<?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>2409-8752</journal-id>
<journal-title><![CDATA[Revista Científica de la UCSA]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. ciente. UCSA]]></abbrev-journal-title>
<issn>2409-8752</issn>
<publisher>
<publisher-name><![CDATA[Universidad del Cono Sur de las Américas]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2409-87522025000300047</article-id>
<article-id pub-id-type="doi">10.18004/ucsa/2409-8752/2025.012.03.047</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Percepción del Upskilling y Reskilling en colaboradores de empresas del sector privado y público de Asunción y Gran Asunción-Paraguay, 2024]]></article-title>
<article-title xml:lang="en"><![CDATA[Perception of Upskilling and Reskilling among employees of private and public sector companies in Asunción and Greater Asunción, Paraguay, 2024]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Kwan-Chung]]></surname>
<given-names><![CDATA[Chap Kau]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Aldama-Ferreira]]></surname>
<given-names><![CDATA[Lorena Elina]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Acuña-López]]></surname>
<given-names><![CDATA[Ivanna Guadalupe]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Americana  ]]></institution>
<addr-line><![CDATA[Asunción ]]></addr-line>
<country>Paraguay</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2025</year>
</pub-date>
<volume>12</volume>
<numero>3</numero>
<fpage>47</fpage>
<lpage>56</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_arttext&amp;pid=S2409-87522025000300047&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_abstract&amp;pid=S2409-87522025000300047&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_pdf&amp;pid=S2409-87522025000300047&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN La investigación pretende determinar la percepción del Upskilling y Reskilling en colaboradores de empresas del sector privado y público de Asunción y Gran Asunción-Paraguay, 2024. Se basó en un enfoque cuantitativo, no experimental con corte transversal y descriptivo. La población estuvo compuesta por 2.623.827 individuos con fuerza laboral registrada en el cuarto trimestre de 2022 y una muestra de 246 fue calculada bajo un 94% de nivel de confianza, 6% de margen de error y 50% de grado de heterogeneidad. La tasa de respuesta fue del 83,3% (205). Los criterios de inclusión fueron: tener más de 23 años, ser asalariado del sector privado/público en Asunción y Gran Asunción, tener una antigüedad laboral de más de cuatro años y participar de manera voluntaria. Se utilizó la encuesta para la recolección de datos mediante un cuestionario compuesto por 2 variables (Upskilling y Reskilling), 6 dimensiones y 24 ítems enviada vía WhatsApp en septiembre de 2024 por conveniencia en el 2024. Como resultados se evidencia que la media general de las dimensiones del Upskilling (D1, D2 y D3) y Reskilling (D4, D5 y D6) se manifiestan en: D1 Motivación (x&#772;=4,60), D2 Recursos (x&#772;=3,56), D3 Habilidades (x&#772;=4,22), D4 Adaptabilidad (x&#772;=4,59), D5 Apoyo (x&#772;=3,54) y D6 Impacto (x&#772;=4,15). Se concluye que la adopción de estrategias de Upskilling y Reskilling genera un impacto positivo en el bienestar de los empleados, ya que amplía las oportunidades de empleo, proporciona mayor estabilidad laboral, mejora la compensación y fomenta la adaptabilidad y flexibilidad ante las transformaciones del mercado laboral.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT This research aims to determine the perception of Upskilling and Reskilling among employees of private and public sector companies in Asunción and Greater Asunción, Paraguay, 2024. It was based on a quantitative, non-experimental, cross-sectional, and descriptive approach. The population consisted of 2,623,827 individuals registered as part of the workforce in the fourth quarter of 2022, and a sample of 246 was calculated with a 94% confidence level, a 6% margin of error, and a 50% degree of heterogeneity. The response rate was 83.3% (205). The inclusion criteria were: being over 23 years of age, being a salaried employee in the private/public sector in Asunción and Greater Asunción, having more than four years of employment experience, and participating voluntarily. The survey was used for data collection through a questionnaire composed of 2 variables (Upskilling and Reskilling), 6 dimensions and 24 items sent via WhatsApp in September 2024 for convenience in 2024. The results show that the overall average of the Upskilling (D1, D2, and D3) and Reskilling (D4, D5, and D6) dimensions are manifested in: D1 Motivation (x&#772;=4.60), D2 Resources (x&#772;=3.56), D3 Skills (x&#772;=4.22), D4 Adaptability (x&#772;=4.59), D5 Support (x&#772;=3.54), and D6 Impact (x&#772;=4.15). It is concluded that the adoption of Upskilling and Reskilling strategies generates a positive impact on employee well-being, as it expands employment opportunities, provides greater job stability, improves compensation, and fosters adaptability and flexibility in the face of labor market changes.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Upskilling]]></kwd>
<kwd lng="es"><![CDATA[Reskilling]]></kwd>
<kwd lng="es"><![CDATA[reciclaje profesional]]></kwd>
<kwd lng="es"><![CDATA[habilidades laborales]]></kwd>
<kwd lng="es"><![CDATA[capacitación]]></kwd>
<kwd lng="es"><![CDATA[competencia profesional]]></kwd>
<kwd lng="en"><![CDATA[Upskilling]]></kwd>
<kwd lng="en"><![CDATA[reskilling]]></kwd>
<kwd lng="en"><![CDATA[professional retraining]]></kwd>
<kwd lng="en"><![CDATA[Job Skills]]></kwd>
<kwd lng="en"><![CDATA[training]]></kwd>
<kwd lng="en"><![CDATA[Professional Competence]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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