<?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>2448-7678</journal-id>
<journal-title><![CDATA[Investigación administrativa]]></journal-title>
<abbrev-journal-title><![CDATA[Investig. adm.]]></abbrev-journal-title>
<issn>2448-7678</issn>
<publisher>
<publisher-name><![CDATA[Instituto Politécnico Nacional, Escuela Superior de Comercio y Administración]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2448-76782025000100005</article-id>
<article-id pub-id-type="doi">10.35426/iav54n135.05</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[El Futuro del Trabajo y sus Implicaciones en el Talento]]></article-title>
<article-title xml:lang="en"><![CDATA[The Future of Work and its Implications for Talent]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Madero Gómez]]></surname>
<given-names><![CDATA[Sergio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Vásquez Rivera]]></surname>
<given-names><![CDATA[Oscar Iván]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Tecnológico de Monterrey  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Complutense de Madrid  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2025</year>
</pub-date>
<volume>54</volume>
<numero>135</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2448-76782025000100005&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2448-76782025000100005&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2448-76782025000100005&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El objetivo del presente estudio aborda los retos del futuro del trabajo y las implicaciones que tiene en las empresas y las personas, utilizando un método de investigación mixta, que incluyó un cuestionario en línea dirigido a trabajadores y entrevistas semiestructuradas a directivos en Monterrey y Ciudad de México. Los resultados cuantitativos revelan un incremento en la adopción de esquemas de trabajo híbrido, que pasó de un 21.7% en 2020 a un 39.9% en 2022. De acuerdo con los hallazgos encontrados se destacan las principales categorías que se consideran relevantes considerar como el trabajo remoto, las modalidades híbridas, la tecnología y la automatización como elementos clave para la adaptación organizacional de los nuevos modelos de negocios, destacando así la originalidad de la investigación. Así mismo se concluye que las modalidades de trabajo han dejado de ser una solución temporal para convertirse en una estrategia clave a largo plazo y que estarán impactando en las formas de realizar el trabajo y en la cultura de las organizaciones, algunas limitaciones se relacionan con el contexto metodológico de la investigación.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The aim of this study addresses the challenges of the future of work and its implications on companies and people. Using a mixed method, which included an online questionnaire for workers and semistructured interviews with managers in Monterrey and Mexico City. The quantitative results reveal an increase in hybrid work scheme adoption, from 21.7% in 2020 to 39.9% in 2022. According to the findings, the main categories that are considered relevant for organizational adaptation for new business models are remote work, hybrid modalities, technology, and automation. Likewise, it is concluded that work modalities have ceased to be a temporary solution and have become a key long-term strategy that will continue to impact the ways of doing work and the culture of organizations, some limitations are related to the methodological context of the research.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Futuro del trabajo]]></kwd>
<kwd lng="es"><![CDATA[Flexibilidad organizacional]]></kwd>
<kwd lng="es"><![CDATA[Trabajo híbrido]]></kwd>
<kwd lng="es"><![CDATA[Trabajo a distancia]]></kwd>
<kwd lng="es"><![CDATA[Gestión del Talento]]></kwd>
<kwd lng="es"><![CDATA[Recursos Humanos]]></kwd>
<kwd lng="es"><![CDATA[J2]]></kwd>
<kwd lng="es"><![CDATA[J4]]></kwd>
<kwd lng="es"><![CDATA[J6]]></kwd>
<kwd lng="es"><![CDATA[J8]]></kwd>
<kwd lng="en"><![CDATA[Future of work]]></kwd>
<kwd lng="en"><![CDATA[Organizational flexibility]]></kwd>
<kwd lng="en"><![CDATA[Hybrid work]]></kwd>
<kwd lng="en"><![CDATA[Telecommuting]]></kwd>
<kwd lng="en"><![CDATA[Talent Management]]></kwd>
<kwd lng="en"><![CDATA[Human Resources]]></kwd>
<kwd lng="en"><![CDATA[J2]]></kwd>
<kwd lng="en"><![CDATA[J4]]></kwd>
<kwd lng="en"><![CDATA[J6]]></kwd>
<kwd lng="en"><![CDATA[J8]]></kwd>
</kwd-group>
</article-meta>
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