Relatório da visita de estudo ao Salon International d'Agriculture de Paris
Ordónez, J.A.
1997
Envelhecimento, trabalho e práticas de gestão de recursos humanos
Type
doctoralThesis
Title
Envelhecimento, trabalho e práticas de gestão de recursos humanos
Contributor
Ramos, Sara Cristina Moura da Silva
Subject
Envelhecimento
Trabalho
Práticas de gestão de recursos humanos
Reforma
Aging
Work
Human resource management practices
Retirement
Domínio/Área Científica::Ciências Sociais::Economia e Gestão
Trabalho
Práticas de gestão de recursos humanos
Reforma
Aging
Work
Human resource management practices
Retirement
Domínio/Área Científica::Ciências Sociais::Economia e Gestão
Date
2015-12-11T14:29:24Z
2015-12-11T14:29:24Z
2015
2015-12-11T14:29:24Z
2015
Description
Num futuro próximo o envelhecimento demográfico terá consequências relativas quer na população em geral, quer na composição da população ativa e na escassez de algumas competências.
O objetivo geral desta investigação visa compreender quais as práticas de GRH que contribuem para a retenção dos trabalhadores de diferentes idades.
Com base nestas premissas, realizámos três estudos com o objetivo de (1) perceber se e como os Gestores de RH consideram a questão da idade no desenvolvimento de práticas de GRH. Neste sentido, entrevistámos 14 gestores de RH de pequenas, médias e grandes empresas e realizámos uma análise qualitativa; (2) analisar a relação entre as práticas de GRH e as intenções de reforma. Para tal, aplicámos um questionário online a 402 trabalhadores de várias empresas; (3) analisar bundles de GRH em vez de práticas isoladas de GRH, salientando assim a importância da coerência do sistema de GRH como um todo. A amostra foi a mesma do estudo anterior.
O não-alinhamento entre as práticas efetivas nas organizações e as práticas que os trabalhadores consideram importantes, parece tornar evidente que ainda há muito trabalho a ser feito nesta área, salientando a importância do desenvolvimento de práticas adequadas às necessidades e desejos dos trabalhadores.
Entendemos que o nosso estudo pode ser um ponto de partida para a investigação sobre os possíveis fatores de apoio envolvidos na questão da idade, uma vez que existe uma relação entre a perceção das práticas de GRH e a intenção de reforma.
Abstract: Demographic aging trends will have consequences concerning the general population, the composition of the workforce and the shortage of some skills in the near future. The overall objective of this research is to understand which HRM practices contribute to the retention of workers of different ages. Based on these assumptions we conduct three studies aiming (1) to understand if and how the HR managers consider the issue of age in the development of HRM practices, we interviewed 14 HR managers of small, medium and large companies and we carried out a qualitative analysis; (2) to analyze the relationship between HRM practices and workers retirements intentions, an online survey was carried out on 402 workers from various companies, to this end; (3) to investigate the notion of HRM bundles instead of isolated HRM practices stressing thus the importance of consistency of the HRM system for achieving the desired effects. The sample was the same as in the previous study The non-alignment between the organization’s effective practices and the practices workers consider important, seems to make evident that there is still much work to be done in this area, emphasizing the importance of developing practices tailored to the workers’ needs and desires. We consider that our study may be a starting point for further research on the possible support factors involved in the age issue, since there is a relationship between the perception of HRM practices and the intention of workers to retire.
Abstract: Demographic aging trends will have consequences concerning the general population, the composition of the workforce and the shortage of some skills in the near future. The overall objective of this research is to understand which HRM practices contribute to the retention of workers of different ages. Based on these assumptions we conduct three studies aiming (1) to understand if and how the HR managers consider the issue of age in the development of HRM practices, we interviewed 14 HR managers of small, medium and large companies and we carried out a qualitative analysis; (2) to analyze the relationship between HRM practices and workers retirements intentions, an online survey was carried out on 402 workers from various companies, to this end; (3) to investigate the notion of HRM bundles instead of isolated HRM practices stressing thus the importance of consistency of the HRM system for achieving the desired effects. The sample was the same as in the previous study The non-alignment between the organization’s effective practices and the practices workers consider important, seems to make evident that there is still much work to be done in this area, emphasizing the importance of developing practices tailored to the workers’ needs and desires. We consider that our study may be a starting point for further research on the possible support factors involved in the age issue, since there is a relationship between the perception of HRM practices and the intention of workers to retire.
Access restrictions
openAccess
http://creativecommons.org/licenses/by-nc/4.0/
http://creativecommons.org/licenses/by-nc/4.0/
Language
por
Comments
