Thesis Proposal Human Resources Manager in Argentina Córdoba – Free Word Template Download with AI

This Thesis Proposal outlines a critical investigation into the evolving role of the Human Resources Manager within the dynamic economic landscape of Argentina Córdoba. Focusing specifically on the province's industrial and service sectors, this research addresses a significant gap in localized HR strategic frameworks. As Córdoba emerges as Argentina's second-largest economic hub, contributing approximately 15% to national GDP and housing major manufacturing clusters (including automotive parts, agro-industry, and IT services), the effectiveness of the Human Resources Manager is paramount for sustainable competitiveness. This study will analyze current HR practices in Córdoba-based organizations, identifying challenges such as skill shortages, retention difficulties in a tight labor market, alignment with national labor reforms (e.g., Ley de Igualdad Salarial), and the impact of regional economic fluctuations. The proposed research aims to develop evidence-based strategies for the Human Resources Manager to transition from administrative functions towards strategic business partnership, directly contributing to organizational resilience and growth within Argentina Córdoba.

Argentina Córdoba presents a unique case study for Human Resources Management (HRM). The province boasts a highly skilled workforce, significant educational institutions (Universidad Nacional de Córdoba), and diverse economic activity. However, it also faces persistent challenges: high youth unemployment despite labor shortages in specific technical fields, the need to adapt HR practices to Argentina's evolving legal framework (including recent labor dispute resolution changes and gender equality mandates), and intense competition for talent from Buenos Aires. The traditional view of the Human Resources Manager as merely an administrator of payroll, contracts, and compliance is increasingly obsolete in this context. In Argentina Córdoba's competitive environment, the effective Human Resources Manager must be a strategic business partner capable of driving talent acquisition, development, engagement, and retention aligned with provincial economic goals. This Thesis Proposal argues that optimizing the role and capabilities of the Human Resources Manager is not just an internal operational need but a key driver for regional economic success in Argentina Córdoba.

Current HR practices in many organizations across Argentina Córdoba remain reactive and fragmented. A significant disconnect exists between organizational strategic objectives (e.g., expanding into new markets, adopting automation) and the capabilities of the Human Resources Manager to support these goals through proactive workforce planning, skills development initiatives, and culture shaping. This gap is exacerbated by regional factors: a lack of standardized HRM training programs specific to Córdoba's economic realities, limited access to localized HR analytics tools for small/medium enterprises (SMEs) which dominate the province's business landscape, and the rapid pace of change driven by national legislation and global market pressures. Consequently, organizations in Argentina Córdoba often experience higher turnover costs, difficulty scaling operations effectively during growth periods, and an inability to fully leverage their human capital potential – directly impacting their competitiveness within both local and national markets.

1. To critically analyze the current roles, responsibilities, and strategic capabilities of Human Resources Managers in key sectors (manufacturing, agro-industry, IT/services) across Argentina Córdoba.
2. To identify the specific challenges faced by HR Managers in Córdoba related to talent acquisition/retention, compliance with national/provincial labor regulations (e.g., Ley de Igualdad Salarial), workforce development in a skills-shortage context, and measuring HR impact on business outcomes.
3. To investigate successful strategies employed by leading organizations in Argentina Córdoba where the Human Resources Manager has successfully transitioned to a strategic role, focusing on practical, actionable models applicable to diverse company sizes.
4. To develop a comprehensive framework and toolkit specifically designed for the Human Resources Manager operating within the unique economic, cultural, and regulatory environment of Argentina Córdoba.

This research will employ a mixed-methods approach to ensure robust, contextually relevant findings:

• Qualitative:** In-depth interviews with 15-20 experienced Human Resources Managers from diverse organizations across Argentina Córdoba (including large multinationals with Córdoba operations, successful SMEs, and key industry associations like Cámara de Comercio e Industria de Córdoba). These will explore their strategic contributions, challenges, and perceived needs.
• Quantitative:** A structured survey distributed to HR professionals (target: 100+ respondents) across Córdoba to quantify prevalence of specific challenges (e.g., time spent on administrative vs. strategic tasks, key obstacles), measure perceived strategic impact of HR functions, and gather data on current training needs.
• Document Analysis:** Review of relevant provincial labor statistics (e.g., from the Servicio Provincial de Empleo), national labor legislation (Ley de Contrato de Trabajo, Ley de Igualdad Salarial), and case studies of organizations in Argentina Córdoba known for strong HR practices.
• Comparative Analysis:** Benchmarking findings against established HRM frameworks (e.g., Warren Bennis model, Phillips ROI Model) adapted specifically to the Argentine context, with a focus on how they apply or need adaptation for Córdoba.