U.S. business leaders are experiencing a deficiency within STEM skill sets in newly hired employees, resulting in challenges to business sustainability. The purpose of this case study was to identify strategies used to develop new STEM employees for business sustainability. Participants included 5 IT business leaders who had experience developing new STEM employees in a technology organization in New York. The 3-part theory of knowledge management, knowledge creation, and knowledge transfer was the conceptual framework for this study. Data collection included face-to-face interviews and analyses of company training plans, videos, and internal websites. Methodological triangulation of the analysis technique included organizing, collecting, and comparing data. Data analysis included a generic coding process to identify 3 themes: (a) strategies for organizational effectiveness, (b) strategies for new IT employee enrichment, and (c) strategies for improving business productivity. The results of the study indicated strategies to deliver employee training and development systems leveraging internal knowledge management and transfer could provide business leaders with effective ways to increase productivity and maintain organizational effectiveness. The social implications of the study include the potential to improve the economic strength of the local community because new insights on the development of STEM employees may lead to increased hiring and business sustainability.

La gestión de demanda en las organizaciones es de vital importancia para una gestión adecuada de los recursos y generar beneficios. Entre los beneficios que genera este modelo, se pueden evidenciar el ahorro en costos que pudieron haber incurrido por no tener una gestión adecuada, en el alineamiento de los proyectos de TI a los objetivos estratégicos y la generación de valor para la organización. El presente trabajo de investigación propone implementar la metodología “Gestión de la Demanda Estratégica de la TI” (GEDESTI)” por Igor Aguilar, para la gestión de la demanda estratégica de organizaciones de previsionamiento. En el primer capítulo, se presenta el marco teórico donde se describen los sistemas de previsión actuales a nivel internacional y nacional, así como los marcos de referencia de los modelos de madurez de la gestión de demanda estratégica. En el segundo capítulo, se presenta la situación problemática de la organización. Se describe la organización previsional y se detallan los problemas encontrados que tienen un impacto económico y de imagen organizacional. En el tercer capítulo, se presenta la propuesta de solución. En este punto se detalla el nivel de madurez actual de la organización y el nivel de madurez al cual se pretende llegar. Se propone un modelo de procesos para la gestión de la demanda adecuado a la metodología, además de las herramientas, roles y responsabilidades, costo beneficio y viabilidad que forman parte de la propuesta presentada. En el cuarto capítulo, se presentan las conclusiones y recomendaciones que se deprenden del trabajo de investigación trabajados en la presente tesis. / The demand's management plays a vital role for proper resources direction and generating benefits. Among the benefits generated by this model, can be evidenced the cost savings that may have been incurred from not having adequate management, in the alignment of IT projects with strategic objectives and the value generation for the organization. The current research proposes the methodology implementation "IT Strategic Demand's Management" (GEDESTI) by Igor Aguilar, for strategic demand's management of pension system. The first chapter is presented theoretical framework where the current forecasting systems are described at the international and national level, as well as the reference frameworks for the maturity models of strategic demand management. The second chapter is presented the organization's problematic situation. It describes the pension system and details the problems encountered that have an economic and organizational image impact. The third chapter is presented the proposed solution. At this point, the current organization's maturity level and the maturity level at which it is intended to reach are detailed. A process model is proposed for appropriate demand management to the methodology, in addition to the tools, roles and responsibilities, cost benefit and viability that are part of the proposal presented. The fourth chapter are presented the conclusions and recommendations derived from the research work carried out in this thesis. / Trabajo de investigación