<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0121-1129</journal-id>
<journal-title><![CDATA[Revista Facultad de Ingeniería]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. Fac. ing.]]></abbrev-journal-title>
<issn>0121-1129</issn>
<publisher>
<publisher-name><![CDATA[Universidad Pedagógica y Tecnológica de Colombia]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0121-11292021000200104</article-id>
<article-id pub-id-type="doi">10.19053/01211129.v30.n56.2021.13297</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Digital Transformation: Opportunity or Threat to Employability?]]></article-title>
<article-title xml:lang="es"><![CDATA[Transformación Digital: ¿Oportunidad o amenaza sobre la empleabilidad?]]></article-title>
<article-title xml:lang="pt"><![CDATA[Transformação digital: oportunidade ou ameaça à empregabilidade?]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rojas Romero]]></surname>
<given-names><![CDATA[Rolando]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Valdés-González]]></surname>
<given-names><![CDATA[Héctor]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Reyes-Bozo]]></surname>
<given-names><![CDATA[Lorenzo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad del Desarrollo  ]]></institution>
<addr-line><![CDATA[Santiago ]]></addr-line>
<country>Chile</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad del Desarrollo  ]]></institution>
<addr-line><![CDATA[Santiago ]]></addr-line>
<country>Chile</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Autónoma de Chile  ]]></institution>
<addr-line><![CDATA[Santiago ]]></addr-line>
<country>Chile</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2021</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2021</year>
</pub-date>
<volume>30</volume>
<numero>56</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0121-11292021000200104&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0121-11292021000200104&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0121-11292021000200104&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This paper presents a critical analysis of the Digital Transformation&#8217;s (DT) effects on employability within organizations in Chile, providing an action reference framework for competitiveness in the field. To achieve this, a qualitative approach to the opinions of a convenience sample of executives and leaders was employed, based on semi-structured interviews, to understand how to address this type of transformation. The analysis indicates that, having long-term policies for the development of new skills in their collaborators is a critical success factor. These policies are summarized in three stages, through a reference framework for the generation of specific actions in pursuit of the development of a successful DT process. DT fosters a cultural change in the entities to generate capacities that allow them to anticipate the evolution of the market and adapt quickly to it, for which it is fundamental to promote the training of new technical and behavioral skills in collaborators, in addition to encouraging them to self-train.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Este trabajo presenta una mirada crítica de cómo la Transformación Digital (TD) influye sobre la empleabilidad al interior de las organizaciones en Chile. El presente trabajo tiene por objeto analizar los efectos de la Transformación Digital sobre la empleabilidad en Chile, entregando un marco de referencia de acciones para la competitividad en el ámbito de este tipo de transformaciones. Para lograrlo, se propone una aproximación cualitativa a las opiniones de ejecutivos y líderes, basada en entrevistas semiestructuradas, considerando una muestra por conveniencia, para entender qué y cómo la organización analizada aborda este tipo de transformación. El análisis señala como factor crítico de éxito en las organizaciones, disponer de políticas de largo plazo para el desarrollo de nuevas habilidades en sus colaboradores, resumidas en tres etapas concretas, por medio de un marco de referencias para la generación de acciones específicas en pos del desarrollo de un proceso exitoso de TD. La TD propicia un cambio cultural en las entidades con el fin de permitirles generar capacidades para anticipar la evolución del mercado y adaptarse ágilmente a este, siendo para ello fundamental potenciar la formación de nuevas habilidades técnicas y del comportamiento en sus colaboradores, además de incentivarlos a la autoformación.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo Este trabalho apresenta uma visão crítica de como a Transformação Digital (TD) influencia a empregabilidade nas organizações no Chile. O presente trabalho tem como objetivo analisar os efeitos da Transformação Digital sobre a empregabilidade no Chile, fornecendo um quadro de referência para ações de competitividade no campo deste tipo de transformação. Para tanto, propõe-se uma abordagem qualitativa das opiniões de executivos e líderes, a partir de entrevistas semiestruturadas, considerando uma amostra de conveniência, para entender o que e como a organização analisada aborda esse tipo de transformação. A análise aponta como fator crítico de sucesso nas organizações, possuindo políticas de longo prazo para o desenvolvimento de novas competências em seus colaboradores, sintetizadas em três etapas específicas, por meio de um quadro de referências para a geração de ações específicas na busca do desenvolvimento de uma Processo TD. A TD promove uma mudança cultural nas entidades de forma a permitir-lhes gerar capacidades para se antecipar à evolução do mercado e a ele se adaptarem rapidamente, sendo para isso fundamental promover a formação de novas competências técnicas e comportamentais nos seus colaboradores, para além de encorajando-os ao autotreinamento.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[fourth industrial revolution]]></kwd>
<kwd lng="en"><![CDATA[reskilling]]></kwd>
<kwd lng="en"><![CDATA[skills]]></kwd>
<kwd lng="en"><![CDATA[talent management]]></kwd>
<kwd lng="en"><![CDATA[upskilling]]></kwd>
<kwd lng="es"><![CDATA[cuarta revolución industrial]]></kwd>
<kwd lng="es"><![CDATA[gestión del talento]]></kwd>
<kwd lng="es"><![CDATA[habilidades]]></kwd>
<kwd lng="es"><![CDATA[reskilling]]></kwd>
<kwd lng="es"><![CDATA[upskilling]]></kwd>
<kwd lng="pt"><![CDATA[gestão de talentos]]></kwd>
<kwd lng="pt"><![CDATA[habilidades]]></kwd>
<kwd lng="pt"><![CDATA[quarta revolução industrial]]></kwd>
<kwd lng="pt"><![CDATA[requalificação]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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