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Recrutamento e Seleção de Recursos Humanos nas PME
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Orientador(es)
Resumo(s)
A competitividade crescente dos mercados tem levado as Pequenas e Médias Empresas
(PME) a repensar as suas práticas de gestão de pessoas, em particular no que respeita
ao recrutamento e seleção. Este trabalho tem como objetivo analisar de que forma as
PME instaladas na BioBIP Bioenergy and Business Incubator of Portalegre gerem
estes processos, identificando estratégias, desafios e competências mais valorizadas na
contratação.
A investigação assenta numa revisão de literatura sobre a evolução da Gestão de
Recursos Humanos, com destaque para o papel estratégico do recrutamento e seleção
e para as práticas tradicionais e inovadoras atualmente em uso. Do ponto de vista
metodológico, seguiu-se uma abordagem qualitativa, recorrendo à análise de conteúdo
de entrevistas semiestruturadas realizadas a responsáveis de PME incubadas na
BioBIP.
Os resultados evidenciam a adoção de diferentes modalidades de recrutamento
(interno, externo e misto), a importância da definição de planos de recrutamento e a
valorização de competências transversais, nomeadamente soft skills. Foram ainda
identificados constrangimentos na atração de candidatos qualificados e dificuldades
associadas à limitação de recursos típicas das PME. A análise permitiu também
compreender que, apesar de recorrerem a métodos tradicionais como a entrevista e os
testes, as empresas começam a integrar ferramentas digitais que tornam o processo
mais ágil e económico.
Conclui-se que as práticas de recrutamento e seleção nas PME estudadas são
determinantes para a sua competitividade, sendo essencial investir em estratégias que
combinem métodos tradicionais e tecnológicos, bem como reforçar a atenção às
competências pessoais e adaptativas dos candidatos. Este estudo contribui para uma
melhor compreensão das dinâmicas de gestão de pessoas em contextos de incubação
empresarial e aponta caminhos para a otimização futura destes processos
The growing competitiveness of markets has led Small and Medium-sized Enterprises (SMEs) to rethink their people management practices, particularly regarding recruitment and selection. This dissertation aims to analyze how SMEs located in BioBIP Bioenergy and Business Incubator of Portalegre manage these processes, identifying strategies, challenges, and the competencies most valued in hiring. The research is grounded in a literature review on the evolution of Human Resource Management, with emphasis on the strategic role of recruitment and selection, as well as on the traditional and innovative practices currently in use. Methodologically, a qualitative approach was adopted, based on content analysis of semi-structured interviews conducted with managers of SMEs incubated at BioBIP. The results highlight the adoption of different recruitment methods (internal, external, and mixed), the importance of defining recruitment plans, and the increasing value placed on transversal skills, particularly soft skills. Constraints in attracting qualified candidates and difficulties linked to the limited resources typical of SMEs were also identified. The analysis further revealed that, although traditional methods such as interviews and tests remain in use, companies are gradually integrating digital tools that make the process more agile and cost-effective. It is concluded that recruitment and selection practices in the SMEs studied are key to their competitiveness, making it essential to invest in strategies that combine both tradional and technological approaches, while reinforcing the focuson candidates personal and adaptive competencies. This study contributes to a deeper understanding of people management dynamics in business incubation contexts and points to pathways for optimizing these processes in the future.
The growing competitiveness of markets has led Small and Medium-sized Enterprises (SMEs) to rethink their people management practices, particularly regarding recruitment and selection. This dissertation aims to analyze how SMEs located in BioBIP Bioenergy and Business Incubator of Portalegre manage these processes, identifying strategies, challenges, and the competencies most valued in hiring. The research is grounded in a literature review on the evolution of Human Resource Management, with emphasis on the strategic role of recruitment and selection, as well as on the traditional and innovative practices currently in use. Methodologically, a qualitative approach was adopted, based on content analysis of semi-structured interviews conducted with managers of SMEs incubated at BioBIP. The results highlight the adoption of different recruitment methods (internal, external, and mixed), the importance of defining recruitment plans, and the increasing value placed on transversal skills, particularly soft skills. Constraints in attracting qualified candidates and difficulties linked to the limited resources typical of SMEs were also identified. The analysis further revealed that, although traditional methods such as interviews and tests remain in use, companies are gradually integrating digital tools that make the process more agile and cost-effective. It is concluded that recruitment and selection practices in the SMEs studied are key to their competitiveness, making it essential to invest in strategies that combine both tradional and technological approaches, while reinforcing the focuson candidates personal and adaptive competencies. This study contributes to a deeper understanding of people management dynamics in business incubation contexts and points to pathways for optimizing these processes in the future.
Descrição
Palavras-chave
Recrutamento Selecção PME Competências Recursos Humanos Recruitment Selection SMEs Competencies Human Resources