Conference Agenda

Scientific visibility constitutes a strategic factor for positioning research institutions within the national and international science, technology, and innovation ecosystem. To consolidate the digital scientific footprint of its researchers, AGROSAVIA designed and implemented an institutional strategy based on digital tools, didactic support, and an equity-oriented approach. The methodology was structured into three sequential phases: initial diagnosis, design and implementation, and evaluation of visibility indicators on platforms such as CvLAC, ORCID, and Google Scholar. The results demonstrate a substantial increase in institutional records, international interoperability, and academic citations, along with qualitative outputs that strengthen the institutional culture of open science. These findings provide a replicable model for institutions seeking to enhance their scientific visibility and align with sustainability and equity objectives.

This study analyzes the influence of employer branding on talent acquisition and retention at Divino Salvador S.A., in the city of Cajamarca, until 2025. Using a qualitative descriptive approach, the study follows a non-experimental cross-sectional design. The technique used was a structured survey, applied to a sample of 83 employees selected from a population of 105 workers. The instrument, based on a Likert scale, evaluated dimensions related to employee benefits, internal communication, professional development, recognition, gender equality, overall well-being, and organizational climate, with high reliability (α = 0.91). The results reveal that the employer brand has a significant influence on attracting and retaining talent, as demonstrated by high job satisfaction, trust in the organization's management, and strong retention intentions. However, areas for improvement were identified in aspects related to performance recognition, professional development opportunities, and the perception of gender equality, especially among female staff and longer serving employees. In conclusion, it is confirmed that strategic management of employer branding is a decisive factor in strengthening the ability of companies with high operational risks to attract and retain talent, thereby reducing turnover and improves the company's reputation.

Starting from the global pandemic, the power of social networks has experienced an unprecedented massive expansion, consolidating themselves not only as platforms for social interaction, but as decisive public spaces where the value of a corporate brand is built. This research aims to determine the relationship between content marketing and customer engagement in a restaurant chain in Lima - Peru, year 2025. Through a quantitative approach and correlational scope, a sample of 80 users was analyzed. The results show a moderate positive correlation (Rho = 0.562) with a significance level of p < 0.001. It is concluded that content marketing is a fundamental instrument for capturing and retaining customers in the digital environment.

This article analyzes the importance of global outsourcing in the international technological competitiveness of Asian countries during the period 2020–2025. In a highly competitive international business environment, outsourcing is configured as a strategic resource that enhances responsiveness to dynamic customer demand. This qualitative study, using the PRISMA methodology, focuses on identifying the relevance of IT-BPM services outsourcing, logistics outsourcing, and manufacturing offshoring in the technological competitiveness of Asian countries such as China, India, and Vietnam. Through a thorough review of the existing literature, the study seeks to highlight how these outsourcing categories have been significant in the development of technological competitiveness in companies in the Asian region.

Teleworking has become established as a work modality in the private sector, introducing new work schedule configurations, technological and work support, and social well-being. This study analyzes whether teleworking conditions are associated with work engagement and whether this relationship is moderated by work self-efficacy. A quantitative, cross-sectional, and non-experimental design was applied to a sample of 212 private sector workers. An adapted teleworking conditions scale (15 items), the Utrecht Work Engagement Scale (UWES-9), and the Work Self-Efficacy Scale (WSES) were used. The results show positive and significant associations between teleworking, self-efficacy, and engagement, as well as a significant moderating effect of self-efficacy on the teleworking-engagement relationship. Implications for talent management and the design of teleworking policies are discussed.

The adoption of Cloud Computing has transcended technical optimization to become the strategic axis of digital transformation. The objective of this study was to analyze the state of the art regarding such adoption, identifying enablers and barriers through a Systematic Literature Review (SLR) under the PRISMA 2020 protocol. Sixty-four (64) high-impact articles retrieved from Scopus, Web of Science, and PubMed (2020-2025) were analyzed. Quantitative results reveal a paradigm shift: 52% of the literature identifies integration capacity and scalability as the predominant enabler, displacing cost reduction, a factor cited by less than 2% of studies. Likewise, while 67% of research focuses on technical migration and governance, merely 6% addresses organizational culture strategies. It is concluded that a critical gap exists in human capital management, validating the need for future studies on leadership in the digital age.