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Os desafios da gestão de carreiras dos(as) advogados(as) e a perceção dos profissionais sobre o tema
| Name: | Description: | Size: | Format: | |
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| 1.28 MB | Adobe PDF |
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Abstract(s)
O presente estudo teve como objetivo a observação da perceção dos(as) advogados(as)/ escritórios de advocacia com relação ao planeamento e à gestão de carreiras.
Foram mencionadas pesquisas científicas relevantes sobre o tema, para compor a base teórica, conjuntamente a um estudo empírico, cuja metodologia baseou-se na abordagem quantitativa, cujo instrumento a recolha de dados foi o questionário, aplicado pela via eletrónica (Google Forms). No referido inquérito, foram feitas perguntas que abordaram três subtemas: 1) Práticas de Gestão de Recursos Humanos – PGRH, que inclui a gestão de carreiras (perceção dos(as) advogados(as) quanto à necessidade ou não de implantação de práticas de RH); 2) Desenvolvimento pessoal e profissional (perceção dos(as) advogados(as) se a gestão de carreiras influencia ou não no respetivo sucesso pessoal e profissional) e 3) Gestão estratégica (percepção dos(as) advogados(as) se o planeamento estratégico em escritórios de advocacia pode reverter ou não em efeitos positivos para a organização). As questões objetivas, possuíam opções de resposta por meio da escala do tipo likert, de 5 pontos, com análise da concordância com relação às perguntas, que contou com a participação de 15l advogados(as), brasileiros(as) e portugueses(as).
Os resultados obtidos por meio das respostas aos questionários permitiram confirmar as duas hipóteses levantadas inicialmente de que as práticas de gestão de recursos humanos (a incluir a gestão de carreiras) influenciam positivamente no desenvolvimento pessoal e profissional dos advogados e na gestão estratégica dos escritórios.
Foram identificadas quatro limitações para o estudo, que são: o tamanho diminuto da amostra; a maior parte dos(as) advogados que responderam ao questionário pertencem a empresas/ sociedade de advogados de porte micro, pequeno ou médio; a obtenção de resultados foi feita com base nas perceções dos(as) advogados(as) e a pesquisa quantitativa, por meio de questionário, restringe a possibilidade de respostas detalhadas.
This study aimed at observing the perception of lawyers / law firms regarding career planning and management. Relevant scientific research on the subject was mentioned to form the theoretical basis, together with an empirical study, whose methodology was based on the quantitative approach, the data collection instrument of which was the questionnaire, applied electronically (Google Forms). In this survey, questions were asked that addressed three sub-themes: 1) Human Resources Management Practices - PGRH, which includes career management (lawyers' perception as to whether or not to implement HR practices); 2) Personal and professional development (lawyers' perception of whether or not career management influences their personal and professional success) and 3) Strategic management (lawyers' perception of whether or not strategic planning in law firms can revert to positive effects for the organization). The objective questions were answered using a 5-point likert scale, with analysis of agreement with the questions, which included 15l lawyers, Brazilians and Portuguese. The results obtained through the answers to the questionnaires confirmed the two hypotheses initially raised that human resource management practices (to include career management) positively influence the personal and professional development of lawyers and the strategic management of offices. Four limitations for the study were identified, which are: the small sample size; most of the lawyers who answered the questionnaire belong to micro, small or medium sized firms/law firms; the results were obtained based on the lawyers' perceptions and the quantitative survey, through the questionnaire, restricts the possibility of detailed answers.
This study aimed at observing the perception of lawyers / law firms regarding career planning and management. Relevant scientific research on the subject was mentioned to form the theoretical basis, together with an empirical study, whose methodology was based on the quantitative approach, the data collection instrument of which was the questionnaire, applied electronically (Google Forms). In this survey, questions were asked that addressed three sub-themes: 1) Human Resources Management Practices - PGRH, which includes career management (lawyers' perception as to whether or not to implement HR practices); 2) Personal and professional development (lawyers' perception of whether or not career management influences their personal and professional success) and 3) Strategic management (lawyers' perception of whether or not strategic planning in law firms can revert to positive effects for the organization). The objective questions were answered using a 5-point likert scale, with analysis of agreement with the questions, which included 15l lawyers, Brazilians and Portuguese. The results obtained through the answers to the questionnaires confirmed the two hypotheses initially raised that human resource management practices (to include career management) positively influence the personal and professional development of lawyers and the strategic management of offices. Four limitations for the study were identified, which are: the small sample size; most of the lawyers who answered the questionnaire belong to micro, small or medium sized firms/law firms; the results were obtained based on the lawyers' perceptions and the quantitative survey, through the questionnaire, restricts the possibility of detailed answers.
Description
Keywords
Gestão de carreiras Recursos Humanos Advogados Escritórios de advocacia Gestão estratégica