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A implementação de sistemas de informação de recursos humanos em instituições financeiras de países lusófonos: principais dificuldades dos técnicos de recursos humanos na adaptação a um sistema de informação
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Abstract(s)
O mundo empresarial tem vivido tempos de grande instabilidade e qualquer decisão
que tenha de ser tomada pode ser crucial na diferenciação entre o sucesso ou insucesso
dessa empresa, no mercado em que opera. É com base neste prisma que os Sistemas de
Informação passam a ter um papel fundamental no apoio aos gestores, para auxiliarem os
mesmos na tomada de decisões.
O Human Resources Manager (HrM) é um software para a gestão de Recursos
Humanos criado e comercializado pela Portexictos. Foram entrevistadas seis instituições
financeiras que utilizam o HrM como Sistema de Informação para a gestão dos seus
Recursos Humanos, com vista a identificar as principais dificuldades que os utilizadores
regulares do software tiveram a adaptar-se após a sua implementação. Neste caso foram
feitas entrevistas a duas instituições de cada país: Angola, Moçambique e Cabo Verde.
Os entrevistados são utilizadores regulares do HrM. A investigação em causa
baseou-se numa abordagem qualitativa e onde as entrevistas realizadas estiveram assentes
numa vertente semiestruturada, que foi posteriormente analisada para se encontrarem
pontos convergentes.
Com base nos resultados obtidos, podemos constatar que na generalidade as
instituições onde foi implementado o HrM não disponham anteriormente de qualquer
Sistema de Informação para a gestão de Recursos Humanos. Um outro aspeto existiu
unanimidade foi o facto de que o processamento salarial e a gestão dos dados dos
colaboradores passou a ser mais centralizado, de rápido acesso e onde o erro humano foi
minimizado. Por norma a decisão de implementar o HrM na instituição foi tomada por parte
da administração, como forma de modernizar o departamento/gabinete de Recursos
Humanos.
As principais dificuldades dos utilizadores, estiveram ligadas á especificidade do
software. O HrM foi desenvolvido em ambiente IBM e a sua utilização é bastante diferente
da apresentada pelos softwares desenhados para funcionarem no ambiente Windows.
Outro aspeto que ficou bem patente foi o tempo de formação. A informação é, para alguns
utilizadores, demasiado extensa e a formação inicial deveria contemplar um maior número
de dias, para assimilarem toda a informação necessária. Uma mais-valia apontada foi o
suporte pós-instalação que, apesar de ser prestado remotamente, está á disposição dos
utilizadores sempre que tenham algum problema ou dúvida. Por outro lado não foi deixada
de lado a hipótese de que uma formação de refresh seria benéfica para consolidar
conhecimento e até ser uma forma de explorarem mais o software.
The business world has experienced times of great instability and any decision that has to be taken can be crucial in differentiating between the success or failure of that company in the market which it operates. It´s based on this prism that the Information Systems now have a key role in supporting managers to assist them in making decisions. The Human Resources Manager (HrM) is a software for the management of human resources created and marketed by Portexictos. Six financial institutions were interviewed using the HrM as Information System for the management of its human resources, in order to identify the main difficulties that regular software users have had to adapt after implementation. In this case interviews were conducted at two institutions in each country: Angola, Mozambique and Cape Verde. Interviewed are regular users of HrM. This research was based on a qualitative approach and where the interviews were based on a semi structured strand, which was then analyzed to find convergent points. Based on the results, we note that generally the institutions which implemented the HrM do not have any prior information system for the management of Human Resources. Another aspect in which there was unanimity was that the payroll and management of employee data has become more centralized, with fast access and where human error was minimized. Usually the decision to implement HrM in the institution was taken by the administration as a way to modernize the department / office of Human Resources. The main difficulties of the users were related to the specific software. The HrM was developed in the IBM environment and its use is quite different from that presented by the software designed to operate in the Windows environment. Another aspect that was evident was the time of formation. The information is, for some users, too long and the initial formation should include more days to assimilate all information require. An identified advantage was the post-installation support that, despite being remotely provided, is at the disposal of users when they have a problem or a question. On the other hand it was not left aside the hypothesis that a refresh formation would be beneficial to consolidate knowledge and to be a way to exploit more the software.
The business world has experienced times of great instability and any decision that has to be taken can be crucial in differentiating between the success or failure of that company in the market which it operates. It´s based on this prism that the Information Systems now have a key role in supporting managers to assist them in making decisions. The Human Resources Manager (HrM) is a software for the management of human resources created and marketed by Portexictos. Six financial institutions were interviewed using the HrM as Information System for the management of its human resources, in order to identify the main difficulties that regular software users have had to adapt after implementation. In this case interviews were conducted at two institutions in each country: Angola, Mozambique and Cape Verde. Interviewed are regular users of HrM. This research was based on a qualitative approach and where the interviews were based on a semi structured strand, which was then analyzed to find convergent points. Based on the results, we note that generally the institutions which implemented the HrM do not have any prior information system for the management of Human Resources. Another aspect in which there was unanimity was that the payroll and management of employee data has become more centralized, with fast access and where human error was minimized. Usually the decision to implement HrM in the institution was taken by the administration as a way to modernize the department / office of Human Resources. The main difficulties of the users were related to the specific software. The HrM was developed in the IBM environment and its use is quite different from that presented by the software designed to operate in the Windows environment. Another aspect that was evident was the time of formation. The information is, for some users, too long and the initial formation should include more days to assimilate all information require. An identified advantage was the post-installation support that, despite being remotely provided, is at the disposal of users when they have a problem or a question. On the other hand it was not left aside the hypothesis that a refresh formation would be beneficial to consolidate knowledge and to be a way to exploit more the software.
Description
Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos
Keywords
Pedagogical Context
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais