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Aprendizagem e Envelhecimento na Gestão de Recursos Humanos
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.28 MB | Adobe PDF |
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Abstract(s)
O envelhecimento da população em Portugal e no Mundo tem consequências relevantes para a composição da população activa e na escassez de algumas competências essenciais para o mercado de trabalho .
Este estudo visa compreender o significado da aprendizagem em pessoas com idade mais avançada, comparando o significado para aprender, os facilitadores e as barreiras da aprendizagem, por comparação, do envelhecimento e da aprendizagem em três culturas e países bem distintos: Hong Kong, Austrália e Portugal.
O presente estudo tem na base o artigo da Professora Doutoura Maureen Tam que explora estas dimensões e compara Hong Kong e a Austrália. Neste estudo, acrescentamos Portugal a esta comparação com uma amostra de 131 participantes que responderam a um questionário semelhante ao utilizado no estudo original.
Procurou-se igualmente investigar as diferenças entre homens e mulheres e entre a população mais velha e mais nova nas variáveis de interesse. Por fim, foram realizadas uma série de análises de componentes principais às escalas utilizadas e foram construídos de novos indicadores. Estas análises permitiram analisar a relação entre o significado de aprendizagem, barreiras e facilitadores.
Os resultados revelaram que há mais semelhanças entre os países do que diferenças.
Numa óptica comparativa entre os três países, é possível aferir que Portugal se encontra mais próximo dos indicadores do estudo australiano. Muito provavelmente por questões culturais de maior proximidade, levando a essa semelhança, traduzida nas respostas recolhidas em ambas as amostras. Os resultados revelam igualmente uma conjunto de diferenças entre homens e mulheres e entre os participantes com mais ou menos 50 anos.
No final deste trabalho são mencionadas possíveis estratégias para a Gestão de Recursos Humanos, nomeadamente práticas de RH, de modo a, não só, manter os trabalhadores mais velhos nas organizações, garantindo que não ocorram perdas irreparáveis ao nível do saber fazer, da experiência e da cultura mas, também, fazer com que se sintam valorizados e respeitados. Numa óptica de políticas de GRH de ajustamento à constante evolução da sociedade, aos desafios das necessidades organizacionais e ao mercado de trabalho.
The aging of the population in Portugal and in the world has relevant consequences for the composition of the active population and the scarcity of some essential skills for the labor market. This study aims to understand the meaning of learning in older people, comparing the meaning of learning, the facilitators and barriers of comparative learning, aging and learning in three very different cultures and countries: Hong Kong, Australia and Portugal. The present study is based on the article by Professor Doctor Maureen Tam that explores these dimensions and compares Hong Kong and Australia. In this study, we added Portugal to this comparison with a sample of 131 participants who answered a questionnaire similar to the one used in the original study. We also sought to investigate the differences between men and women and between the older and younger populations in the variables of interest. Finally, a series of principal component analyzes were carried out at the scales used and new indicators were built. These analyzes allowed us to analyze the relationship between the meaning of learning, barriers and facilitators. The results revealed that there are more similarities between countries than differences. From a comparative perspective between the three countries, it is possible to see that Portugal is closer to the indicators of the Australian study. Most likely due to cultural issues of greater proximity, leading to this similarity, reflected in the responses collected in both samples. The results also reveal a set of differences between men and women and between participants aged over 50 years. At the end of this work, possible strategies for Human Resources Management are mentioned, namely HR practices, in order not only to keep older workers in organizations, ensuring that there are no irreparable losses in terms of know-how, experience and culture but also make them feel valued and respected. From a perspective of HRM policies to adjust to the constant evolution of society, the challenges of organizational needs.
The aging of the population in Portugal and in the world has relevant consequences for the composition of the active population and the scarcity of some essential skills for the labor market. This study aims to understand the meaning of learning in older people, comparing the meaning of learning, the facilitators and barriers of comparative learning, aging and learning in three very different cultures and countries: Hong Kong, Australia and Portugal. The present study is based on the article by Professor Doctor Maureen Tam that explores these dimensions and compares Hong Kong and Australia. In this study, we added Portugal to this comparison with a sample of 131 participants who answered a questionnaire similar to the one used in the original study. We also sought to investigate the differences between men and women and between the older and younger populations in the variables of interest. Finally, a series of principal component analyzes were carried out at the scales used and new indicators were built. These analyzes allowed us to analyze the relationship between the meaning of learning, barriers and facilitators. The results revealed that there are more similarities between countries than differences. From a comparative perspective between the three countries, it is possible to see that Portugal is closer to the indicators of the Australian study. Most likely due to cultural issues of greater proximity, leading to this similarity, reflected in the responses collected in both samples. The results also reveal a set of differences between men and women and between participants aged over 50 years. At the end of this work, possible strategies for Human Resources Management are mentioned, namely HR practices, in order not only to keep older workers in organizations, ensuring that there are no irreparable losses in terms of know-how, experience and culture but also make them feel valued and respected. From a perspective of HRM policies to adjust to the constant evolution of society, the challenges of organizational needs.
Description
Keywords
Envelhecimento Aprendizagem Recursos humanos