Plan de trabajo por procesos para fortalecer el programa de inducción y reinducción en los servidores públicos de un ente territorial en el Valle del Cauca 2023 [

Abstract

Adaptation to change is a behavioral competence established in the public service as “they are the competences inherent to the public service, which every servant must accredit, regardless of the function, hierarchy and work modality” (Decree No. 815, 2018, p. 2). However, the constant changes in the processes and procedures of public entities cause various problems due to the way they are produced, which affects the balance of the public servant, the functions they perform, negative attitude, resistance to change and stress. Caused inadequate adaptability that systemically affects the development of processes, thus producing a delay in the achievement of the missionary objectives of public organizations. According to Decree 815 (2018) of the public service, the behavioral competence of adaptation to change is defined as “flexibly facing new situations assuming positive and constructive management of changes” (p.6), which is why civil servants Public authorities must have associated behaviors, as Decree No. 815 (2018) comments: Integrates new members and facilitates their process of recognition and appropriation of the activities in charge of the team, Accepts and adapts easily to new situations, Responds to change with flexibility, Supports the entity in new decisions and actively cooperates in the implementation of new objectives, way of working and procedures, Promotes the group to adapt to the new conditions. (p.3) The process of adaptation to change in public entities covers all activities aimed at helping the organization to successfully adopt new attitudes, technologies and ways of relating to the work team. Effectiveness in accepting change allows the transformation of the usual strategy, processes, technology and, above all, people to reorient the organization to achieve its objectives, in addition to maximizing its performance and building the improvement of an environment always open to new scenarios. (Torres, 2013, p.20) Currently, public organizations do not promote strategies that encourage the applicability of this important behavioral competence that is transversal to the development of the achievement of missionary objectives, which affects the proper development of the activities of public servants, which is causing wear and tear. , delays and reprocessing that affect the public service provided to the community. For this reason, the objective of this research focused on determining the level of adaptation to change of public servants as a result of the organizational changes presented. Since human talent management must support its public servants to have the ability to adapt to the new demands of the public sector in terms of technology, systems, regulations, good customer service, among others.