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Práticas de gestão de recursos humanos numa empresa da construção: estudo de caso da empresa Set Linings
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Abstract(s)
O tema da presente dissertação remeteu para as práticas de Gestão de Recursos Humanos da empresa Set Linings, como objetivo de estudo, analisou-se práticas de GRH da empresa de construção. Para o efeito, os objetivos específicos assentaram na caracterização da empresa, na análise dos recursos humanos, na caracterização da função de RH, na análise das práticas de GRH e na análise das práticas inovadoras do trabalho. Segundo Yin (2001), a análise de caso contribui para a compreensão de fenómenos nas organizações. O estudo resultou da análise quantitativa de informações dos RH e qualitativa acerca das práticas da Set Linings, assente na recolha e tratamento de informação através de uma entrevista semi-diretiva ao DRH e de análise documental.
A organização em estudo é uma média empresa, composta por 229 trabalhadores, tendo como core de atividade a construção especializada a nível internacional. Assente numa estrutura formal bem delineada, ressalvou-se a característica da flexibilidade numérica como forma de ajuste dos RH à estratégia de negócio. O universo de RH demonstrou ser demarcado pela forte presença masculina, pelo nível básico de ensino e contratos de trabalho atípicos. À semelhança do modelo preconizado por Lepak e Snell (1999) sugere uma política de RH com base na contratação. O departamento de GRH tem função de linha, sendo a GP caracterizada como “Architect model” devido ao facto do DRH deter um papel relevante na gestão de topo, assente na participação ativa do planeamento e gestão. As práticas de GRH apresentaram orientação para as tarefas e resultados, com fases de Recrutamento e Seleção assente em necessidades da empresa, e, formação “on the job”. No que concerne à política de HST, verificou-se a necessidade de certificação obrigatória. Em prol de um modelo de organização flexível, constatou-se o uso de mecanismos de informação, comunicação e participação.
Inicialmente deduziu-se que a performance da empresa era proveniente das características dos seus RH dado o facto de ser especializada. Após a análise dos RH da empresa, verificou-se que o pressuposto anterior não era fundamentado. Perante o disposto, assumiu-se que a performance não depende do capital humano, mas das práticas de GRH em consonância com uma liderança de proximidade ao trabalhador. Em conformidade com Hayton (2005), as empresas que atuem no mercado global devem apostar na GRH, para que a adaptação às alterações de mercado sejam efetuadas de forma rápida e eficaz.
The subject of this dissertation referred to the Practices of the company's Human Resources of the company Set Linings, as an objective of study, it was analyzed practices of HRM of the construction company. For this purpose, the specific objectives were based on company characterization, human resources analysis, characterization of HR function, analysis of HRM practices and analysis of innovative work practices. According to Yin (2001), the case analysis contributes to the understanding of phenomena in organizations. The study resulted from the quantitative analysis of HR information and qualitative information about the practices of Set Linings, based on the collection and treatment of information through a semi-directive interview with HRD and of documentary analysis. The organization under study is an average company, made up of 229 workers, whose core activity is international specialized construction. Based on a well-defined formal structure, the characteristic of numerical flexibility as a way of adjusting HR to business strategy was emphasized. The universe of HR has shown to be marked by the strong masculine presence, by the basic level of education and atypical work contracts. Like the model advocated by Lepak and Snell (1999), it suggests a HR policy based on hiring. The HRM department has a line function, as the people management being characterized as an "Architect model" due to the fact that HRD has a relevant role in top management, based on active participation in planning and management. The HRM practices presented orientation to the tasks and results, with Recruitment and Selection phases based on company needs, and on-the-job training. With regard to the hygiene and safety at work policy, there was a need for mandatory certification. For the sake of a flexible organization model, the use of information, communication and participation mechanisms was verified. It was first deduced that the company's performance was derived from the characteristics of its HR because it was specialized. After analyzing the company's HR, it was found that the previous assumption was not substantiated. Given the provisions, it was assumed that performance doesn’t depend on human capital, but on HRM practices in line with a leadership of proximity to the worker. According to Hayton (2005), companies that operate in the global market must bet on HRM, so that adaptation to market changes can be made quickly and efficiently.
The subject of this dissertation referred to the Practices of the company's Human Resources of the company Set Linings, as an objective of study, it was analyzed practices of HRM of the construction company. For this purpose, the specific objectives were based on company characterization, human resources analysis, characterization of HR function, analysis of HRM practices and analysis of innovative work practices. According to Yin (2001), the case analysis contributes to the understanding of phenomena in organizations. The study resulted from the quantitative analysis of HR information and qualitative information about the practices of Set Linings, based on the collection and treatment of information through a semi-directive interview with HRD and of documentary analysis. The organization under study is an average company, made up of 229 workers, whose core activity is international specialized construction. Based on a well-defined formal structure, the characteristic of numerical flexibility as a way of adjusting HR to business strategy was emphasized. The universe of HR has shown to be marked by the strong masculine presence, by the basic level of education and atypical work contracts. Like the model advocated by Lepak and Snell (1999), it suggests a HR policy based on hiring. The HRM department has a line function, as the people management being characterized as an "Architect model" due to the fact that HRD has a relevant role in top management, based on active participation in planning and management. The HRM practices presented orientation to the tasks and results, with Recruitment and Selection phases based on company needs, and on-the-job training. With regard to the hygiene and safety at work policy, there was a need for mandatory certification. For the sake of a flexible organization model, the use of information, communication and participation mechanisms was verified. It was first deduced that the company's performance was derived from the characteristics of its HR because it was specialized. After analyzing the company's HR, it was found that the previous assumption was not substantiated. Given the provisions, it was assumed that performance doesn’t depend on human capital, but on HRM practices in line with a leadership of proximity to the worker. According to Hayton (2005), companies that operate in the global market must bet on HRM, so that adaptation to market changes can be made quickly and efficiently.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de
Mestre em Ciências Empresariais – Ramo Gestão PME
Keywords
Práticas de Recursos Humanos Set Linings Estratégia Global Human Resources Practices Global Strategy
Pedagogical Context
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais