"2018-03-11T10:44:21","guid":{"rendered":"https:\/\/www.deberes.net\/tesis\/sin-categoria\/efectividad-de-las-practicas-de-recursos-humanos-en-la-empresa-familiar-evidencias-empa%c2%adricas-en-espana\/"},"modified":"2018-03-11T10:44:21","modified_gmt":"2018-03-11T10:44:21","slug":"efectividad-de-las-practicas-de-recursos-humanos-en-la-empresa-familiar-evidencias-empa%c2%adricas-en-espana","status":"publish","type":"post","link":"https:\/\/www.deberes.net\/tesis\/organizacion-y-gestion-de-empresas\/efectividad-de-las-practicas-de-recursos-humanos-en-la-empresa-familiar-evidencias-empa%c2%adricas-en-espana\/","title":{"rendered":"Efectividad de las pr\u00e1cticas de recursos humanos en la empresa familiar: evidencias emp\u00edricas en espa\u00f1a"},"content":{"rendered":"<h2>Tesis doctoral de <strong> Antonio  Jose Carrasco Hernandez <\/strong><\/h2>\n<p>Resumen teseo con esta tesis doctoral se pretende analizar la efectividad de la gesti\u00f3n del capital humano en la empresa familiar, examinando los efectos en t\u00e9rminos de resultados del dise\u00f1o -m\u00e1s o menos formalizado- y orientaci\u00f3n -m\u00e1s o menos econ\u00f3mica- de las principales pr\u00e1cticas de recursos humanos (selecci\u00f3n, formaci\u00f3n y retribuci\u00f3n, consideradas tanto de forma individual como conjunta) en el contexto de la mayor o menor coincidencia de intereses de propiedad y direcci\u00f3n y los potenciales problemas asociados al predominio de la dimensi\u00f3n familiar y\/o empresarial. las perspectivas te\u00f3ricas de la agencia y de la preservaci\u00f3n de la riqueza socioemocional constituyen el marco en el que se fundamentan las relaciones entre pr\u00e1cticas de recursos humanos y resultados. Para analizar el efecto del dise\u00f1o y orientaci\u00f3n de las pr\u00e1cticas de recursos humanos en la empresa familiar desde estas perspectivas te\u00f3ricas se han llevado a cabo tres ensayos emp\u00edricos utilizando distintas muestras de empresas espa\u00f1olas.  las evidencias emp\u00edricas puestas de manifiesto en esta tesis doctoral permiten afirmar que la implantaci\u00f3n de mecanismos de gesti\u00f3n formal del capital humano puede contribuir a limitar los problemas de agencia de la empresa familiar, favoreciendo la consecuci\u00f3n de objetivos econ\u00f3micos y, con ello, la mejora de los resultados de la empresa. La puesta en valor de las pr\u00e1cticas de gesti\u00f3n de recursos humanos formales y rigurosas exige de una actitud profesional por parte de los \u00f3rganos de gesti\u00f3n (equipo de direcci\u00f3n) y de gobierno (propietarios y consejo de administraci\u00f3n) de la empresa familiar. La implantaci\u00f3n de sistemas de selecci\u00f3n rigurosos y objetivos, de pol\u00edticas de formaci\u00f3n orientadas al desarrollo de capacidades y de estructuras retributivas vinculadas al rendimiento individual y colectivo crean efectos sin\u00e9rgicos positivos en el conjunto de empleados de la empresa familiar que tienen como consecuencia la mejora de los resultados organizativos.  estos hallazgos sugieren que el dise\u00f1o e implantaci\u00f3n de pr\u00e1cticas de recursos humanos formales y rigurosas es una alternativa deseable y necesaria para la supervivencia y competitividad de la empresa familiar; para ello se requiere de gestores -familiares o no familiares- debidamente capacitados. Dichas pr\u00e1cticas pueden contribuir a paliar y limitar los problemas espec\u00edficos de altruismo asim\u00e9trico que surgen en las empresas familiares (nepotismo, inequidad, etc.), Pero sin contrarrestar las ventajas derivadas de la implicaci\u00f3n de los miembros de la familia que caracteriza a este tipo de empresas. finalmente, esta tesis doctoral tambi\u00e9n ha contribuido a la literatura de empresa familiar con ciertas contribuciones relacionadas con las perspectivas te\u00f3ricas utilizadas y con el \u00e1mbito de an\u00e1lisis aplicado. En este sentido, hay que destacar que a trav\u00e9s de la combinaci\u00f3n de los marcos te\u00f3ricos de la agencia y de la preservaci\u00f3n de la riqueza socioemocional se han conseguido caracterizar y explicar mejor las relaciones entre efectividad de las pr\u00e1cticas de recursos humanos, implicaci\u00f3n familiar en el negocio y resultados de la empresa familiar. Adicionalmente, no s\u00f3lo se ha considerado el an\u00e1lisis de estas cuestiones a nivel del equipo directivo de la empresa familiar -\u00e1mbito mayoritario de desarrollo de estudios hasta la fecha- sino que tambi\u00e9n se ha tenido en cuenta el efecto de las pr\u00e1cticas de recursos humanos en el conjunto de empleados no directivos de la empresa familiar.   