Human Resources Management for Job Satisfaction in Peruvian Employees

The research works related to job satisfaction are mostly quantitative and relational, where they converge in indexes in order to associate human resources with job satisfaction, however, there are few studies that deal with the subjective and intrinsic aspect of job satisfaction, that which deals with the analysis of experiences and experiences, with their possible interpretations, in order to build development alternatives, Consequently, through the present study, we sought to explore the social phenomenon of human resources management that promote job satisfaction in the collaborators of Peruvian companies. To this end, through a qualitative approach of phenomenological-hermeneutic design, 9 human resources managers from the industrial, commercial and service sectors were interviewed. The findings of this study highlight the importance of positive environment, professional growth and recognition in the commercial sector, balance and open communication in the industrial sector, and organizational culture and autonomy in the service sector, in addition; at a general level, common barriers to work-life balance are identified, highlighting the need for flexible policies and a proactive approach to well-being. As a consequence, the adequacy of development programs and recognition policies is recommended. At the research level, studies are recommended to evaluate the effectiveness of training and development programs in Peruvian companies, exploring labor policies and their contribution to the proper balance between work and personal responsibilities, with the aim of achieving a work-life balance, promoting the improvement of human resource management in organizations.   Received: 1 April 2024 / Accepted: 29 June 2024 / Published: 5 July 2024