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Análise das Práticas de Gestão de Recursos Humanos à luz da Norma Portuguesa 4427:2004: estudo multi-caso
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Advisor(s)
Abstract(s)
O presente estudo teve como objetivo analisar as Práticas de Gestão de Recurso Humanos de
algumas Organizações certificadas pela Norma Portuguesa 4427 – “Sistemas de Gestão de
Recursos Humanos – requisitos” (NP 4427:2004), mais precisamente, o CENFIM e o Grupo
CH. Teve também como objetivo verificar a importância e o impacto da implementação da
respetiva Norma interna e externamente, analisar a relevância ou irrelevância da Norma NP
4427:2004 nas Práticas de Gestão de Recursos Humanos dessas Organizações, identificar se
essas Organizações já implementaram outras Normas, tais como ISO 9001:2008, ISO
14001:2004 e NP 4397:2008 e compreender a sua compatibilidade. Para tal, optou-se por
realizar uma investigação de natureza qualitativa e experimental, abordando várias áreas, as
quais, Qualidade, Gestão de Recursos Humanos, Norma Portuguesa 4427:2004, Sistemas
Integrados de Gestão da Qualidade, Ambiente, Segurança e Responsabilidade Social. Do
ponto de vista metodológico, foi utilizada a metodologia de estudo multi-caso, em duas
Organizações, recorrendo-se a algumas técnicas de recolha de informação que passaram pela
entrevista aos Responsáveis de Recursos Humanos e a um elemento que participou e
colaborou nas reuniões preliminares do grupo de trabalho que elaborou a NP 4427:2004 e pela
análise de conteúdo. Os resultados obtidos indicam que as Organizações em estudo
desenvolvem todas as Práticas Estratégicas de Gestão de Recursos Humanos, enquanto que
antes de se certificarem pela Norma Portuguesa 4427:2004 não o faziam na sua totalidade. A
principal razão porque as Organizações optaram pela Certificação foi devido a um objetivo
estratégico por forma a envolverem toda a estrutura e também por forma a conseguirem dar
resposta às exigências do mercado. A Norma permitiu também uma maior sistematização das
metodologias de trabalho e um maior acompanhamento dos processos internos. Ambas as
Organizações em estudo consideram que a Certificação integrada é uma forma de
reconhecimento externo, na medida em que valida as metodologias de trabalho interno. Neste
sentido, a Certificação nesta Norma de Recursos Humanos foi algo que naturalmente fazia
sentido na estrutura das respetivas Organizações.
Abstract: This study aimed to analyze the practices of Human Resource Management Organizations certified by some Portuguese Standard 4427 - "Systems of Human Resource Management - Requirements" (NP 4427: 2004), more precisely, the CENFIM and the CH GROUP. It also had the objective to verify the importance and the impact of the implementation of the respective internal standard and externally, analyze the relevance or irrelevance of the NP 4427: 2004 in the Practice of Human Resource Management of these Organizations, identify whether these Organizations have already implemented other standards, such as ISO 9001: 2008, ISO 14001: 2004 and NP 4397: 2008 and understand their compatibility. To this end it was decided to conduct an investigation of qualitative and experimental nature, addressing several areas, which, Quality, Human Resource Management, Portuguese Standard 4427: 2004, Integrated Systems of Quality, Environment, Safety and Social Responsibility. From a methodological point of view, multi-case study methodology was used in two organizations, making use of some data collection techniques that have gone through the interview to the leaders of Human Resources and to an element that participated and collaborated in the preliminary meetings the working group that drafted the NP 4427: 2004 and the content analysis. The results indicate that organizations develop study in all Strategic Practice of Human Resource Management, whereas before they are satisfied by the Portuguese Standard 4427: 2004 did not do so in its entirety. The main reason why organizations have chosen certification was due to a strategic objective in order to involve the entire structure and also in order to get to meet the market requirements. The Standard also allowed a more systematic working methods and further monitoring of internal processes. Both organizations under study consider that the integrated Certification is a form of external recognition, in that it validates the methodologies of internal work. In this sense, this Standard Certification of Human Resources was something that naturally made sense in the structure of their organizations.
Abstract: This study aimed to analyze the practices of Human Resource Management Organizations certified by some Portuguese Standard 4427 - "Systems of Human Resource Management - Requirements" (NP 4427: 2004), more precisely, the CENFIM and the CH GROUP. It also had the objective to verify the importance and the impact of the implementation of the respective internal standard and externally, analyze the relevance or irrelevance of the NP 4427: 2004 in the Practice of Human Resource Management of these Organizations, identify whether these Organizations have already implemented other standards, such as ISO 9001: 2008, ISO 14001: 2004 and NP 4397: 2008 and understand their compatibility. To this end it was decided to conduct an investigation of qualitative and experimental nature, addressing several areas, which, Quality, Human Resource Management, Portuguese Standard 4427: 2004, Integrated Systems of Quality, Environment, Safety and Social Responsibility. From a methodological point of view, multi-case study methodology was used in two organizations, making use of some data collection techniques that have gone through the interview to the leaders of Human Resources and to an element that participated and collaborated in the preliminary meetings the working group that drafted the NP 4427: 2004 and the content analysis. The results indicate that organizations develop study in all Strategic Practice of Human Resource Management, whereas before they are satisfied by the Portuguese Standard 4427: 2004 did not do so in its entirety. The main reason why organizations have chosen certification was due to a strategic objective in order to involve the entire structure and also in order to get to meet the market requirements. The Standard also allowed a more systematic working methods and further monitoring of internal processes. Both organizations under study consider that the integrated Certification is a form of external recognition, in that it validates the methodologies of internal work. In this sense, this Standard Certification of Human Resources was something that naturally made sense in the structure of their organizations.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do
grau de Mestre em Gestão Estratégica de Recursos Humanos
Keywords
Práticas de Gestão de Recursos Humanos Norma Portuguesa 4427:2004 Certificação Qualidade Sistemas Integrados de Gestão da Qualidade Ambiente e Segurança Responsabilidade Social Objetivo Estratégico
Pedagogical Context
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais