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A importância da gestão de recursos humanos no processo de expatriação
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Abstract(s)
A globalização abriu espaço para um mundo sem fronteiras, com a preeminência de um
sistema internacional autónomo e socialmente sem raízes, onde mercados de mercadorias
e serviços se tornam cada vez mais globais. A abertura dessas fronteiras geográficas tem
contribuído para o aumento das expatriações e vem exigindo grande atenção da área de
Gestão Internacional de Recursos Humanos, principalmente porque ela pode definir, no
caso das expatriações, o sucesso ou falha de uma missão internacional. Além disso, a
forma de recrutar e selecionar, recompensar, entre outras é um dos fatores-chave para o
sucesso.
O propósito deste estudo é analisar e caracterizar o processo de expatriação, através da
descrição e perceção de trabalhadores expatriados. Como objetivo específico,
pretendemos descrever o processo de expatriação de uma organização; investigar o
contributo das políticas e práticas de gestão de recursos humanos para o sucesso do
processo de expatriação; e identificar as dificuldades sentidas por parte dos expatriados
com relação às questões culturais.
A investigação em causa é de natureza aplicada, sendo que se baseia numa revisão teórica
e posteriormente é aplicada a uma realidade prática num estudo de caso de uma empresa
do setor automóvel com uma amostra de 5 trabalhadores, a quem foram aplicadas
entrevistas semiestruturadas, sendo as informações obtidas submetidas a análise de
conteúdo.
Os resultados permitem concluir que o processo de expatriação na empresa, não
corresponde exatamente ao que é proposto na literatura, mais precisamente no que se
refere ao processo de recrutamento e seleção de candidatos para uma missão de
expatriação, à avaliação de desempenho e ao acompanhamento, sendo notório a
necessidade de melhorias.
Apesar das dificuldades sentidas com relação à cultura e às questões linguísticas os
trabalhadores expatriados, não abandonaram a missão. Portanto o destacamento foi
concluído com sucesso.
Globalization has opend a room for a world without borders, with the preeminence of an autonomous and socially rootless international system, where markets of goods and services become increasingly more global. The opening of these geographical boundaries has contributed for the expansion of expatriations and has required a great attention from the International Human Resources Management area, mainly because it can define, in the case of expatriations, the success or failure of an international mission. Also, the way to recruit and select, reward, among others is one of the key factors for success. The purpose of this study is to analyze and characterize the expatriation process through description and perception of expatriate workers. As a specific objective, we intend to describe the expatriation process of an organization; investigate the contribution of human resources management policies and practices to the success of the expatriation process; and identify the difficulties felt by expatriates regarding cultural issues. The investigation in question comes from an applied nature, based on a theoretical review and then applied to a practical reality in a case study of a car company with a sample of 5 workers, to whom semi-structured interviews were applied. Information obtained submitted to content analysis. The results allow us to conclude that the expatriation process in the company does not correspond exactly to what is proposed in the literature, more precisely as regards the process of recruitment and selection of candidates for an expatriation mission, performance evaluation and monitoring, being notorious the need for improvements. Despite the difficulties felt with regard to culture and language issues, expatriate workers did not abandon their mission.
Globalization has opend a room for a world without borders, with the preeminence of an autonomous and socially rootless international system, where markets of goods and services become increasingly more global. The opening of these geographical boundaries has contributed for the expansion of expatriations and has required a great attention from the International Human Resources Management area, mainly because it can define, in the case of expatriations, the success or failure of an international mission. Also, the way to recruit and select, reward, among others is one of the key factors for success. The purpose of this study is to analyze and characterize the expatriation process through description and perception of expatriate workers. As a specific objective, we intend to describe the expatriation process of an organization; investigate the contribution of human resources management policies and practices to the success of the expatriation process; and identify the difficulties felt by expatriates regarding cultural issues. The investigation in question comes from an applied nature, based on a theoretical review and then applied to a practical reality in a case study of a car company with a sample of 5 workers, to whom semi-structured interviews were applied. Information obtained submitted to content analysis. The results allow us to conclude that the expatriation process in the company does not correspond exactly to what is proposed in the literature, more precisely as regards the process of recruitment and selection of candidates for an expatriation mission, performance evaluation and monitoring, being notorious the need for improvements. Despite the difficulties felt with regard to culture and language issues, expatriate workers did not abandon their mission.
Description
Keywords
Processo de Expatriação Expatriado Gestão Internacional de Recursos Humanos Expatriation Process Expatriate International Human Resources Management