abstract teseo this doctoral thesis aims to analyze the effectiveness of the management of the human capital in family firm. It is tested the effects in terms of results of the design (more or less formalized) and orientation (more or less economic) of the main practices of human resources (selection, training and compensation will be considered jointly and individually) in the context of a higher or lower coincidence of interests of ownership and management and the possible problems related to the predominance of the family and\/or firm dimension.  about the theoretical perspectives of the agency and preservation of the socioemotional wealth, they both constitute the framework in which the relations between the practices of human resources and results are based. In order to analyze the effect of the design and orientation of the practices of human resources in the family firm, from these theoretical perspectives, three empirical-research manuscripts  were developed using different samples of spanish firms. the empirical evidences posed in this doctoral thesis allow us to conclude that the implementation of mechanisms of formal management of human capital may contribute to restrict the agency problems of the family firm, favoring the obtaining of economic  objectives and, therefore, the improvement of the results of the firm. A formal and rigorous applying of the human resources practices requires of a professional attitude from the management bodies (top management team) and government bodies (owners and administration council) of the family firm. The implementation of rigorous and objective selection systems; training politics focused to the development of capabilities and also compensation structures related to the individual and collective efficiency, create positive synergic effects in the global of the employees of the family firm and have also as a consequence the improvement of the firm performance.  these findings suggest that both the design and implementation of the formal and rigorous practices of human resources are an alternative desirable and needed for the survival and competitiveness of the family firm. In order to implement these practices, duly prepared managers (who belong, or not, to the family) are needed. These practices may contribute to avoid and limit those specific problems of asymmetric altruism which arise in family firms (nepotism, inequity, etc), without counteract the advantages aroused from the implementation of the members of the family who characterized these type of firms. finally, this doctoral thesis also contributes, from a theoretical point of view, to the literature of family firms with certain contributions related with the theoretical perspectives used and also with the field of analysis applied. In this sense, we must point out that it is through the combination of the theoretical fields of agency and of preservation of socioemotional wealth that it was easier to explain and characterize better the relations between the effectiveness of the human resources practices, family involvement in the business and also the firm performance. In addition, it was taken into consideration the analysis of these questions through the top management team level of the family firm (up to date, mainly used in previous studies). It was also taken into account the effect of the practices of the human resources in the global of the employees (not senior managers) of the family firm.<\/p>\n<p>&nbsp;<\/p>\n<h3>Datos acad\u00e9micos de la tesis doctoral \u00ab<strong>Efectividad de las pr\u00e1cticas de recursos humanos en la empresa familiar: evidencias emp\u00edricas en espa\u00f1a<\/strong>\u00ab<\/h3>\n<ul>\n<li><strong>T\u00edtulo de la tesis:<\/strong>\u00a0 Efectividad de las pr\u00e1cticas de recursos humanos en la empresa familiar: evidencias emp\u00edricas en espa\u00f1a <\/li>\n<li><strong>Autor:<\/strong>\u00a0 Antonio  Jose Carrasco Hernandez <\/li>\n<li><strong>Universidad:<\/strong>\u00a0 Murcia<\/li>\n<li><strong>Fecha de lectura de la tesis:<\/strong>\u00a0 23\/05\/2014<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3>Direcci\u00f3n y tribunal<\/h3>\n<ul>\n<li><strong>Director de la tesis<\/strong>\n<ul>\n<li>Gregorio Sanchez Marin<\/li>\n<\/ul>\n<\/li>\n<li><strong>Tribunal<\/strong>\n<ul>\n<li>Presidente del tribunal: Juan Monreal Martinez <\/li>\n<li>txomin Iturralde jainaga (vocal)<\/li>\n<li>cristina Cruz serrano (vocal)<\/li>\n<li>Jos\u00e9 Carlos Casillas bueno (vocal)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Tesis doctoral de Antonio Jose Carrasco Hernandez Resumen teseo con esta tesis doctoral se pretende analizar la efectividad de la 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