Evaluación de un sistema recomendador inteligente basado en TIC, como soporte para el subsistema de provisión del talento

Abstract

The present research arises from the interest in favoring an Artificial Intelligence system for the equitable and fair inclusion of people with disabilities (PWD) in the workplace. The main objective was to develop a recommender for the selection of personnel with disabilities in the industrial sectors (Timber, Home Appliances Line, Rubber, and Cardboard) of the City of Cuenca. The work is made up of four main sections. The first section is the theoretical framework, which is divided into four chapters that address the issue of disability, inclusive educational and labor processes for this population, including inclusive technology systems, and the issue of Talent Management in organizations, in particular when it comes to the inclusion of persons with disabilities. The second section is the legislative framework that addresses international and Ecuadorian legislation for people with disabilities. The third section is the application framework divided into four chapters related to the methodological description corresponding to the reports of the descriptive and interpretative results. The last section summarizes the proposed labor recommendation system in one chapter, it also integrates the conclusions of the research and the possible lines for the projection of related work. The theoretical approach formula of the first section is described below. Considering that the topic of Talent Management is broad in terms of the different perspectives that study it, for the present case, it is pertinent to address the literature on disability, followed by the topics of inclusive education and ending with the organizational part, and the analysis of some proposals for technological inclusion that have favored occupational integration. From the field of disability, the various concepts and contexts of disability will be addressed, along with types, accessibility, and labor inclusion. Further, from an educational perspective, the problems underlying the lack of educational opportunities are described, as well as the strengths of inclusive education as a subsequent basis for higher education, especially that focused on professional technical education and its impact on the incorporation of people with disabilities into the workforce. Once the most relevant aspects of disability, the educational and work context have been referenced, the organizational details that affect, positively or negatively, the management of human talent with disabilities are presented. The reflection and argumentation are focused on the subsystem of personnel selection, detailing the actions necessary for the insertion, selection, and induction to be a proactive reality in organizations. It should be noted that business processes, especially those related to Talent Management, are mostly designed for people who do not have any type of disability; therefore, selection and retention criteria are detailed considering the particular characteristics of people with disabilities in order to have a coherent harmony with the principle of reasonable adjustments to their jobs. Moreover, it has to be considered that no protocols and technological support have been established in Ecuador to improve Talent Management in organizations, even in those that work exclusively with people without disabilities. The chapter closes with a brief presentation of various proposals which are active in other countries that support more effective management when it comes to inserting and maintaining a person with a disability in the workplace. The legal framework of reference presents various regulatory bodies that, being currently in force, are the basis for the processes of inclusion and equity, which in turn support the access of persons with disabilities to employment and education. Although the proposed framework of reflection is situated in the Ecuadorian reality and especially in the industry of Cuenca, for argumentative purposes, some data are pointed out throughout the first chapters that show the reality of other countries such as Spain, France, Colombia, and Chile, with which similarities can be established in legal aspects and actions in the organizational dynamics. The narrative discourse of this chapter is mainly based on data and references from public administration sources, as well as from authors who have researched the issue of disability and employment. The paradigmatic and ethical components of the research are presented in the application framework, as well as the methodological procedures that guided the data collection and the treatment of the information. This section is divided into six subchapters: research paradigm, ethical aspects, data collection techniques, data collection procedures, methodological triangulation, and the schedule of activities. This chapter had to face the dilemma of adjustments for job positions that were not established due to disability, aspects such as the construction of variables with criteria of flexibility and adaptability in favor of people with disabilities and beneficiary organizations were considered. The use of the mixed research approach worked effectively, not only in quantifying the employment reality of people with disabilities but also in understanding the reasons and motives for this reality. After the application framework, the results obtained are presented; the descriptive reports are developed in Chapter VI and the interpretative reports in Chapter VII. The proposal concludes with a description of the recommender system and the conclusions of the research.