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Os motivos de saída dos trabalhadores: o caso de uma consultora no setor de TI
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| 1.96 MB | Adobe PDF |
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Abstract(s)
Os motivos de saída dos trabalhadores de qualquer organização são um tema sensível para a mesma. A envolvente organizacional é cada vez mais competitiva e dinâmica, e por esse motivo atualmente as organizações consideram que o capital humano é uma verdadeira vantagem competitiva.
A retenção dos trabalhadores, tal como a atração, é um dos aspetos fulcrais na gestão de recursos humanos no setor das TI dada a elevada competitividade deste setor e as múltiplas ofertas de trabalho. Começando pela pergunta de partida: “Quais os motivos invocados pelos profissionais de TI para saírem das organizações onde se encontram?”, foram definidos objetivos que nos permitissem chegar perto da resposta a esta questão, sendo o objetivo principal do estudo perceber quais são os motivos que levam os trabalhadores de TI a deixarem as organizações onde se encontram, mais concretamente na perspetiva destes mesmos profissionais.
A identificação dos motivos de saída dos trabalhadores poderá ser um meio para as empresas trabalharem no sentido de criar práticas de recursos humanos e de retenção mais adequadas, uma vez que a satisfação dos trabalhadores leva consequentemente à sua retenção.
Para isso, neste estudo foi analisado o caso de uma grande empresa na área das tecnologias de informação da região de Lisboa. Esta investigação diz respeito a um estudo qualitativo, sendo que terá uma vertente de análise qualitativa e quantitativa para trabalhar os dados recolhidos, e a técnica utilizada para os dados foi a análise documental de uma amostra por conveniência. O objeto de estudo desta investigação são os profissionais de TI de uma empresa do ramo da consultoria presente no mercado português desde 2005, sendo que atualmente tem cerca de 470 trabalhadores. O estudo é constituído pela análise de 297 entrevistas de saída realizadas entre os anos de 2010 e 2018.
O resultado da investigação indica que os principais motivos de saída dos trabalhadores desta empresa na área das tecnologias de informação após a análise das entrevistas de saída, foi constante ao longo do tempo, apenas diferindo em três anos, mas sendo congruente com o crescimento e desenvolvimento deste mercado. Os principais motivos parecem estar ligados à remuneração e à evolução na carreira profissional.
The reasons for the departure of workers from any organization are a sensitive theme for it. The organizational environment is increasingly competitive and dynamic and for this reason organizations today consider even more that human capital is a true competitive advantage. Worker retention, as well as attraction, is one of the key aspects of human resources management in the IT sector considering its high competitiveness and multiple job offers. Starting with the question: “What are the reasons given by IT professionals to leave their organizations?” were defined objectives that would allow us to come close to answering this question. The main objective of the study was to understand what make IT workers to leave the organizations where they are, more specifically from the perspective of these same professionals. Identifying the reasons for leaving may be a way for companies to work towards creating more appropriate human resources and retention practices, as employee satisfaction leads to their retention. For that reason, this study analyzed the case of a large company in the area of information technology from Lisbon region. This research concerns a qualitative study, which will have a qualitative and quantitative analysis strand to work the collected data, and the technique used for the data was the documentary analysis of a convenience sample. The object of study of this investigation is the IT professionals of a consulting company present in the Portuguese market since 2005, which currently has about 470 workers. The study consists of the analysis of 297 exit interviews conducted between 2010 and 2018. The result of the investigation indicates that the main reasons for leaving this company in the area of information technology workers after the analysis of exit interviews was constant over time, only differing by three years, but being congruent with growth and development of this market. The main reasons seem to be linked to salary and career development.
The reasons for the departure of workers from any organization are a sensitive theme for it. The organizational environment is increasingly competitive and dynamic and for this reason organizations today consider even more that human capital is a true competitive advantage. Worker retention, as well as attraction, is one of the key aspects of human resources management in the IT sector considering its high competitiveness and multiple job offers. Starting with the question: “What are the reasons given by IT professionals to leave their organizations?” were defined objectives that would allow us to come close to answering this question. The main objective of the study was to understand what make IT workers to leave the organizations where they are, more specifically from the perspective of these same professionals. Identifying the reasons for leaving may be a way for companies to work towards creating more appropriate human resources and retention practices, as employee satisfaction leads to their retention. For that reason, this study analyzed the case of a large company in the area of information technology from Lisbon region. This research concerns a qualitative study, which will have a qualitative and quantitative analysis strand to work the collected data, and the technique used for the data was the documentary analysis of a convenience sample. The object of study of this investigation is the IT professionals of a consulting company present in the Portuguese market since 2005, which currently has about 470 workers. The study consists of the analysis of 297 exit interviews conducted between 2010 and 2018. The result of the investigation indicates that the main reasons for leaving this company in the area of information technology workers after the analysis of exit interviews was constant over time, only differing by three years, but being congruent with growth and development of this market. The main reasons seem to be linked to salary and career development.
Description
Keywords
Separação Gestão de Recursos Humanos Gestão de Talentos Retenção Quitting Human Resources Management Talent Management Retention