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Publication
Práticas de Gestão de Recursos Humanos e Absentismo: Estudo Longitudinal na Câmara Municipal de Setúbal De 2010 a 2015
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Abstract(s)
O presente trabalho teve como objetivo caraterizar e analisar a relação entre o absentismo e as
práticas de Gestão de Recursos Humanos na CMS entre 2010 e 2015. Para responder o
objetivo, a metodologia adotada foi estudo qualitativo e longitudinal, com base na análise
documental e a realização da entrevista semidiretiva, a dois funcionários com cargos
superiores. O absentismo é a falta do trabalhador no local de trabalho. Na administração
pública esta falta inclui todo o tipo de ausências no local de trabalho. Segundo os resultados
obtidos, este pode ocorrer tanto por iniciativa do trabalhador como por incentivo da
organização. A organização em estudo apresenta uma taxa elevada de absentismo (11,9%) e
um dos principais motivos é a doença. O absentismo é complexo, podendo derivar de
diferentes causas, e uma delas está relacionado com as práticas utilizadas na organização e a
forma como gerem as pessoas. Contudo, a prática de recrutamento e seleção é uma das
práticas importantes, pois a forma como ela é aplicada, poderá levar a contratação de
possíveis absentistas na organização. Assim, considera-se existir uma influência das práticas
de gestão de recursos humanos no absentismo, no sentido em que as práticas de gestão
influenciam outros fatores como a cultura organizacional, o comportamento e a motivação
dos trabalhadores, os quais vão, por sua vez, influenciar a ausência ou não no local de
trabalho. E esta acaba por ser uma das componentes importantes para o controle do
absentismo.
The present work had as objective to characterize and analyze the relationship between absenteeism and Human Resource Management practices in CMS between 2010 and 2015.To answer the objective, the methodology adopted was a qualitative and longitudinal study, based on the documentary analysis and the semi-directing interview, to two employees with higher positions. Absenteeism is the lack of the worker in the workplace. In public administration this absence includes all kinds of absences in the workplace. According to the results obtained, this can occur both on the initiative of the worker and by incentive of the organization. The study organization has a high rate of absenteeism (11.9%) and one of the main reasons is the disease. Absenteeism is complex and can be derived from different causes, one of which is related to the practices used in the organization and the way people are managed. However, the practice of recruitment and selection is one of the important practices, since the way it is applied may lead to the hiring of possible absentees in the organization. Thus, it is considered that there is an influence of human resources management practices in absenteeism, in the sense that management practices influence other factors such as organizational culture, behavior and motivation of workers, which, in turn, influence the absence or absence in the workplace. And this turns out to be one of the important components for the control of absenteeism.
The present work had as objective to characterize and analyze the relationship between absenteeism and Human Resource Management practices in CMS between 2010 and 2015.To answer the objective, the methodology adopted was a qualitative and longitudinal study, based on the documentary analysis and the semi-directing interview, to two employees with higher positions. Absenteeism is the lack of the worker in the workplace. In public administration this absence includes all kinds of absences in the workplace. According to the results obtained, this can occur both on the initiative of the worker and by incentive of the organization. The study organization has a high rate of absenteeism (11.9%) and one of the main reasons is the disease. Absenteeism is complex and can be derived from different causes, one of which is related to the practices used in the organization and the way people are managed. However, the practice of recruitment and selection is one of the important practices, since the way it is applied may lead to the hiring of possible absentees in the organization. Thus, it is considered that there is an influence of human resources management practices in absenteeism, in the sense that management practices influence other factors such as organizational culture, behavior and motivation of workers, which, in turn, influence the absence or absence in the workplace. And this turns out to be one of the important components for the control of absenteeism.